Hi,

15 Comments

1. Emily JNovember 21,2024 at 3:27PM UTC

   Arrange a meeting with your manager to discuss your concerns. Instead of directly stating that you're looking for something (I'm guessing as this is implied in your post), you ask for their insight on your situation without disclosing too much. Depending on the response, decide your next steps, including whether it's appropriate to let your manager know that you're looking for new opportunities given the situation.

   In the meeting (regardless of your feelings), remain professional and express gratitude to the company and your manager.

2. AnonymousNovember 21,2024 at 3:30PM UTC

   Telling them now will secure your position through the pregnancy and leave, so waiting doesn't make sense. If the downsize happens while you are on leave (or before), and it looks like your job is in jeopardy when you return, you may be able to job search during your break.

3. AnonymousNovember 21,2024 at 4:36PM UTC

   You can be laid off while you are pregnant or on maternity leave as long as you it is not due to you being pregnant (financial considerations on the company's part).

4. AnonymousNovember 21,2024 at 4:38PM UTC

   Document everything. Arrange a meeting with your manager to express your concerns (as there may be insights about downsizing, furlough, etc.). Some departments get slashed, some don't.

   Express how you love the company and want to stay with them.

   Other things I've read (so double check this) is to inform them around the 2nd trimester or no later than 30 days before you plan to take leave.

   Document everything because if something does happen to your job, and you did tell them, you could seek advice from a lawyer based on if you have a case based on discrimination.

   All my best.

5. AnonymousNovember 21,2024 at 5:15PM UTC

   Ultimately, whenever you decide to share, it will not necessarily save your job. That said, do you know when these reductions will happen? Likely not. We recently went through a reduction where I work. After the fact, the following week, an employee reached out to me "I'm pregnant, I told my boss, you need to provide COBRA subsidy beyond my due date." She told no one, if she did tell her boss, there was not record of it (which leads to my advice: whatever conversations you do have, DOCUMENT DOCUMENT DOCUMENT).

   Also, based on her due date, she was not pregnant at the time the decision was made that she was one of the employees affected - and we have plenty of documentation to support that fact.

6. Emily JNovember 21,2024 at 7:40PM UTC

   I initially read the post differently. Regardless if she's pregnant, she's under no obligation to even disclose that. Though re-reading the initial post and comments, I see why she could choose to.

7. AnonymousNovember 21,2024 at 10:07PM UTC

   Sharing your news with your boss may not save your job. It's best to go to HR and get a consult and ask them for guidance. There may be a rule of notification as you will need time out, so ask what that is. If they say you don't have to inform until 90 days out from a certain date, then do that. And ask in this meeting if there is any coverage for you in the event you are facing the RIF if something is available to you such as COBRA, or cashing in your 401K, for example. Best to get that guidance first, then talk with your manager.

8. AnonymousNovember 24,2024 at 1:57PM UTC

   Don't go to HR!

9. AnonymousNovember 24,2024 at 2:43PM UTC

   HR works for the company. Don’t talk to them!

10. AnonymousNovember 22,2024 at 1:55PM UTC

    You being pregnant will not secure you keeping your job, please keep that in mind. It's not a form of any discrimination per the PDA. Especially if this is a whole company looking to lay off others. The company will be able to speak to it if taken in a legal setting. You can't control it all just by being pregnant. I would prepare, financially, and start looking. That is where I would put your efforts in, tough time of year, I get it.

11. AnonymousNovember 22,2024 at 4:48PM UTC

    You are correct, but laying off a pregnant woman almost guarantees that an EEOC complaint will be filed, along with anyone else who is in a protected class. It makes it less likely that she will be the first on the block, as it limits her ability to secure employment promptly (especially since she is more than halfway through the pregnancy). It is likely to be a headache the company would want to avoid.

12. AnonymousNovember 25,2024 at 2:57PM UTC

    It really is not a headache anymore, a company cannot be held liable for another possible employer to hire them or not due to pregnancy, that is not on this company. Shame on that possible employer if they go down that road, I've seen it, it's becoming rare but not obselete. They will worry about legal issues for their own company. I think the employee needs to understand more and not jump to that conclusion first. It could be very much wasted time and effort that goes no where when putting in the efforts of the future could have been the focus. It's very hard to prove. Caution, focus on your health and the new little, control what you can.

13. AnonymousNovember 23,2024 at 3:54AM UTC

    DO NOT disclose this personal information. It WILL NOT save you from a layoff. It will be the accelerant for the company to put you on the layoff list. You ARE NOT protected by pregnancy if the company can prove financial loss/hardship as the reason for the layoffs. Unfortunately, it appears as if that's what's going on. Put your energy into finding a new job.

14. Kris WolframNovember 27,2024 at 2:02PM UTC

    Who are you talking to about the potential layoffs? It may not in your dept or your position. Being pregnant does not secure your job. You can tell them now or later. It’s up to you. If you are being laid off and they haven’t announced they won’t tell you anything about the packages and you can’t demand benefits. Do your best work and don’t worry about it.

15. AnonymousDecember 1,2024 at 2:34PM UTC

    Look up W.A.R.N. for your state (if in the USA). That will help u get an idea of the number of ppl they're laying off.

    I will say it is customary these days to force RTO b4 going to layoffs as no company wants to advertise a layoff. RTO will usually take care of the work for them as employees in your position will usually seek another job vs RTO. With that being said I would say things look good for u to remain, but I do not know the ideologies or culture of your organization. You'll have to consider that and apply as necessary to your circumstances.