Read time 6 minutes. Email Post Tweet Post. Maternity leave: your boss can give you information on how that will work Gov. Paid time off for your antenatal care, including appointments and classes recommended by a doctor or midwife. Support if your pregnancy is difficult or you have sickness.
Your employer can help manage your workload Gov. They must also keep health and safety risks under review throughout your pregnancy HSE, Who should I tell first about my pregnancy at work? What if my employer reacts badly to my pregnancy?
Is there anything else I should keep in mind when speaking to my employer about being pregnant? Some stuff to think about is: Your career goals and aspirations. Your legal rights. Your options for flexible working. Dates for practical arrangements, e. Further information Our support line offers practical and emotional support with feeding your baby and general enquiries for parents, members and volunteers: If you feel that your organisation is treating you badly because you have informed them that you are pregnant, then free legal advice and support is available from the following organisations: Equality and Human Rights Commission Toolkit for Employers.
Information on maternity rights Working Families helpline: or email: advice workingfamilies. Show references. Information you can trust from NCT When it comes to content, our aim is simple: every parent should have access to information they can trust. Then figure out how much time you think you'll want to take and make a plan, including some ideas for how your work can be handled while you're away.
Start by researching how much paid leave you have available. This is governed by state and federal family leave and disability laws, which differ somewhat depending on where you live.
Check the law that applies to your situation. Among other things, it should include specifics on how long you have to work at your company to be eligible for maternity leave and how much notice you need to give when you want your leave to start. If you're considering unpaid leave, think about how long you can reasonably afford to go without a paycheck. If you know that you won't be coming back, the ethical thing to do is to let your employer know, even though it may mean forfeiting your benefits.
If you don't tell your boss that you aren't planning to return, it's possible your employer could require you to pay back the money spent to maintain your health insurance while you were on leave. Unless you aren't returning to work because of a serious medical condition or another circumstance beyond your control, like a spouse's job transfer.
That said, if there's any chance you'll return to work, it's smart to leave this option open. It can be hard to predict how you'll feel once you have a baby and what your needs as a family will be in terms of time and income.
You have until the end of your leave to decide whether you'll come back full-time, part-time, or not at all, though it will be easier for everyone if you give as much notice as you can. The unfortunate truth is that your pregnancy can affect how you're treated at work. Your boss and co-workers may worry that you won't be coming back, that your work will suffer, or that your responsibilities will be dumped on them. If you receive negative feedback, respond professionally, positively, and firmly.
Assure your employer that you'll do whatever it takes to ensure a smooth transition for all involved. If you're demoted, laid off, or even fired after announcing your pregnancy, look into your rights under the Pregnancy Discrimination Act , which prohibits job bias or discrimination against pregnant women. Consult your human resources or union representative about your situation if it seems appropriate. If you've been let go unjustly, consider hiring a lawyer.
During an interview for a new job, it's discriminatory — and therefore illegal — for employers to ask you whether you're pregnant. But if your condition is obvious when you go for your interview, it's a good idea to bring up the topic after focusing on your skills, experience, and enthusiasm for the position. Once the interviewer is interested in your qualifications, incorporate your post-baby plans into the conversation without making them the primary focus of the interview.
State your plans in a professional manner and be prepared to answer questions about the logistics of your maternity leave, your intention to return to work, and your ability to manage your job when you have a newborn. Try to inspire confidence without promising too much. If you aren't showing yet, you'll have to decide whether you want to say anything. It might not feel right to tell a relative stranger your good news, especially if you haven't yet told your friends or family.
And if this is your first pregnancy, you honestly might not know how you'll feel after your child's birth. Will you want to return to work immediately? After three months? A year? You may need more time to consider your options and determine your post-baby plans before making any promises to a new employer. On the other hand, consider how a new employer would feel when you reveal your pregnancy just a few months after starting a new position.
Accepting a job without telling your employer you're pregnant could permanently affect your relationship. On a Monday? Can I just NOT and let them figure it out? That is the answer. But the sooner you get it out, the sooner you can start pulling the pregnant card. I would suggest you wait until you get out of the dreaded first trimester, but it really is not too important to wait if you are willing to deal with the feared possibilities. I found little to no help in determining when to out myself, and ended up keeping it a secret until I was 17 weeks along!!!
This worked out well, although my entire team already suspected it with much certainty. This is definitely appreciated, even if they make you feel inconsiderate for populating the planet could just be the hormones talking. Here is an example and probably very similar to my approach :. Preggo: Great! Thank you. That might be a bit extensive, and a little too script-y.
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