A female employee hid her pregnancy while starting work, took home an entire year’s salary without working, and even demanded tens of thousands in compensation – absolutely outrageous!

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Recently, the company next door ran into trouble when a shrewd future mother used it as a maternity resort and took advantage of them greatly. This female employee was already pregnant before joining the company, but she kept it a secret very well; she only revealed it after her probation period ended and she became a full-time employee. She also hid her due date, and as a result gave birth prematurely at 7 months. After taking 4 months of maternity leave, she refused to return to work and asked for more sick leave. The boss, in a fit of anger, fired her. The female employee stated in her initial application that she was single, and the contract also included a clause stating that anyone who provides false information shall bear all consequences. The female employee behaved inappropriately, but she was aware of the laws and knew that women who are pregnant or on maternity leave cannot be dismissed for any reason. Therefore, she insisted that the company issue a termination letter, took it to the labor authorities, and obtained compensation as a result. This company hired someone who didn’t work even half a year, yet they had to pay that person’s annual salary in full, plus several tens of thousands in compensation. The boss was so angry that he gritted his teeth: From now on, no women who cannot have children will be hired! Many HR professionals must have dealt with such cases. No one in the company discriminates against women, and no one violates labor laws by failing to provide pregnant women with their due wages and benefits. The awkward thing is that some people, taking advantage of legal protections, cheat right from the start of their employment; within just a few days of signing the contract, they ask for sick leave and stop showing up for work. Their parents even join in causing trouble, and if anyone dares to object, they threaten to have the child aborted and hold that person responsible. After 10 months of pregnancy and once the maternity leave is over, they simply submit a resignation letter and quit. I couldn’t recognize most people after being at the company for a few days. Regarding such people, I can only say that on your termination letter, I will clearly state your attendance record, and I will also truthfully describe your job responsibilities during the background check. These approaches more or less put the company at a disadvantage; they are legally sound. If you dare to stop her from taking time off, she can sue you and leave you with no way out; if you try to make excuses to hassle her, she’ll go straight to confronting you head-on. Many people say they disapprove of such behavior of taking money without working, and some female friends said: It’s a shame for women. My previous employer was also forced to deal with this problem: a woman was hired who got pregnant right away. She received her regular salary during maternity leave, and after that she took more time off for breastfeeding; she didn’t show up for work every day. The employer could no longer tolerate it and fired her. She kept causing trouble at the workplace, and the employer preferred to pay her over ten thousand dollars rather than keep such an employee. Now the company no longer hires women. It is neither illegal nor against any regulations; taking maternity leave due to pregnancy is a right and benefit that every woman should enjoy. In the past, married women were particularly favored by company bosses. However, if employees became pregnant shortly after starting work, the consequence was that no female employees would be hired anymore, and over time, the working environment for women would deteriorate. After all, companies pursue profits. An employee is hired, makes little contribution after working for a few days, then gets pregnant, and the boss has to pay her a year’s salary – few bosses would be willing to do that. ▼ How to solve the problem fundamentally? This may require **legal supplements; when enacting laws, full consideration should be given to the interests of both enterprises and employees. Furthermore, the situations mentioned above are individual cases; in real life, most female workers in their third stage of pregnancy strive to balance family and career by working diligently. As HR professionals, we should not hold prejudices against female employees who are in their third trimester of pregnancy. We must first abide by laws and regulations, and provide employees with welfare benefits and humane care. If we happen to encounter employees taking advantage of loopholes in the third phase, we must also establish relevant regulatory measures to avoid risks.