Potential pregnancy discrimination in recruitment can occur when a woman is not given an opportunity to apply for a position, or is not offered a position because she may become pregnant in the future. Recruitment processes should ensure all potential applicants understand the specific requirements of the job. Applicants should be selected on merit-based attributes such as skills, experience, qualifications and aptitude. If an applicant is less qualified or is unable to perform the pre-determined requirements of the position, it is not discriminatory to refuse her the position. In only very limited cases will pregnancy have any effect on an applicant's capacity to carry out the requirements of the position.
Pregnancy is a normal, healthy physical condition.
Employers must not discriminate against existing employees when filling internal positions. Pregnant and potentially pregnant employees must not be discriminated against when decisions about promotions, transfers and existing or new positions with the same employer are being made. When it is not discriminatory to refuse employment In very limited situations it may not be discriminatory to refuse to employ, promote or transfer an applicant who is pregnant. All reasonable options for accommodating the applicant should first be considered. Click here to get more information on when it is not discriminatory to refuse employment.