Pregnancy to Parenting in the Workplace: Navigating Parental Leave (part 1 of 2)
Pregnant woman sitting at the desk and working on the laptop.
From pregnancy announcements and setting boundaries to getting to know HR and tapping into workplace resources, here are some suggestions to support a smooth transition every step of the way.
The moment someone finds out that they are pregnant, their whole life changes - and as with most changes, there come feelings of fear, excitement, and a combination of complex emotions. Despite how one feels during this time, understand that emotions connected to the newfound baby’s health and development in the womb can be overwhelming and the less stress experienced; the better.
As one starts this new chapter of their life, it is important to be prepared. What does this mean for those who are actively working? Since the increase in gender diversity within workplaces across the globe, there’s been an increasing need for support, guidance, and protection for workers who are pregnant and transitioning into parenthood. However, every pregnancy, every company culture, and every manager is different; there is no one-size-fits-all method of delivering the news. Here are some considerations, ideas, and conversation starters to easily transition from pregnancy into parenting at a company.
Breaking pregnancy news to a coworkers and managers
“Every pregnancy, every company culture, and every manager is different; there is no one-size-fits-all method of delivering the news.”
Every worker-to-manager relationship is unique, and whether good, bad, or something less defined, dreading the pregnancy conversation is common. Know that all companies handle parental leave differently - before chatting with a manager, be sure to take some time to research and understand the company’s policies by contacting HR ahead of time. In some cases, a manager may not know the policies, themselves, or where to get information (yes, it is their job, but unfortunately not all companies have this communicated clearly). So, think of giving HR a heads up as a means for setting up the conversation for success.
In terms of breaking the news to coworkers (and friends), understand that some may not share the same excitement that was anticipated. However, there could be many reasons for this (so do not be discouraged). For example:
They recognize that their relationship with the pregnant or soon-to-be parent employee will change and that they won’t be by their side for a number of months.
They may be concerned about who will take over the work/projects while the pregnant or soon-to-be parent employee is out and if the burden of those responsibilities will fall onto them.
They, themselves, could be trying to conceive and are struggling or are experiencing other private familial matters.
Communicating with workplace boundaries in mind
Communication will be key in smoothly transitioning to pregnancy, and further to parenthood within the workplace. Between organizing and planning a seamless transition, and maintaining workplace boundaries while practicing privacy - achieving a balance can feel overwhelming. To start, here are a couple suggestions on what one should and should not do when communicating with their team and manager.
Do:
Feel free to ask colleagues not to share the news of pregnancy without consent until you are ready.
The earlier one communicates with their manager and lets their team know, the better. Let the manager and team know the expected due date and how HR will help organize transition details as the date approaches.
Ask for any accommodations needed (less travel, needing more bathroom breaks, flexibility with doctors’ appointments, etc).
Do not:
Do not apologize or allow anyone to make you feel guilty for taking parental leave.
Do not feel the need to go above and beyond to prove yourself.
The benefits of getting to know your HR department
As one learns more about their pregnancy and how the experience will interact with their job, make sure to follow up with the company’s HR department if there is a lack of information regarding benefits, resources, or parental leave policies. Some managers might try to limit parent or pregnant workers’ career growth by pulling them off projects early, removing them from projects entirely, and overlooking them for promotions, transitions, or other opportunities. If you experience any of these, make sure to contact the HR department and let them know about the mentioned or relevant concerns. They will be able to find out what is going on and address it.
Questions to ask your manager:
How will the company be filling the void while you are out?
Will they be hiring a contractor?
Companies like The Second Shift and The Mom Project provide maternity backfills to other moms looking for short-term projects.
Will you be distributing your work amongst the existing team?
Will your team be pausing projects while you are gone?
Filing for maternity/parental leave and understanding state disability; other disabilities:
Set up time with your HR to walk you through the process.
Create a chart that tracks a potential maternity plan (e.g. when you use state vs federal disability, potential return to work dates, etc.). Also, understand how much you will be getting paid by your company or the state every week to ensure it comes through. It is not uncommon for these to slip through the cracks.
Creating transition plans for your workload for your teammates: Paint a picture of what you are working on, where things are left off, and who may be able to take it over/transition, etc.
The power of company parent employee resource groups (ERGs)
Pregnancy and parenthood are innately very individualistic experiences - everyone’s daily life experiences are specific to their identity, and situation, and are deeply personal. This doesn’t mean that it is impossible to find support through community during the progression into parenthood - even in the workplace. Consider asking other parents and people who have experienced pregnancy at your workplace about their experiences. Many companies have parent or caregiver employee resource groups that consist of other working parents that have gone through the same transition in the company. They may be able to offer a different mode of support and additional resources that HR can’t. They are often familiar with the process and can provide guidance through their own personal experiences on how to best navigate pregnancy at the company with an understanding of employee workplace boundaries and rights.
If your organization does not have a parent ERG, consider bringing this to the attention of the HR department. The inquiry about the ERG could potentially start the conversation and encourage the company leadership to take action. If they are unsure where to start, suggest reaching out to a consultant for help with creating these programs and resources so that parents are set up to thrive.
Resources
Don’t miss a step while navigating pregnancy in the workplace. Download our brief checklist to help you prepare!
We respect your privacy and won’t spam you or share your email.This blog was written by The Rise Journey’s Working Parents Speaker Brooke Shapiro. Learn more about Brooke’s experiences launching parenting communities within her own workplaces and explore her parenting-focused Lunch & Learn sessions here. To bring one of these educational experiences to your workplace, or to discuss your organization’s needs with a Rise team member, reach out.
Check out Pregnancy to Parenting in the Workplace: Transitioning back to work successfully (part 2 of 2).