A checklist for good employers

Act smartly during recruitment situations

  1. Focus on the applicant's qualifications. The family situation, parenthood or pregnancy of an applicant are not relevant details during recruitment. You are looking for the most qualified and suitable applicant for the job. Does the applicant possess the skills that are needed for the work? Treat all applicants equally and fairly.
  2. Do not ask unlawful questions. Make sure that you are familiar with the lawful principles and good practices for employment. Unlawful questions include questions that focus on e.g. an applicant’s family situation or family plans. A smart employer will not ask about these issues even in the most circumspect manner and will avoid making any assumptions.
  3. Remember that pregnancy is not grounds for a fixed-term employment relationship or shortening its length. 

Act smartly during the employment relationship

  1. If you become aware of an employee's pregnancy, remember to congratulate them! The employee must inform their employer of their pregnancy 2 months before the intended start date of their maternity leave.
  2. Remember to take the pregnant employee's health and safety into consideration. The necessary occupational health and safety measures will be assessed after the employee has been selected.
  3. An employee’s pregnancy cannot affect their status. Think about how you would treat the pregnant person if they were not pregnant. Act accordingly.
  4. Remember to encourage pregnant employees on their career path! Pregnancy does not stop anyone's career development, training or progress.
  5. Pregnancy or family leave is not grounds for ending the employment relationship. This also applies to trial periods.
  6. Remember that parenthood-related leaves are fairly short in length. If you have found a good employee, hang on to them!

Act smartly when your employee returns from their family leave

  1. Agree with the pregnant employee how you will stay in touch during their family leave. Prepare well in advance for the return of the employee who is coming back from their family leave.  
  2. Remember that the employee who is returning from family leave has the primary right to return to their previous work duties. If this is not possible, they have the right to similar sorts of tasks. A substitute cannot replace an employee who is returning from family leave.