Pressure from mil

[seatingavailable]

We had twins quite young by today's standards (30) and because of childcare costs, I stayed home to care for them. Compounded by the pandemic, it was difficult.

I've recently returned to work only to find myself a victim of undue influence. The situation with work is stressful and I am in the process of sorting it out.

I told mil what had happened and she snapped, saying I should be on more money at my age, that I can't be complaining about work issues and that the kids depend on me for support. She also assumed that the reason I was kicking up a fuss with work was because I wanted another child. She also accused me of not wanting to work (that I was lazy).

How can you be lazy with twins?

We have been dabbling with having another child but we can't afford it and have come up with a unanimous, no. It is none of her business.

The way she spoke to me has really shaken me up though. She needs to understand that I'm really trying my best. Aibu with her?

She's totally out of line.

I suggest you respond in kind. "Absolutely none of your business, and how dare you call me lazy".

Limit topics of conversation in future.

So, speculating that the OP doesn’t like the contract she’s being asked to sign and that it’s making her think about whether she wants to stay at that workplace and maybe she should have another child MiL thinks she should stay to provide for the twins and they can’t afford another child.

The twins must be two or three at least, because OP mentions the pandemic and childcare costs as the reason for staying at home to care for them.

Gifts, mmmm. I'm afraid you're now massively beholden. Be fearful as they age.

“Undue influence” is a very specialised concept in common law (it took us about a semester to cover in the contracts paper at law school). Usually if you are the victim you are subject to some kind of disadvantage inherent in yourself (eg learning disability) or the “influencer” has a special relationship with you (eg your priest or doctor). In short, it’s not usually used as a cause of action in an employment context and if you have been advised that it applies I would seek a second opinion.