Advice To Employers On Handling Pregnant Employees

Pregnancy is a joyful phase in a woman’s life, but the present demands of multitasking in jobs brings about concerns about her current and future job performance and how she could balance a job with her nascent family. In addition many jobs involve a certain physical element that pregnant woman feel hard to cope with; this is aggravated with time spent on classes, doctors’ visits, and prenatal checkups that annoy employers. However employers have to be very careful in handling pregnant employees.

It is to be well understood by employers that most women are productive after childbirth because of the responsibility felt towards the child also. The fear of discrimination also forces many women to postpone starting a family; probably it is strengthened by the myth that women neglect their careers once they start a family as family acquires top priority.

Here are a few valuable hints for employers to treat pregnant employees and new mothers:

• The employer should first realize that the pregnant employee’s health and safety as well as that of her child are of utmost importance. He/she should sit with the expectant mother and know what her actual and perceived needs are; he/she should also be aware of medical and other constraints that prevent her from doing her duties as usual. You as an employer could promote productivity in the pregnant employee by being more sensitive to her needs as a happy employee is always more productive.

• Next any changes required in work that is either supported by a doctor’s prescription or any other medical documentation is to be carried out. Being callous or unaccommodating toward her needs at this time could lead to complaining by the employee either openly or elsewhere and could also result in an otherwise qualified and good worker leaving due to loss of goodwill between the employer and employee.

• As the time of childbirth approaches, it would be a good idea to help her to finish off the pending work before the baby arrives. This will help her have peace of mind. Also make sure you arrange for a clearly defined and thoroughly briefed substitute to do the work of the employee until she returns; encourage the substitute to contact management with any issues or problems that may crop up to ensure smooth flow of work and prevent fumbling about in the employees absence.

• Once the employee comes back after the maternity leave, be considerate to her when she needs leave for doctor’s visits, call-outs to care for medical emergencies and mishaps, as her newborn is of great concern to her. However be careful to see that this right is not abused; you could ensure it with a doctor’s or emergency room note.

As a last note you could retain a valued and productive employee by following these simple ways; your attitude would make this blessed event a happy one and not a frightening and uncertain one. 

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