Question

What can HR professionals do to mitigate concerns about pregnancy discrimination in the workplace? What does the law say companies need to do to avoid violating the rights of pregnant employees?

Answer 1

With our combined efforts as one HR, there is no cause we cannot influence. Knowing the law and interacting with expectant women are the greatest ways to stop pregnancy prejudice.

Employers place a high premium on discouraging pregnancy prejudice. The Pregnancy Discrimination Act of 1978's new EEOC rules have made it a particularly controversial topic in today's society. The best thing you can do to defend yourself in court is to train all managers or supervisors, but especially those who are directly in charge of supervising workers.

When you learn that a coworker is pregnant, you must show her respect and use caution. You should merely express gratitude to the worker for informing you. Offer pregnancy prejudice your support and assure her that, if necessary, you would make accommodation's that are reasonable in nature for her.

Never indicate that an employee's pregnancy is a burden on the company, and neither should your supervisors. Before approaching a pregnant employee, ask a member pregnancy prejudice of your human resources team any questions you may have about what to ask or not ask.

Learn more about pregnancy prejudice here

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