From the author: Today I want to talk about an important and “catching” topic for me - the topic of relations between women of fertile age and their employer. At one of the women’s forums, I once again came across a paradoxical idea for me: that a woman, planning children, or being pregnant, must notify the employer about this, that by getting a job “in a position”, a woman behaves “dishonestly” towards the employer. Questions of this kind very often come up in individual consultations. Women are seriously torn between plans to have children and a change of job or career advancement. Of course, I can understand the position of employers who do not want to hire “pregnant women” or women who theoretically have the opportunity to go on maternity leave. This is really inconvenient - you can’t fire a pregnant woman, you can’t reduce your position, it’s hard to find another employee on maternity pay... Someone else might say that “you’ve just taught her how to work properly, and she’s on maternity leave. Why take these?” It’s common to hear this from employers on the sidelines. However, few employers would dare to say this openly. We remember that discrimination is prohibited by both the Constitution and the Labor Code. But when women themselves say that you cannot expose your employer to inconvenience with your pregnancy, I am at a loss. What is this generation of overly nice and comfortable girls? Remnants of faith in the “good king” (or in the good boss)? The desire to resolve all issues “in personal relationships”? The question of whether it is fair for the employer to get a job if I am planning to have children is a common one. Just imagine, “planning”! That is, she’s not even pregnant yet, but simply thought that while she was married, she should stop using protection. We’re not talking about cynical deception, theft, or anything like that. We are talking about using your rights in a state that claims to be considered a legal one. I will write a few obvious things just to remember that this is the case: Any company is able to take care of itself. As a rule, the system has no regard for you personally businessThe basis of a successful business is obtaining the highest possible profits at minimal costs, and in the long term. If you, as an employee, reduce the efficiency of the business, no “personal” merits or super-loyalty will help you stay in this job for a long time. Relations with the employer are, first of all, business relations. No employer will return your time and lost opportunities. Our labor relations are regulated labor code, it takes into account the interests of both the employee and the employer. You should not take on additional obligations to the employer beyond what is required. In some cases, a good employee in 6 months can bring more benefits to the company than a bad employee over many years. Maybe you are just a good employee? Not a single hired manager can guarantee you the fulfillment of any obligations beyond what is indicated in the labor code and your employment contract, since he himself has no guarantees that he will continue to remain yours leader. Any boss can quit or be fired within 2 weeks, or even faster. The employer does not pay for your maternity leave from his own funds, he simply transfers you the social security money that has already been paid from your salary. Any risks associated with pregnancy and the temporary absence of an employee are already included in the budget. By being “honest”, “convenient”, you do not become more valuable. Your contribution to the business will still be assessed. And no one will ever remember what exactly you sacrificed in the name of the company. Therefore, avoid unnecessary sacrifices. Maintain your personal and professional interests. If you can have a new experience, don't give it up because of your family plans. If you are offered a promotion, this reflects your merits, but not your “non-pregnancy”. Perhaps it turned out too».