From excitement to anxiety, a positive pregnancy test can bring a wave of emotions. Welcoming a child is a major life transition that affects both your daily routine and professional life.
Announcing your pregnancy at work can seem challenging, but it doesn’t have to be. Consider the tips below to help you convey the news and ensure you are fully equipped when it comes time to inform your employer.
Find the right moment
The first step is to find the appropriate time to inform your employer. While the decision is yours, several factors may influence your timing.
Personal choice. Some women choose not to tell anyone until after 12 weeks when the chance of a miscarriage decreases. Others want to share early on due to physical challenges or for the sake of workplace support if a miscarriage were to happen. Ultimately, when you tell your employer is up to you.
Time to adjust. Ensure you give your boss and Human Resources (HR) department enough time (at least 30 days, but preferably as long as possible) to handle all the necessary paperwork and shift workloads to adjust for your absence.
Physical impacts. Factors such as how much your pregnancy is showing, how you're feeling, and whether you can still perform your job will influence when you choose to inform your employer. If you work remotely and feel well, you may be able to keep your pregnancy private longer than someone in a physically demanding job that involves tasks that could be unsafe for you and your baby.
Work culture. If your workplace is family-friendly, sharing your pregnancy earlier might be easier.
Schedule a private meeting
While having a child can be exciting, discussing your pregnancy can be a touchy topic at work. The best approach is to schedule a private meeting with your direct supervisor to share your pregnancy news, discuss your needs, and explore ways to ensure a smooth transition during your leave. You might suggest coverage options to help ease the process. From there, you and your supervisor can coordinate with the HR department to develop a plan.
Another consideration is whether you want to share your exact due date. Some women feel this puts unnecessary pressure on them. It is perfectly acceptable to give a range such as “end of May” or “beginning of December.”
Think about return-to-work needs
Returning to work after your baby is born may seem a long time away, but it’s important to begin thinking about how you will handle your return to the job as soon as possible. If this is your first time navigating maternity leave, you may not yet know what support you'll need when you return. Staying in touch with HR throughout the process can help ensure a smooth transition for everyone.
Some accommodations you may want to consider broaching with HR include:
Working part-time to ease the transition
Shifting responsibilities to help with postpartum
Remote work to help with healing and child care
Understand your leave options
Every workplace has different policies, so be sure to review your benefits guide for details on medical coverage, maternity leave options, and other important information. Most companies provide this guide at the start of the year, but if you’re unsure where to find it, reach out to your HR department for assistance.
If your company doesn’t offer adequate maternity leave for you, consider taking advantage of the Family and Medical Leave Act (FMLA), which provides certain employees up to 12 weeks of unpaid, job-protected leave per year. While FMLA is nationwide, some states have additional protections for new parents. Check your state’s website for more information.
Reporting discrimination
Discrimination against women for their pregnancy is against the law. If you experience it, you can write a complaint to your HR department detailing precisely what happened, with whom and where. Be sure to have the complaint in writing so you can refer to it later if need be. Your HR department should handle the complaint process from there, but if they don’t, you can file a discrimination charge with the U.S. Equal Employment Opportunity Commission.
Balancing pregnancy and work can be challenging, but you can navigate this transition with careful planning and open communication. By understanding your options and rights, you’ll be equipped to manage both your career and growing family.
Find more information about Family and Medical Leave Act (FMLA).