Few feel that discrimination based on pregnancy or family leave is addressed appropriately – This is how employers should act

Topics

• Labour law
• Legal assistance

• Almost 70% of respondents to the YTK Worklife survey had experienced discrimination in working life on the basis of family leave or pregnancy.
• Only 2% of those who reported discrimination felt that the situation had been addressed.
• YTK Worklife members who experience or observe discrimination can always seek advice from the Lakikaveri service.
• When suspected discrimination is reported, the matter must be investigated and any discriminatory practices corrected. In certain situations, the employee may be entitled to compensation.

Of the YTK Worklife members who responded to survey*, 69% had experienced discrimination in working life on the basis of family leave or pregnancy. Of these, 58% had reported the discrimination – but only 2% of those who reported it felt that the situation had been dealt with appropriately.
 
YTK Worklife Labor Law Attorney Taija Numminen explains the most common forms of discrimination, how to act if you encounter or observe discrimination based on family leave or pregnancy, and what steps should be taken.

What is dis­crimi­nation based on family leave or pregnancy?

Discrimination prohibited by the Equality Act includes any action that places a person in a different position on the basis of pregnancy, childbirth, parenthood, or family leave. The most typical forms of discrimination are related to recruitment, the extension of fixed-term employment contracts, and returning to work after family leave.
 
Based on contacts received by the YTK Worklife Legal Advice service, typical situations include:

• A job applicant is not offered a job because they are pregnant or planning to take family leave.
• A fixed-term employee’s contract is not renewed because the employee is taking family leave or is pregnant.
• Family plans are asked about during job interviews.
• Pregnant employees or employees on family leave are not offered the same training or career opportunities.
• An employee is denied an agreed pay rise because they are taking family leave.
• Employees returning from family leave are not reinstated to their previous duties or their responsibilities are reduced.
• An employee is dismissed or laid off shortly after announcing their pregnancy or family leave.

What should an employee do if they become pregnant or are planning to take family leave?

Employees are not required to disclose their pregnancy or family leave plans when applying for a job. The employer must be notified of pregnancy, parental, and childcare leave no later than two months before the intended start date of the leave. If the leave is for 12 working days or less, the notification period is one month.
 
Pregnancy or taking family leave must not have a negative impact on, for example, the distribution of tasks, the provision of training, or remuneration.

What should you do if you observe or experience dis­crimi­nation?

What should you do if you notice or experience discrimination? Always report the matter to your supervisor, management, or occupational safety and health representative. All YTK Worklife members can also call the Lakikaveri service for advice. The Ombuds for Equality’s helpline is also open to everyone and free of charge.

What should happen after reporting?

Once the matter has been reported, the supervisor and management should take it seriously. Inappropriate treatment and discrimination should be stopped immediately and any discriminatory measures corrected. Under the Equality Act, employees can also demand compensation if they have been discriminated against on grounds such as pregnancy or family leave.
 
If no action is taken despite the report, it is advisable to contact the Lakikaveri service or the Ombudsman for Equality’s helpline.
 
It is important to remember that discrimination does not have to be intentional to be discrimination. Often, employers or supervisors are unaware that they are acting wrongly – but regardless, discriminatory behavior is against the law and must be corrected.

 
Members’ experiences and comments on discrimination based on family leave or pregnancy:

“The recruiter said outright that they wouldn’t hire me because of my family leave, even though I was otherwise suitable for the job.”
 
“I was in a fixed-term employment relationship. At the time, there was talk that they would need someone for the following year as well. When I told them I was pregnant, there wasn’t even any work available for the whole fall.“

”My salary development lags behind that of my colleagues who have been working the whole time. I didn’t get a bonus last time because I was on family leave for part of the year.”

“When I returned from family leave, all my benefits and position had been taken away.”

“My salary review has been postponed three times. First, they said they would review it when I returned from family leave, and when I returned, they said they would look at it next time.”

What YTK Worklife members would like to see changed:

“A more liberal attitude towards family life and different family situations. People reproduce, it’s the cycle of life. It doesn’t make them any worse employees.”
 
“Employers should be more aware of how family leave/pregnancy should not affect decisions. It feels like there is still a lot of ignorance about this issue.”
 
“Create a more accepting atmosphere for having children and the consequences that come with it. In addition, fathers should also be encouraged to take time off so that all the responsibility and career loss does not continue to fall on women.“
 
”The costs of family leave should be equalized so that it is truly more equitable for employers as well. Of course, the distribution of family leave also has an impact.”

* The YTK Worklife Survey was conducted between 17.3.-23.3.2025, and a total of 104 YTK Worklife members responded. Of the respondents, 79% were women and 21% were men.