A few days ago, a senior woman executive in a mid-sized private company applied for her legally entitled 26 weeks of maternity leave. She was a dedicated professional, respected for her leadership in critical projects. However, what should have been a time of joy and protection under the law turned into a painful experience.
Instead of support, her leave application was perceived by the employer as a financial burden. Delays, excuses, and resistance followed. Eventually, the company claimed “restructuring” and terminated her employment before she could even return.
For the woman, this was not only a loss of livelihood but also a deep sense of betrayal. The law promised protection, but in reality, she was punished for becoming a mother. Cases like this are not isolated. They expose the gap between law and practice and raise urgent questions:
- Why are employers still hesitant to follow the maternity law in its true spirit?
- Why do many HR professionals in mid-level industries treat maternity as a problem instead of a natural stage in a...
