Worried I am going to be asked about pregnancy in interview

(11 Posts)
MortifiedAnyFuckerAdams Fri 29-Nov-13 12:11:59

Worked with the company for six years, in current role for 3.5 of those. Off for Mat leave for ten months, been back 1.2 years.

About four months ago I had a MMC. Took a weeks sick leave. OTher than that, my pregancies and motherhood have not affected my job (I still do FT shifts, never have I had to call and say I cant come in due to dd etc).

A great job opportunity within my company has come up.and I have applied and am currently waiting for a response. I am nervous,.however, that due to the fact I was clearly ttc six months ago they may be wary that I may be.or get pregnant soon.

Our ttc plans were put on an immediate break after theMMC and DH amd I have agreed that if this job comes.off we wont ttc again til.next christmas to give me a good year to get my teeth stuck.into the role.

However, wjat if they bring it up.in the interview? What of they dont and just assume I am still wanting to get pregnant?

MortifiedAnyFuckerAdams Fri 29-Nov-13 12:45:20

Bump

gallicgirl Fri 29-Nov-13 12:49:15

They shouldn't ask unless they ask every candidate and you're well within your rights to refuse to answer.
Do you think they'll ask?

cookiewoo Fri 29-Nov-13 12:51:27

They have absolutely no right to bring it up in the interview as that is direct sex discrimination (they couldn't ask a male the same question). Whether you are planning to have another baby or not is none of their business and in no way should affect your application for the role.
Best of luck! :-)

juneau Fri 29-Nov-13 12:56:21

I doubt they'll bring it up, if they're at all HR savvy. However, I think you're right to worry that they may have in the back of their minds that you're clearly trying to add to your family and may do so at any time. You could always pre-empt this by mentioning it yourself.

MortifiedAnyFuckerAdams Fri 29-Nov-13 12:59:58

I believe they will ask or assume.

In all fairness, they are a brilliant company to work for, however it is a global company and whilst they will.know the law, I also know that we are small fry in our little building (2000 buildings minimum worldwide) and what happens on an indicidual basis may well not be monitored that closely.

A friend went for a job that they created for her. By law, they had to advertise, however they closed the application the day after she applied, to pretty much guarantee no other applicants (naughty in itself). She discovered she was pg days before the interview and whilst she neednt of,.she told them. She didnt get the job. They deferred the job a month and re opened the post, leaving the job open for a longer chunk of time, and appointed someone else even though she was told her application was 'considered'.

flowery Fri 29-Nov-13 14:22:24

There's no legal requirement to advertise for jobs, although there may be a company-specific policy to do so.

Did your friend take any kind of action? That's pretty outrageous what happened to her by the sounds of things.

Who is conducting the interview? Would it really be anyone who knows why you had a week's sick leave?

juneau Fri 29-Nov-13 15:51:53

Do you think the person/people who will be interviewing you will know about your MMC? Did you tell work why you were off on sick leave? If not, then you don't have any more reason to worry than any other woman of child-bearing age, I wouldn't have thought.

Alanna1 Fri 29-Nov-13 17:31:09

Dear mortified, if your friend is still in time she could sue. That's unlawful!!

MortifiedAnyFuckerAdams Fri 29-Nov-13 17:42:24

Friend is unwilling to sue without them.explicitly stating it to her and she fears a long and drawn out case where she has to prove it.

I will be interviewed first time by onsite HR who will.know. My second interview will be with four directors from four sites and only one will.know.

flowery Fri 29-Nov-13 19:45:20

It's not like a criminal prosecution where something has to be proved beyond reasonable doubt. For discrimination she would have to show the tribunal why she thinks the decision was because of her pregnancy, then the burden of proof would transfer over to her employer who would have to prove that it wasn't.

She also doesn't have to "sue" straightaway, she would start by raising an internal grievance, which might do the trick on its own anyway.

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