short term contract but expecting

[fullyautomatix]

my gf got the job. she mentioned the pregnancy after the offer was emailed to her. The HR was all very nice and sweet about the 'good news' at that time. 2 days before her joining, they come back saying if she would rather take it up as a temp job(per hour basis) instead of a fixed term contract minus all benefits; and asking whether she will be able to handle the 'pressure'. what could be the catch here? r they trying to discourage her from taking the job, or r they just protecting their backside legally?

Problem is every company in UK is tulip scared of pregnant women. They run to the hills when they spot one. Pregnant women are, rather unfortunately, associated to being irregular, taking days off to visit the doc, mental breakdown, stressing every minute the list goes on.

[Fred Bloggs]

I'm afraid I am of the belief that if the lady can fulfil the terms of the contract as agreed, then it is none of the client's business whether she is pregnant or has three heads, or both even.

[SueEllen]

my gf got the job. she mentioned the pregnancy after the offer was emailed to her. The HR was all very nice and sweet about the 'good news' at that time. 2 days before her joining, they come back saying if she would rather take it up as a temp job(per hour basis) instead of a fixed term contract minus all benefits; and asking whether she will be able to handle the 'pressure'. what could be the catch here? r they trying to discourage her from taking the job, or r they just protecting their backside legally?

If they didn't want her, as most people (like Craig1) including the women involved don't realise it's discrimination for them to immediately pull the job, they would pull it.

The rest is as northernladuk said.

[SueEllen]

On pregnancy rights, she has none as a contractor. That's one reason why clients take on contractors: work done with none of those pesky employment laws to bother with.

Fortunately (or unfortunately depending on whose side you are on she does actually have employment rights as a contractor this is due to the laws they fall under.

They aren't allowed to discriminate against her due to being pregnant. (There was a contractor on here who got paid the rest of her contract as compensation due to a client dismissing her due to telling them she was pregnant.)

Plus under Health and Safety Regulations they need to ensure the work place is safe for her. Also if she gives birth during the contract she is legally not allowed to come back to the client site until 2 weeks after the birth (4 weeks if it's a factory or plant).

However no-one in their right mind would employ a woman knowing she was pregnant.


I've worked with pregnant women who have been fine and stayed working until a few days until they have gave birth. One was helping out on a project a via the phone 5 days after giving birth as she found just looking after small children boring.* Another came back exactly 2 weeks to her contract after giving birth to her first baby.

On the other hand I've worked with women have have disappeared from the work place for the entire time they were pregnant due to being so sick.

As no-one knows what category the woman will fall in, this is extra expense and hassle as a business you don't need regardless of the size you are and how you are employing people.

*Boring doesn't mean you don't love the child(ren)

[northernladuk]

my gf got the job. she mentioned the pregnancy after the offer was emailed to her. The HR was all very nice and sweet about the 'good news' at that time. 2 days before her joining, they come back saying if she would rather take it up as a temp job(per hour basis) instead of a fixed term contract minus all benefits; and asking whether she will be able to handle the 'pressure'. what could be the catch here? r they trying to discourage her from taking the job, or r they just protecting their backside legally?

Couple of questions. What are the 'benefits' with the fixed term one? Would the hourly rate be the same as the fixed term daily rate? Would the temp one just run and run or have an end date like the fixed term? Understand both options well.

To be fair it looks like they are just giving her a different option which they believe might be better for her and also suit them. If it is per hour she can take time off for doc's, sickness and they don't have to pay her when she isn't it which makes admin easier for them and no stress from your other half if she needs the time. I expect notice would be different so again may suit her depending on how the pregnancy goes and yes suits them if it she starts taking a lot of time off etc etc. Could even be on a per hour basis she can work right up to the last minute beyond what would have been notice period??

Of course they are protecting their backsides legally. Who wouldn't when dealing with pregnant women nowadays, must be a HR's worst nightmare, but it doesn't look like they are doing it purely to suit themselves. Some of the options there look like they could actually be a benefit to your partner so good on them I say.

Judge each option on it's own merit and do what is best for you two and the future baby Sid.

[Sid]

Re:

my gf got the job. she mentioned the pregnancy after the offer was emailed to her. The HR was all very nice and sweet about the 'good news' at that time. 2 days before her joining, they come back saying if she would rather take it up as a temp job(per hour basis) instead of a fixed term contract minus all benefits; and asking whether she will be able to handle the 'pressure'. what could be the catch here? r they trying to discourage her from taking the job, or r they just protecting their backside legally?

[northernladuk]

Dont tell them - none of their business. OK, not that pregnancy is an illness, but would you tell them about every single possible health problem you've got just in case you end up being ill during a contract?

True enough but it is a condition that brings extra legal responsibilities to a client co and job roles such as lifting, flying etc.

If she ends up missing work, bit of a bummer but I cant see how the client can be too upset. Bit disappointed maybe but thats all.

Again very true but your cilent is your customer and should be out to disappoint your customer. Simple communication at the right time can fix this.

I just can't help thinking out of respect it would be worth being upfront with him at some point without letting him find out himself.

[psychocandy]

Dont tell them - none of their business. OK, not that pregnancy is an illness, but would you tell them about every single possible health problem you've got just in case you end up being ill during a contract?

If she ends up missing work, bit of a bummer but I cant see how the client can be too upset. Bit disappointed maybe but thats all.

If shes early on, how do they know she didnt get pregnant after start of contract? (Or maybe they could insist on shagging just in case to make sure she fulfills the contract - LOL !!!!)

[northernladuk]

Surely your first paragraph contradicts the second. If the pregnancy will have no implact on the delivery of the contract it is none of their business.

As for the third, if they knew they wanted someone for longer they should have offered a longer contract, no?

They don't contradict each other if you think about the timeline I suggest. There is no need at all to tell them during the selection process. It is irrelavant to the role and can open her to discrimination as you can see from JamJars comment.

Once the role is secured I see no problem in telling the client at some point. He is going to find out as she starts expanding so it would only be decent to tell them at some point. The client may feel aggrieved if he has to find out himself rather than her being upfront about it. Often the way you communicate a situation creates a very different outcome and non-communication normally creates more problems that it avoids. If she didn't tell him about this what else hasn't she told him. It's just a decent thing IMHO.

The 2nd part is purely optional and is just my opinion. He is going to find out some at sometime. It is just about avoiding possible fall out.

As for the third, if they knew they wanted someone for longer they should have offered a longer contract, no?

You are kidding right? Surely we all want to be in a position where we take a 3 month contract that turns in to years. These companies never offer longer contracts. The idea of a short one is keep the flexibility that contractors offer and then renew as business dictates. They can re-asses in three months and offer a longer one. Obviously this can (and in this case) will bite them in the ass. The assumption a contractor will stay after the first contract isn't a sound one but in reality happens a lot. Look at all the 'boomed' messages we get which are often unexpected extensions.

[Pondlife]

The information is not important nor pertinent to the role. She can complete the contract just as anyone else would. This is exactly why we have discrimination laws.

I do think the client would be pissed off if you didn't disclose the pregnancy at some point so he should be told just out of common decency but at a point that it is clear it made no difference to the interview process.

Thinking about it though if the client even mentions extension or asks if you are available you would have to be honest with him.

Surely your first paragraph contradicts the second. If the pregnancy will have no implact on the delivery of the contract it is none of their business.

As for the third, if they knew they wanted someone for longer they should have offered a longer contract, no?

[northernladuk]

I disagree, if I was the client and found out that a contractor had withheld important and pertinent information that could affect the contract I would get rid.

The information is not important nor pertinent to the role. She can complete the contract just as anyone else would. This is exactly why we have discrimination laws.

I do think the client would be pissed off if you didn't disclose the pregnancy at some point so he should be told just out of common decency but at a point that it is clear it made no difference to the interview process.

Thinking about it though if the client even mentions extension or asks if you are available you would have to be honest with him.

[JamJarST]

If it's a short contract and she's not expecting a renewal, e.g. a one-off project, AND she is in good health AND she is willing to commit herself to taking almost no days off for pregnancy related stuff then she should go for it and not disclose it. If she's likely to be taking time off or has a history of poor health in pregnancy then she can do her reputation a good bit of damage if she takes the role then annoys the hell out of the client and agency by poor performance or attendance.

If I could give positive answers to the points above then I'd not disclose it as it would probably be a quick killer for the chances of getting the role.

On pregnancy rights, she has none as a contractor. That's one reason why clients take on contractors: work done with none of those pesky employment laws to bother with.

I disagree, if I was the client and found out that a contractor had withheld important and pertinent information that could affect the contract I would get rid.

[northernladuk]

I would be tempted not to tell them at the interview for fear of discrimination but when they do offer her the role I would be tempted to tell them then. There should be no problems as she can fulfil the role. If they have committed to an offer and then pull it you know full well she is being discriminated against. All said and done if they do I am not sure what you would about it.

[craig1]

If it's a short contract and she's not expecting a renewal, e.g. a one-off project, AND she is in good health AND she is willing to commit herself to taking almost no days off for pregnancy related stuff then she should go for it and not disclose it. If she's likely to be taking time off or has a history of poor health in pregnancy then she can do her reputation a good bit of damage if she takes the role then annoys the hell out of the client and agency by poor performance or attendance.

If I could give positive answers to the points above then I'd not disclose it as it would probably be a quick killer for the chances of getting the role.

On pregnancy rights, she has none as a contractor. That's one reason why clients take on contractors: work done with none of those pesky employment laws to bother with.

[Sid]

My g.f has a job interview for a short term contract;she is in early stages of pregnancy and she can manage this contract well within her due date. should she disclose this in her interview?will it impact her getting shortlisted?what are her statutory rights?