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LNo I suggested prioritising her and the baby’s health over everything else. And if that means full bed rest then so be it. Pls read.LAlso in some companies employees rejoin automatically once lwp ends but you should read the policies and fine print carefully if you suspect their intentions. In my previous organisation, you rejoined automatically but were on bench and needed to be billable within a time frame. Otherwise the company could fire you. So yes they could be trying to fire / get your wife to leave to avoid paying maternity benefits. Legally they can’t discriminate against pregnant employees but there are murky areas and your situation makes it even more complex given that your wife is only 2 months now and you guys are demanding full wfh.LYour wife’s due date is SEVEN months away. Why does she want to wfh starting now? Are there any medical complications? In most organisations, wfh is a privilege not an entitlement so the company is within its rights to refuse that if they think productivity will be hit. On the other hand, your wife needs to prioritise her and the baby’s health so if she really needs full rest, go on lwp or resign. Employers need to provide reasonable accommodation, not obligated to make exceptions (good ones will try their best but how many companies do that?)
So unless the company has a wfh policy that says they are obligated to allow wfh for entire pregnancy term, there’s nothing you can do.
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