ISLAMABAD: The Federal Ombudsperson for Protection Against Harassment (FOSPAH) on Tuesday provided relief to a woman by holding a private organisation liable for harassment after it terminated her services during her maternity leave.

The ombudsperson imposed a fine of Rs500,000 besides directing her reinstatement.

According to the complaint filed before the ombudsperson, the complainant had joined the organisation as an HR executive in November 2024 and was granted six months paid maternity leave from November 13, 2025, to May 13, 2026, with the approval of management. During her leave, however, the management repeatedly pressured her to resume duties before the expiry of her approved leave period. She explained that due to recovery from a C-section, the young age of her child, and the absence of adequate childcare arrangements, she was unable to return early.

A statement issued by the FOSPAH said that before the expiry of her sanctioned leave, the individual was informed via WhatsApp that the management had decided she should resign and that her notice period had already commenced. She was subsequently given the option to either resign or face termination. Despite being on approved maternity leave, and without any disciplinary proceedings, warning, or show-cause notice, her official email account and access to workplace systems were revoked, the FOSPAH statement said.

During the inquiry, it was found that the decision to discontinue her employment was taken while she was lawfully availing approved maternity leave, that she was pressured to resign before its expiry, and that her workplace access had been withdrawn during that period. The forum held that discrimination on the basis of pregnancy and maternity fell within the category of gender-based discrimination and constituted harassment under Section 2(h) of the Protection Against Harassment of Women at the Workplace Act, 2010.

Directions issued by the federal ombudsperson included payment of Rs500, 000 to the complainant as compensation for the loss, humiliation, and hardship suffered. It included a declaration that her termination during approved maternity leave was illegal, with a direction to reinstate her to her former position on the same terms and conditions that existed prior to her maternity leave.

Should the complainant choose to resign instead, the organisation must issue a proper service/experience certificate accurately reflecting her employment, free of any adverse or stigmatic remarks, the decision said.

Published in Dawn, August 5th, 2026