Union Member Managed to Secure Full Payment for 16 Weeks of Maternity Benefits

When Ms. Jane Tan (name changed for privacy), a union member, joined an SME in January 2023 as a Senior Business Development Manager, she was determined to excel in her new role. However, on February 29, 2024, her employer informed her that her employment would be terminated, with her last working day set for April 28, 2024, following a two-month notice period.

Shortly after this discussion, Jane discovered she was pregnant and immediately informed her employer on 4 March 2024. But instead of understanding and support, she was told that her termination would take effect immediately. Ms Jane was shocked and confused, not knowing what to do. She believed she could work and serve her full notice period till 28 April 2024 and not to be terminated immediately.

Unsure of her rights, Jane turned to her union for help. The case was taken up by U PME Consultant, Ms Julia Tay, who promptly initiated a mediation meeting. During the mediation, the employer pointed out that her pregnancy had been disclosed only after the termination notice was issued. This, in the company’s view, meant they were not obligated to pay Jane her maternity benefits, but through the U PME’s mediation and negotiation efforts, the company agreed and offered to provide Jane her full maternity benefits amounting to more than $20,000.

Through the union’s intervention, Jane received her full maternity benefits. This case highlights the critical role unions play in ensuring fairness and advocating for members’ rights, even in complex situations. Thanks to their support, Jane not only secured financial compensation but also felt reassured knowing she had an advocate by her side during a difficult time.