RECENT articles in the press and letters from readers have highlighted the issue of pregnant workers being laid off or being underpaid or denied maternity benefits.

It is unfair for an employer to terminate a pregnant worker's services without awarding her equitable compensation.

However, prospective job applicants need to understand an employers' concerns with staff members getting pregnant within their first year on the job.

A new employee would take about three to six months, depending on the complexity of her job, to understand and perform her duties effectively.

During this probationary period, the worker is paid a full wage that does not commensurate with her contribution to the company.

If she were to get pregnant after this period and is a confirmed member of staff, she would be eligible for maternity benefits and leave.

Hiring a temporary staff member to assume the employee's duties would be an additional cost to the employer, which some small companies can ill afford.

Redistributing the employee's duties among other staff may cause resentment and unhappiness. Some might even resign because of the additional workload.

In fairness, an employee should start a family only after having worked with the company for over a year, so as to 'earn' the benefits.

It is easy to sympathise with employees, but who is left to sympathise with employers'

Mr Chin Kee Thou

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