I applied for a job and one of the application questions was " are you going on any leave/vacation in the next 6 months" I am currently pregnant so wrote "maternity-July".

33 Comments

1. Amanda (Sloan) StrenzJanuary 18,2024 at 8:11PM UTC

   I think you did the right thing, you need to be honest with yourself and your future employer. They're not the right fit if they don't value the whole package that you are.

2. AnonymousJanuary 19,2024 at 12:13PM UTC

   Thank you! I appreciate your perspective. I did get the call for the next interview so they gon see the belly regardless lol.

3. Maggie StoneJanuary 20,2024 at 1:42PM UTC

   100% agree.
   If you hadn’t been honest, it could have blown up in your face later. The conversation about leave would have had to happen sometime and you probably would’ve been asked why you didn’t you disclose when asked. Whether or not you were asked a legal or fair question is debatable.

4. Lisa McCartneyJanuary 20,2024 at 2:34PM UTC

   I don't believe they can ask about pregnancy. They can only speak to it. That being said, any HR person should know that. If offered, I personally would think long and hard about that company.

5. AnonymousJanuary 21,2024 at 1:17PM UTC

   If you disclose it on your own, it can be shared with others in the hiring process. Technically, HR didn’t ask if she was pregnant. They asked about planned vacations and leaves and the applicant chose to disclose. I don’t like that tactic but I also know that most information I’ve gotten from applicants of this nature in similar situations comes from people accidentally disclosing.

6. rgstaffing@bellsouth.netJanuary 21,2024 at 1:51PM UTC

   I think of course you did the right thing. It is illegal to ask about pregnancy or use . that as a consideration in the work place as it is very protected. That being said, I do ask that very question--what vacations do you have planned in the next six months. I ask this before i schedule an interview because if it is upcoming, it is very disruptive in the training. If i send them and they get the job, I will suggest that they start after they return. If they plan to be away a month or longer, I probably won't send them.

7. Jenn MPJanuary 21,2024 at 2:25PM UTC

   I don’t know which state you are in but check the laws. It’s seems like even a recruiter shouldn’t be allowed to ask that

8. rgstaffing@bellsouth.netJanuary 21,2024 at 8:46PM UTC

   Are you talking about pregnancy or vacation??

9. Ericka McKayJanuary 21,2024 at 2:33PM UTC

   I have been in HR for 14 years. Although there is nothing “illegal” about that question it could potentially open up to protected information as it did in your case and should be avoided. Never offer any information as a candidate that could lead to discrimination. People shouldn’t but it happens all the time.

   I do like that the interviewer stated that they were not going to include the information. That’s a good sign but it’s no guarantee that the pregnancy won’t factor in their decision.

   Moving forward answer that question with a Yes. If they ask for additional information do not lie but be vague.

   Good luck in your search.

10. Heather L Mattisson, PMPJanuary 21,2024 at 3:12PM UTC

    I am going to share a controversial perspective. I worked in HR and have friends in the HRBP and Recruiting space, and they said it's now common to not reveal anything about a pregnancy until after you get the job. Basically, intentionally hide that information until after you get hired. That way, you ensure that your pregnancy is not a factor in your getting hired. You take away the power of the hiring manager or the Recruiter to decline your candidacy just because of your pregnancy. Then, once hired, it is illegal for them to fire you just because you were pregnant. That is protected by the law. They could make your life a living hell, but in that case, you're working for a really crappy company anyway and you were going to have a hard time whether you were pregnant or not if those are their values. I am not advocating either way for a particular course of action, but I am sharing another perspective.

11. rgstaffing@bellsouth.netJanuary 21,2024 at 8:45PM UTC

    This is true. However, don't go down the road of "living hell" It sounds bitter and you don't know whether or not that is true.

12. Stephanie F, MSHRMJanuary 21,2024 at 4:45PM UTC

    I’ve been in HR for 16 years and this should not be an application or interview question. This question opens up the door for things to be disclosed, like being pregnant, that are protected and should not be taken into consideration during the selection process.

    A conversation about whether you have any planned vacation might be had, but only if you are notified that you are the selected finalist and they are in the process of pre-employment. Because at that point it’s only about the onboarding needs and preparing for a first day and any trainings and 3-6 month learning curves.

    I work in Higher Ed and certain application questions are only viewable by HR while the hiring manager and hiring team only see limited questions.

13. rgstaffing@bellsouth.netJanuary 21,2024 at 8:43PM UTC

    I don't agree with this. They can ask that question any time. They don't have to be a finalist....This is not about pregnancy.

14. Stephanie F, MSHRMJanuary 22,2024 at 12:26PM UTC

    Agree to disagree. Where I am and as federal contractors, you open yourself up to litigation.

    And I’ve seen all types of investigations for less…

15. maria roseJanuary 21,2024 at 7:22PM UTC

    The way the situation was described it sounded like the interviewer was reading from a list of set questions because the position being hired for needed a commitment for the potential employee to be available for a certain time period. Granted this specific applicant (the OP) knows that they are pregnant and will be taking time off to ( at minimum recuperate from the birth let alone adjusting to childcare duties) . But viewing it with both perceptions, I see an applicant who is seeking/changing jobs and wants at most a temporary job until they give birth and on the other hand, a potential employer looking for an applicant who can guarantee staying at the job for the time period that they need staffing. For all , we know, this job is not a long term permanent job but employment during a certain time frame—think similar to a seasonal job offering or a temp position but for a longer time period than those types of job offerings.

    What is also not mentioned here, is the why this OP is job searching while pregnant, when staying at their present job ( if employed) would be the better option for getting some paid leave and the ability to apply for FLMA. It might be a necessity need to earn money or just wanting a better job opportunity but considering their current situation, they have to consider past the right now situation and look at the long range effect on them now and their future employment with this specific job employment. Granted they answered the question truthfully and got the reaction and interpreted the response as discrimination for asking the question which is telling us that this OP hadn’t researched the position’s requirements enough to know that it wasn’t a temporary position and required that the applicant be able to work in the position for a given time period regardless of their future plans. We don’t know what the job requirements were and only have the OP’s description of what happened during the job interview.

16. rgstaffing@bellsouth.netJanuary 21,2024 at 8:41PM UTC

    And that happens often that we don't get the full story....

17. AnonymousJanuary 21,2024 at 8:54PM UTC

    I hired a young lady who was early on in her pregnancy unbeknownst to me. She assured me she was here for the long run. Her job entailed intensive training by me. She did great work and was well liked by everyone. We even threw an office baby shower.

    She went out on maternity leave for 8 weeks 6 months after her start date. Her job couldn't be done by a temp so I did double duty for 2 months.

    Friday afternoon before her anticipated Monday return, she leaves me a voice-mail she couldn't leave her baby even though she had daycare arranged. She called HR to see if she was due any $$ and she wasnt due any.

    Myself and other coworkers tried to call her over the next month just to see how she and baby were doing. We never heard from her again.

    Her previous job was 30 hours/week with no benefits and I guess she got what she needed from us.?

18. AnonymousJanuary 22,2024 at 1:36PM UTC

    Imagine breaking down such a complex situation to "I guess she got what she needed from us"

    She likely intended to return, all plans are great until baby is here.

    Childcare in this country is so expensive that returning sometimes makes little sense.

19. AnonymousJanuary 22,2024 at 9:06PM UTC

    Yes it is complicated and daycare is expensive. I don't believe some people appreciate how much extra work it is for coworkers or managers who have to pick up the slack. I personally didn't appreciate putting in 60 to 70 hour work weeks during an entire summer only to be ghosted afterwards. She was treated very well during her employment.

20. AnonymousJanuary 22,2024 at 4:31AM UTC

    [Post Owner] Thank you all for your comments. It really gave me a lot to think about.

    I had no idea that people "switched or got jobs to get maternally benefits and then quit"... That crazy and something I never thought of before. But I guess, from an employer perspective, that would be something that comes to mind if you have a history of that happening.

    For some perspective- I am 3.5mons, the job is fulltime, - it's a marketing manager role, Ive Been with my current employer for 8 years. A new job has been needed because I am no long happy with my career. Also, My husband lost his job -he was the bread winner . We always known I could and should be making more money, but I've been loyal to my company - I loved it here. I have been unseriously looking for other employment for a year, but the recent financial situation just pushed me to take it more seriously.. The fact that I am pregnant was a secondary factor in my job hunt because I knew my credentials are solid.. The HR interview just shook me up a little. which prompted this post..

    I have the interview with the department managers Monday - And I cant hide this belly - so wish me (and my baby) luck !

21. maria roseJanuary 22,2024 at 4:32PM UTC

    You should save the job search for the time period after you have given birth and readjusted yourself both physically and mentally to returning to work. Looks at the interviews you just did as a test of the waters outside your current job situation. Not every job will be perfect suitable and will check every box of things you want in a job. You just have to find what fits your needs to succeed and remember that you will drastically change in your approach to life and the job after having your child with different priorities added in. Rationally think about what impact having a child is going to make to your present ability to perform your job. Which is why you can look for future prospects in the job field search but you don’t know YET how you react and perform after adding your child ( which is a permanent addition) to how you will be in all aspects performing your job. You need to include that thought into your job search and needs. You are close to 4 months along and unless you get a job immediately you will not achieve enough time at a new job to get benefits to cover your leave of absence in terms of paid sick leave (for the physical recuperation ) plus child care paid leave and any paid FLMA leave. I am going to assume that you do not fully understand the financial aspect impacting your ability to have a constant income stream and how much you will be affected emotionally but having a child to care for. Unless you’re in a good supporting setup that your income is not contributing to paying any necessity bills ( housing, food,) utilities ) and your personal lifestyle and finances don’t need your earnings, you should consider that quitting your present job may have to wait until after you deal with the birth and re-adjusting your lifestyle. It’s no longer just you but you and your child.

22. AnonymousJanuary 22,2024 at 1:22PM UTC

    What kinda jobs are you applying for? I think sometimes we forget that the “corporate” world is not as excited about pregnancy as we are. So you expect them to invest in you, hire you, train you, only for you to potentially have pregnancy issues be hormonal and missing work for morning sickness? Then your going to use their benefits to have the child and take time off where they are in the same position as now looking for somebody to take your position. Also let’s talk about a lot of pregnant women don’t want to come back after the 12 weeks because you need more time with your new child. Maybe next time tell them you have no upcoming time off. I’m sorry you are job searching while pregnant I wish nothing but the best. Are you skills transferable to something you can do as a freelancer?

23. MelissaJanuary 22,2024 at 4:13PM UTC

    I have a strong feeling this comment is from a man.

24. rgstaffing@bellsouth.netJanuary 22,2024 at 11:05PM UTC

    I agree

25. Christine MercadelJanuary 22,2024 at 4:27PM UTC

    There are very few people who can afford to not come back after maternity leave, and it's pretty sexist and reductionist to assume that all mothers want to stay at home with their children. I also highly doubt OP would be applying for new jobs while pregnant if that was even on the horizon for them...

26. AnonymousJanuary 22,2024 at 3:37PM UTC

    This is the most unnecessary comment in this thread, by far.

27. rgstaffing@bellsouth.netJanuary 22,2024 at 6:37PM UTC

    Talk about a manager or individual you would never want to work for lol.....

28. MelissaJanuary 22,2024 at 4:12PM UTC

    Someone who can o Lu be a grammar nazi has nothing constructive to say.

29. AnonymousJanuary 22,2024 at 4:25PM UTC

    I know not what you want to hear but you know you should have just kept this to yourself unless you were wondering if you’d qualify for maternity benefits - which you might not so be careful. This company may have a 12 month requirement and being there so short you might also not qualify for FMLA. Since you say your husband is out of work I know it sucks but you are better off right now staying put until the baby comes and reassess. Truth is hard but that’s the honest truth. So much can go wrong in pregnancy, it’s better to have a company with 8 years behind you than one where you have no history and would still be in a position of being still so new.

    So many companies can tell you they’re excited about you, excited for family, but when push comes to shove and you end up in the hospital two weeks after starting, they will always do what’s best for them and you’d still be in a probationary period - I just think there’s a lot at play you need to protect yourself as much as possible and your family. Best of luck to you and the baby. This is a hard place.

30. AnonymousJanuary 22,2024 at 4:42PM UTC

    1.) English may not be their native language.

    2.) This is an anonymous social media post, not a work email, resume, or cover sheet.

    3.) You don't need to have perfect grammar to be a great manager.

    4.) Not everyone has the privilege of getting a comprehensive education; it says nothing about their intelligence or competency.

    5.) You understand what they were saying, don't you? Isn't that what actually matters?

31. rgstaffing@bellsouth.netJanuary 22,2024 at 6:36PM UTC

    Firstly, nobody asked you to grade her grammar or spelling. She may have been dictating. They really do not teach it in school anymore but I agree that it may not be her first language.

32. Lisa McCartneyJanuary 22,2024 at 7:12PM UTC

    She may have been on her phone and they are notorious for the keyboards being hard to navigate, even when you are watching yourself typing. Autocorrect can only do so much.

33. Afo Ogbeyalu KaluJanuary 24,2024 at 4:09PM UTC

    The errors appear to be typos, and not grammatical in nature. Let's demonstrate grace, and provide support.