Typical situations of discrimination

Typical suspected cases of discrimination involve hiring, extension of fixed-term contracts and returning to work from family leave. In these situations it may be a case of discrimination on the basis of pregnancy or family leave.

  • In recruitment, applicants are asked about their family plans and how many children they have.
     
  • If the pregnancy is visible or brought up in a job interview, the applicant is often not hired despite being the most qualified applicant for the job.
     
  • During a probationary period, the employment contract is not extended even if the employee has done the job well.
     
  • When an employee is expected to go on a family leave, her career and pay progression stalls, despite having been promised a raise or additional job duties before the pregnancy.
     
  • Pregnancy or an impending family leave leads to the employee being selected for redundancy when the employer is laying off staff due to production-related or financial reasons.
     
  • An employee returns from family leave and finds that her duties have "disappeared" or she has been replaced by temporary staff, and she is consequently laid off due to production-related and financial reasons.
     

Discrimination due to pregnancy or family leave particularly targets women in insecure employment, such as agency workers and those with temporary, part-time or zero-hour contracts.

Discrimination due to pregnancy or family leave causes financial losses to discriminated employees, as a lower income will also affect the amount of maternity benefits and parental benefits they will receive, as well as their eligibility for paid maternity leave, which is part of most collective agreements.