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“I got settled, and six months later announced my pregnancy”: what should the employer do?

Anna Fedorova considers the issue of maternity leave and frequent hospital employees, explains how employers should relate to this
“A young girl is about to have a baby, but before that she is looking for a suitable job, with a white salary and compliance with the Labor Code. Of course, she will not tell about her plans for an interview ”- these are typical fears of many business leaders. “How can I protect myself from such situations?” – this is the question to which the manager most often seeks an answer.

Which mostly scares managers in this situation: that the girl will have to list all the required payments and the business will lose money; that she will now constantly sit on sick leave; and that you have to look for a new person in her place, which means that he will need to be re-introduced, trained, adapted in the team.

Let’s look at the situation from all sides.

It’s no secret that in the modern world any girl in the age range from 18 to 45 years can go on maternity leave without even planning it in advance. You can hire a girl of 23 years old and she can not get married even up to 35 years old. But even if you hire a girl of 40, who already has three children, this is also not a guarantee that she will not inform you in six months that she plans to have a baby again.

Our state is very reverently protecting the rights of pregnant women, therefore, from the moment she provides you with a certificate of her pregnancy, she is fully and comprehensively protected under all articles of labor law. Dismissal of her at any initiative of the employer is strictly prohibited; violation of labor standards entails very unfavorable consequences for the employer, including major financial ones.

In the light of this situation, it would be more appropriate for the leader to consider the issue not from the perspective of “How can I protect myself from such situations”, but from the perspective of “How and what can I not lose, and perhaps even gain in this situation”.

So, the girl brought you a certificate stating that she was pregnant. What to do?
The first thing that needs to be done is that upon the expiration of the maternity leave, correctly and in compliance with the deadlines, draw up all the documents for granting her maternity leave and subsequent maternity leave, and transfer in full all the payments due to her. This will give you the opportunity to apply to the Social Insurance Fund to reimburse all payments, since absolutely all payments related to maternity leave of a woman, both before and after childbirth, and parental leave, are paid from the Social Insurance Fund. If the company is small, then the reimbursement of funds from the FSS will not be quick, but the money will be returned to you in full and you will actually lose nothing financially. One of the companies with which I collaborated was very small, with only 4 people on staff – the company received a full refund from the FSS in 9 months.

Secondly, the fact that there are women on maternity leave in your company speaks of you as a socially-oriented employer and only gives weight in the eyes of potential candidates for work. You can use this information as a tool for developing an employer’s brand and broadcast it on your website and in other sources. To enhance the effect, you can develop a support program for “young mothers,” for example, at the time of birth, give a certificate to a children’s store or some necessary modern device that helps mom in the household. Believe me, the effect of such small investments will be many times greater than the benefit that you will receive as the opposite effect in the form of trust of potential candidates and the youngest mother, who will broadcast everywhere how caring her employer is.

For example, one of the most popular candidates on the market, McKinsey, on its official website, broadcasts the possibility of varying its load when leaving maternity leave as one of the unique advantages of the company as an employer. Another example – an employee of one of the Russian trading companies with admiration and gratitude at the city forum told how, after the birth of a child, the head of the company drove to her house with a corporate gift for the baby.

Third: the widespread belief that “she will now constantly sit on sick leave” is rather a stereotype of many leaders. Yes, of course, if a girl really has serious health problems and this threatens her pregnancy, then she can often be on sick leave, but such situations make up less than% of the total number of situations. In my practice, I came across a considerable number of pregnant girls who until the last run up the stairs of the organization and even having a sick leave in their hands about pregnancy and childbirth are in no hurry to send it to the personnel department.

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