Preparing for your maternity leave takes planning, preparation, and coordination. A well-designed maternity leave plan is useful not only for your employer and fellow employees—it will also help you and your family, especially if your leave will be unpaid or if it will reduce your pay until you return to work.
Here are a few tips to follow to make your maternity leave snag-free:
See if you’re covered under the Family and Medical Leave Act. Know what you are entitled to under the provisions of the FMLA (Family and Medical Leave Act). This law allows you to take 12 weeks of unpaid, job-protected leave while remaining under your group health insurance coverage. If you work for a public agency, the government or a school, you’re covered under FMLA. You’re also most likely covered if you work for an organization with more than 50 employees.
Can you take paid leave? In addition to unpaid leave, talk to your HR Department or other employee benefits-related manager to find out if you can use your short-term disability, vacation time, paid sick leave, or personal days. “All companies handle maternity leave differently, so check with your boss or HR department. You should also read up on your company’s leave policies. Many employers offer short-term disability benefits in lieu of maternity leave. The catch here is that you have to enroll in your company’s short-term disability plan before you get pregnant; once you become pregnant, it is considered a preexisting condition,” advises Jennifer Durbin, author of Pregnancy Tips for the Clueless Chick.
Firm up your return-to-work plans. “Follow through on your pre-maternity leave plans and be sure to discuss a flexible return-to-work arrangement,” suggests Durbin. The time to decide when and how you’d like to return to work is before you begin your leave. “Don’t underestimate how taxing your first couple of weeks back at work will be. Not only will you be readjusting to your old work schedule and catching up on what has happened while you were out, you will also be adjusting to your baby’s new childcare routine. So plan accordingly and don't plan to work a full week right out of the gate,” she says.
Liz O’Donnell, the founder of women's news and information site www.helloladies.com, reminds women that your plans for the amount of time you’ll take off could change. “Ask for the maximum time-off. Even if you think you’ll be ready to return early, you may change your mind once the baby arrives. It’s easier to ask to return earlier than to extend a leave,” she says.
Research daycare options. Before starting your leave, think about the kind of childcare you'd like to use—such as a relative, full or part-time daycare, or a nanny. If there’s some distance between your house and your work, decide if you’d like your childcare to be near your company or closer to your house. Find out if your company offers a dependent care flexible spending account, or FSA, that you can use to set aside up to $5,000 a year for child-care expenses—tax free!
Out-of-office coordination is key. “Create a detailed plan for those who will be taking over your duties while you’re away,” says Keyla Kirton, a recruitment coordinator at the Long Island Educational Opportunity Center. “At least a month or two prior to when you think your leave will start, begin training a stand-in for major projects with which you’re involved. Create a calendar that covers the time you will be away with important dates or activities that you normally participate in or oversee. This should include contacts' names and phone numbers, and any other details needed. Then, discuss the calendar with your boss and key outside contacts involved as well as with your stand-in,” she suggests.
Your maternity leave will be a busy and wonderful time as you and your baby bond and get to know each other. Proper planning will ensure that you enjoy those weeks and months!
