Applicant Tree

Getting back to work after an extended period of time off is hard, but doing so with the addition of a new baby is even more difficult. Knowing how to handle maternity leave and exactly when to return to a regular work schedule is very personal. There are many issues for an expectant mother to consider before, during and after pregnancy.

It is important to first check with your human resources department so you are familiar with the policies and procedures the company has in place regarding maternity leave. You want to do this as soon as possible, usually right after the first trimester when pregnancies are far enough along, so a tentative schedule can be put in place. Federal guidelines require employees to notify their employers of maternity leave at least 30 days in advance. It is a good idea to send a memo both your boss and the HR department with a rough idea of the time off you are planning to take.

After you know what your company offers you in terms of time off, refer to the Family and Medical Leave Act (FMLA) to ensure you are receiving all the benefits allowed to you according to this act, which was passed in 1993 to outline the rights of expecting and new parents. The act secures up to 12 weeks of job protection coverage. Many employers offer up to six weeks of full paid leave, although the act does not require them to do so. Remember that this law is only applicable to companies with more than 50 employees, but this it also applies to both mothers and fathers. Maternity leave guidelines vary from state-to-state, so it would be beneficial to check state provisions regarding allowable time off as well.

When arranging exactly how much time you would like to take off, assuming your pregnancy goes according to plan, access your situation. Aside from the emotional impact of having a new baby, consider your situation financially. How much time can you afford to take off? Many people use a combination of sick leave, vacation days, personal time, unpaid family leave (maternity leave) time and short term disability (covers a portion of your salary, anywhere from 50-100%, for a set number of weeks. This provision is not available to all employees and varies by state and employer). Doing so can alleviate the financial strain of spending quality time with a new baby.

According to 2003 census data, 80 percent of pregnant women stay on the job until one month or less before giving birth. In 1965, this number was only 35 percent. Many women claim it is better for them to continue working late into their pregnancy because it gives them something to do and keeps them from unconstructively tweaking preparations for the baby etc.

One thing you should do, however, before having the baby is finalize all the arrangements needed before you return to work. Make sure you have child care lined up early. You are going to want to be comfortable with who you leave your new baby with, so set aside ample time to carefully screen and get acquainted with the new caretaker.