A disturbing account has emerged from Singapore, where a local employee has alleged that his employer pressured him with unattainable performance goals after sharing the news of his wife's pregnancy. This revelation, shared on the NUSWhispers Facebook page, sheds light on the rising concerns surrounding workplace discrimination related to parental leave.

The worker, who has dedicated four years to his role and consistently excelled as a top performer, communicated his wife's pregnancy to his superiors earlier this year. Shortly after, he claims to have faced unexpected scrutiny regarding his performance—a scenario that seemed to coincide suspiciously with his announcement.

Despite a track record of excellence, the employee was abruptly informed that he was underperforming and was threatened with a Performance Improvement Plan (PIP), a tactic he believes was strategically aimed at circumventing the company’s substantial paternal benefits for new fathers. "The company grants extensive paternity benefits, extending up to two additional months beyond governmental provisions," he explained, revealing the potential financial stakes involved.

The PIP that was instituted in May featured goals that the worker describes as "unrealistic and unattainable," leading him to feel set up for failure. He articulated, "I pointed out that the expectations set forth in the PIP cannot be realistically achieved in the given timeframe." Adding to the distress, he reported experiencing personal attacks from his boss, who alleged that he had character flaws needing rectification.

His situation deteriorated further as his boss began to scrutinize his work harshly, often referencing minor errors from up to a year prior and showcasing a detrimental attitude during one-on-one meetings. Alarmingly, HR appeared aligned with these actions, failing to intervene or support the worker during this increasingly hostile ordeal.

In July, the employee’s wife gave birth prematurely. Despite his need for family support during this stressful time, he was instructed to return to the PIP process immediately after his government-mandated two-week paternity leave. Feeling overwhelmed, he opted to take additional paternity leave, which was approved by HR. However, upon his return in October, he found his work environment unchanged, with his boss’s antagonism palpable and exacerbated.

"This toxic atmosphere is severely impacting my mental and emotional health. I fear losing my job at the end of this month," he lamented, expressing his frustration with a situation that many users on social media labeled as workplace bullying—a manipulation of performance metrics to push an employee out due to personal circumstances.

Supportive comments from social media followers ranged from suggestions to document every interaction with HR and management to reports of similar experiences, particularly among mothers facing discrimination upon return from maternity leave.

In Singapore, workplace discrimination, particularly around maternity and paternity issues, is a pressing concern. The Association of Women for Action and Research (AWARE) reported that a staggering percentage of their workplace discrimination cases involve issues related to maternity. Their 2023 report indicates that they have handled over 200 cases exclusively related to maternity discrimination since their advisory began in 2019.

Furthermore, a previous survey conducted by Indeed revealed that nearly one-third of working parents experienced workplace mistreatment linked to their parenting status, underscoring the systemic issues present in many work environments.

If you or someone you know is facing similar discrimination, support resources are available through organizations like AWARE, which can be reached at 6777 0318.

The story, while distressing, is emblematic of a broader trend in workplaces across the globe, revealing an urgent need for greater protections for employees balancing professional dedication with family obligations.