Recent Employment Claims Tribunal rulings and MOM data—showing 387 pregnancy-related wrongful dismissal claims handled by TADM between 2019 and 2025—have put a much-needed spotlight on the realities working women face in Singapore.
Pregnancy and maternity leave are inherently vulnerable periods for any employee. Being informed of a termination or team realignment while managing medical complications or preparing for maternity leave introduces significant financial anxiety and disrupts what should be a smooth, supported transition.
At the same time, HR professionals and people leaders often find themselves caught in a complex balancing act within our fast-paced local work culture:
Protecting the Rights and Security of Expectant Mothers
Singapore’s employment laws and tripartite guidelines are clear: pregnancy, hospitalisation leave, and statutory maternity leave are fundamental rights. When a career record of solid performance is suddenly met with pressure to resign or step aside, it highlights a gap in how empathy and fair practice are applied on the ground.
The Pitfalls of Informal, High-Pressure Communications
Many disputes don't begin with official notices, but through informal phone calls or messages sent while an employee is away on medical leave. When restructuring goals are communicated during sensitive health moments, it can easily lead to a breakdown in trust or claims of constructive dismissal.
Aligning Business Agility with Fair Treatment
Companies naturally need to adapt, and new managers often come in with fresh priorities. However, organizational restructuring can never serve as a justification to bypass statutory protections. HR’s role is to ensure line managers understand that business continuity and supporting working parents must go hand in hand.
As Singapore looks toward the Workplace Fairness Act, safeguarding the dignity and job security of pregnant workers remains a shared responsibility for all of us in the corporate ecosystem.
How can organizations better support expectant mothers while helping line managers navigate team changes fairly? Let's share perspectives in the comments below. 👇
