Breaking the News of Pregnancy at Work

Everyone has a different idea about the perfect time to tell others that she is pregnant. Many women wait to tell anyone except their partner until after their first trimester, when the highest risk of miscarriage has passed. Others can’t wait to share the news.

At work, there’s no perfect time to tell others. It’s wise not to wait too long, especially if you have health issues or other complications to sort through with your supervisor. No matter when you break the news, consider the following tips:

Tell your boss personally. Your boss deserves to hear the news directly from you instead of overhearing it in the break room.

Watch out for potential conflicts. These days, it’s illegal to withhold a promotion, reduce the amount of a raise or take back a job offer just because a woman is pregnant. Nevertheless, if you have an upcoming salary review or are under consideration for a new position or important project, you may want to wait to share your news. More details please visit:-

o Keep your options open. Your boss and co-workers may want to know exactly how long you plan to work and when you intend to come back. Share some general plans at the start of your pregnancy, but leave enough room for negotiation in case the idea of working until your water breaks loses its appeal by your final trimester.

Know what your options are. Once you make your big announcement at work, go to your company’s personnel office. Collect information on health insurance, disability benefits, and family or maternity leave policies.

Offer solutions. Before you share your baby news, think about how your work might be split up. Consider who could be trained to take your spot for a few months, if necessary.

Know the law. Although policies regarding work hours, sick leave and health care benefits vary from company to company, federal laws offer protections for pregnant women and those who can’t work because of the need to care for a newborn. These laws are known as the Pregnancy Discrimination Act of 1978 and the Family Medical Leave Act of 1993.

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