Labor law · Women at work
Pregnant Women’s Rights at Work
Your pregnancy is not grounds to harm your livelihood. We support employees facing discrimination, unlawful dismissal and pressure to sign — discreetly, and before any signature or resignation.
Your pregnancy is not grounds to harm your livelihood
Trying to cut your role, dismiss you or place you on unpaid leave without a permit? Pressuring you to sign? The law grants special protection to employees during pregnancy, maternity leave and the return to work.
Do not resign and do not sign any document before getting legal advice. Protecting your rights — and your baby’s — starts now.
When you should reach out
Trying to cut your role, dismiss you or place you on unpaid leave without a permit
The employer learned you are pregnant — and the treatment changed
The employer applied to the Ministry of Labor for a dismissal permit
You were offered a dismissal or termination agreement to sign
What the boss said — and the legal meaning
“We’re downsizing, it has nothing to do with the pregnancy”
A cutback close to the pregnancy announcement may arguably indicate discrimination — subject to legal review.
“Let’s wrap up nicely with a separation agreement”
Signing quickly may waive protected rights. Do not sign before a legal review.
“You’re on unpaid leave until we find you a role”
Unpaid leave during the protected period and without a permit may be unlawful.
5 things to do if the employer plans to dismiss you
- 01
Do not resign and do not sign documents before getting legal advice
- 02
Document in writing every change in treatment, terms or scope of role
- 03
Keep relevant correspondence, messages and emails
- 04
Ask to receive the reason for the decision in writing
- 05
Seek legal advice as early as possible
How we support you
It need not end in court — but if needed, we will pursue your full rights.
- 01
Initial discreet consultation
Reviewing your employment situation — before any signature or resignation.
- 02
Gathering evidence and building a timeline
Documenting the change in treatment against the timeline of the pregnancy disclosure.
- 03
Approach to the employer or Ministry of Labor
Responding to a dismissal-permit request or demanding protection of your rights.
- 04
Negotiating a settlement
Sometimes it need not end in court — a fair resolution can be reached.
- 05
Filing a claim in the labor court
If needed, a claim under the Employment of Women / Equal Opportunities laws.
Talk to us quietly, with no obligation
You can reach us discreetly — on WhatsApp or via the contact form — for a preliminary review of your situation, before taking any step with the employer.
More preliminary checks
The legal-tools hub offers preliminary checks for jurisdiction, fees and deadlines — alongside a discreet inquiry for a review of your case.
Frequently asked questions
Can a pregnant employee be dismissed?
During the protected period a permit from the Ministry of Labor is usually required before dismissal, and cutting a role or worsening terms may also be restricted. Dismissal without a permit may be unlawful — but every case is examined on its circumstances and subject to legal review.
I signed a dismissal agreement — can it be undone?
Sometimes an agreement signed under pressure or without full disclosure of rights can be challenged, but this depends on the circumstances and wording. It is important to consult promptly before taking further steps.
What should I do if my treatment changed after I disclosed the pregnancy?
It is advisable to document the changes in writing, keep correspondence, and not sign anything before advice. The timeline between the disclosure and the change in treatment may arguably indicate a link — subject to legal review.
How quickly must I act?
The sooner the better — some rights and proceedings are subject to deadlines and limitation periods. Reaching out early preserves the most options. This is general information and not a substitute for individual advice.
⚖️ The information on this page is general and does not constitute legal advice. Every case is examined on its circumstances. None of this is a promise of any outcome or compensation.
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