Rachel Grocot, CEO of the company Pregnant and then drunkIt is noted that women often face the increasing negativity as soon as they become mothers – so it is not surprising that discrimination also arises about difficult pregnancy experiences such as miscarriage or salvation.

“This bias can be conscious and unconscious, but regardless of being illegal,” she says. “Once the pregnancy is known, assumptions of future performance, commitment or ability to work at full capacity are often submitted.

“Even after the loss, these biases may continue: Manager may assume that someone will need more leave, less reliable or less concentrated – this can have real consequences on how women are treated.”

When women are affected by the penalty for losing pregnancy, it is part of a wide -ranging system of inequality that affects wages. But it can also affect job progress and long -term, pension Contributions also.

Employers play a vital role in reducing the financial and emotional burden of losing pregnancy. The paid leave specifically for the loss of pregnancy ensures that the employees are not forced to choose between their income and take the time they need for sadness and recovery.

According to the amended recruitment rights bill, families who suffer from abortion are appointed 24 weeks ago to acquire the legal right to work leave for sadness. However, the expansion of this support for partners as well as mothers recognizes the common influence of the loss on families.

Read more: How to keep your customers while working for their own account on maternity leave

Anna*, who suffered from abortion in 2018, says that she was given only a few days after the loss, before she was asked to return to work. “I felt that I had to hide or try to stop my feelings in front of my colleagues and my colleagues,” she says. “I have always worked hard, but I felt that no one cares that I was sad.”

There is no single approach suitable for everyone to support pregnancy loss, but workers may need a gradual return to work, modified responsibilities, or remote work option. Instead of making assumptions, though, employers must ask the person to know what they need – and keep in mind that their needs may change over time.

It is important, employers must also treat structural inequality that pays the penalty for losing pregnancy. This includes monitoring the decisions of promotion and payment of bias, which provides transparency in job progress and effective protection from pregnancy discrimination.

“Mothers need constant support because they deal with their loss, and this must include a paid pregnancy loss policy that properly supports women and parents at this very difficult time,” Groco says. “When you support parents at work, performance rises and keeps it. So it is logical to work too – but this is the right thing to do too.”

*The names have been changed to protect identities.

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