Anticipation of discrimination during/after maternity

[cogitosum]

We have just started to ttc so aware that I may be a little premature and it is possible that this may not be an issue for some time but trying to ensure we are fully prepared.

In my department there is a lot of history of women being treated badly whilst pregnant and upon return to work - nothing direct that could be openly challenged, more a general change in attitude, decrease in responsibility etc. They are also quite obstrucive with flexible working - there have been situations that colleagues have spoken to me about where I have thought that they have not given a business case why not to grant it as I understand they are obliged to (in simple terms).

I'm currently senior(ish) and well respected by board of directors etc but aware that this is likely to change if I become pregnant ( I realise that I sounding quite calm when this is actually outrageous but trying to lay out facts). I would hope that I would challenge these types of things if they came up, but realistically can imagine that this is easier said than done -- especially whilst pregnant or with a new baby.

So what I am asking (sorry this has got really long) is whether there is any advantage in being prewarned so to speak - for example could I have something put on my HR file to state that this is a concern, so that if I do experience any discrimination or negative change in attitude, I have something to back up the fact that I was concerned?

Actually not 100% sure what I am asking - it just seems such a shame that years of hard work and reputation building are almost certain to be destroyed and I am unlikely to ever get beyond the level I am at now unless there is a change in management and there is very little I can do about it.

The only thing I would suggest, is keep records of absolutely everything, as soon as you disclose that you are pregnant.

Conversations, Emails etc.

I don't know about the putting a note on your HR file bit, maybe someone else can advise you there? Not something I would do, but then I didn't really trust the HR department (but thats my issue)

But I would keep records.

You won't need to 'back up' the fact that you were concerned, because whether you were concerned beforehand or not doesn't make the discrimination any better/worse/more provable.

However there may be value in highlighting your concern as a preventative measure in a conversation with someone decent in HR (if there is such a person available), as long as you feel doing so won't be held against you by your manager if HR warn them off being silly (which is the only way it could be useful as preventative measure unless it has been HR doing the discriminating previously).

Or you could have a more confidential discussion along the lines of being concerned something might happen, not wanting them to speak to your manager about it directly as you are concerned about repercussions, but perhaps asking their advice on what you should do in the event of anything happening.

thank you - keeping records is definitely a good idea. I would like to speak to someone in HR but not sure I could say it would definitely be confidential. It is just in our department I have noticed it so don't think HR are the problem.

On another note, I have actually been contacted today by a headhunter about a role that could be interesting - and obviously I am not happy with my current company so may seriously consider moving. My only concern is if i am lucky enough to fall pregnant quickly, what would be my rights? I understand I would be unlikely to qualify for SMP so would need to apply for maternity allowance (my company don't give OMP so that is not an issue). But would I lose any other rights eg right to return to same role etc? And how easily could they get rid of me during probation if I announced pregnancy?

Also there are the ethics of going for a new role whilst ttc - but on the other hand it could be a long time before we conceive and it seems silly to limit myself just in case...

thank you so much both of you for advice so far and for taking the time to read my ramblings!

Your rights with regard to returning to your job and contractual benefits during maternity leave are in place from day one, even if you are already pregnant.

In terms of SMP, if you start a new job pregnant, you won't get it, but as long as you have 26 weeks' service by the time you are 25 weeks pregnant, you will be entitled to it. This basically means you need to start your LMP before conceiving a week after you start a new job, as obviously the number of weeks pregnant you are starts from first day of LMP rather than conception.