Our “Your Stories” series are submissions shared with us via email or in one-on-one interviews, for the purposes of our research and campaigns. All names have been changed (unless the use of real names was explicitly permitted by the author), and we have sought permission to publish from the authors/interviewees themselves. The opinions expressed in these posts do not represent those of AWARE.

Y.H.: In June 2018, I presented a doctor’s note stating that I was pregnant to my direct manager. Two days later, my general manager texted me that she needed to see me once I reached work.

When I went to see her, she brought me into the HR room to see the assistant HR manager. Both of them sat me down. There was a doctor’s note in my general manager’s hands, which stated that, as a precaution, it was not advisable for a pregnant woman to stand for extreme long hours or carry heavy items.

My general manager told me that she couldn’t have a visual merchandiser who was not in an ideal physical condition. They presented me a contract to change my position to “admin assistant”, with a more than 35% pay cut, to $2,000/month. This contract would be effective the following Monday. They said this was to cater to my physical condition, and that they would review if I were able to go back to my original post after I delivered.

I had joined this company in 2016 and found out about my first pregnancy in early 2017. During that time, this general manager had not yet joined this company, and I was able to keep my position with the same salary. The nature of my job was not just carrying heavy cartons and climbing ladders, etc. Our day-to-day work involved planning for road shows, carrying out campaigns and liaising with vendors and shop staff. As there was a team of visual merchandisers handling different brands, my reporting manager adjusted my workload during my first pregnancy by getting my colleagues to carry out the heavy-duty work, like carrying heavy cartons and carrying heavy props. I did more paperwork and planning. I still went out to store visits with a big tummy and set up for road shows. I did not receive any extra privileges, except for being exempt from carrying very heavy cartons in the warehouse.

The day I spoke to my managers, I checked with a Ministry of Manpower officer to get advice on what the company was doing to me. She mentioned that they could not force me to sign that contract to change my work designation with the pay cut.

However, when I went back to reject the contract, HR said that, regardless, the company could carry out the contract and adjust my position and pay the following Monday.

I felt that if I continued to stay, it would be such a blow to my integrity. I would not be able to handle being there, mentally and emotionally. I decided to quit on that day itself and I wanted a waiver on my notice. This was quickly agreed upon by the CEO when the HR brought this up to him. I left the company that day.

I asked HR for some form of compensation, as it was very obvious that the manager and company had been looking for a way to get rid of me, as they knew they couldn’t fire a pregnant woman. HR’s response was that the company would not give me any compensation, as they were not forcing me to leave, but rather changing my designation to cater to my physical condition.

I wasn’t pushed over the edge by this one incident. Years of discrimination had built up to that one moment. In fact, it was not the first time that the company had tried to make me leave. During my first pregnancy, I did not get much help and support, and was ask to take two months unpaid leave. On my first day back from maternity leave, I was asked to leave because I wasn’t suitable to carry out my job anymore as a mother. I told my immediate boss that, regardless of my new responsibility, I still loved the work I was doing and would continue doing it even if it was not for this company. As they were short of manpower, they decided not to let me go, but to put me on another three months of probation. I had still not been “confirmed” by June, when I left.

I know in my heart that I did my job the best I could. I was even given a promotion in May 2018. Yet when they found out I was pregnant in June, they started in with all these excuses about my bad performance and how I couldn’t cope with the physical work. I couldn’t tolerate this unfairness. I have submitted an appeal with MOM and am waiting for an investigation.

I’m sharing this story because I feel that people out there need to know that unfair treatment and prejudice happens to pregnant women and mothers in Singapore. Just because we need to take leave for medical care, maternity leave or leave for our children does not mean we are unable to do our work responsibly. I hope that after my story, other mothers and mothers-to-be know that they are not alone.

If you are facing discrimination at your workplace, you can call AWARE’s Workplace Harassment and Discrimination Advisory (6777 0318, Mon-Fri, 10am – 6pm). An advisor will listen to your experience and suggest some options based on your situation.