BackQuick votePregnancy and recruitment
Should an employer hire a female candidate even if she is pregnant or may become pregnant in the near future?
Read arguments from both perspectives, choose your country and vote. The results will be shown after your vote.
Employer perspective
- During an employee's maternity or parental leave, the employer must ensure continuity of work, and finding someone as a replacement on a one- or two-year contract borders on a miracle.
- If the leave begins shortly after recruitment, the company may not have time to benefit from the costs and work invested in hiring and onboarding before the employee's longer absence.
- Labour law generally protects employees during pregnancy and periods of maternity and parental leave, which limits the employer's ability to terminate the employment relationship during the protected period.
- In a small company, the lack of a replacement can genuinely disrupt the whole team.
- Sick leave is more common during pregnancy, which can reduce availability.
- The rest of the team may have to take over additional duties, causing frustration and overload.
- Employers may fear discrimination claims if a pregnant candidate is not offered the job.
Candidate perspective
- Pregnancy is temporary and does not erase professional capability.
- Discrimination because of pregnancy is illegal.
- Skills and experience do not disappear as pregnancy progresses.
- Many women return sooner than employers expect or work remotely during leave.
- Questions about family plans should not decide a recruitment process, yet they are still asked.
- Men have children too. Why is their future availability rarely questioned in the same way?
- Companies that manage parental leave well can gain employee loyalty for years.