The amount of time off a woman gets after having a child varies around the world, but by how much? How much time does or should a new mom get off work to spend with her new child? Is 6 weeks enough? What about a year? There is no single answer to this question, and the best thing an expectant parent can do is prepare for childbirth and beyond by doing her best to prepare for childbirth.
For many women pregnant in the workplace, the ramifications and details of maternity leave are, at best, unclear. The truth is that nearly every company, insurance plan, and country handles things differently. The trick to understanding maternity leave, and knowing if you’re getting your fair share of time off, is to spend some time doing a little research before the big day. This article will help you understand the basics of maternity leave and offer some tips to make sure you get the most time possible after the birth of your child.
Understanding Maternity Leave Around the World
Maternity leave has traditionally been about the mother taking time off after delivery without facing punitive consequences at work. In the United States, it is now illegal for an employer to not offer maternity leave or to fire or reprimand a woman taking advantage of time off after having a baby. To remain fair, the concept of maternity leave has evolved into what is now known as parental leave, for the sake of political correctness—allowing both parents to adjust to the idea of their growing family.
Maternity/Parental leave policies apply whether a parent gives birth to a child or adopts one legally. Most countries outside of the United States offer parental leave WITH PAY. However, in the United States, this is rarely the case. In fact, parents in the U.S. are typically only offered up to 6 weeks of parental leave, which in many cases seems absurd.
For most women who are employed full-time and have benefits, it’s wise to look into both parental leave and short-term disability policies. Many women need to use a combination of maternity leave, short-term disability, vacation time, sick leave, personal days, and unpaid family leave to stay home with their newborn for several months. The downside of using all of this leave at once is that it doesn’t leave much room for dealing with potential illness in the first year after birth (which is highly likely). Additionally, much of this time is unpaid, meaning financial planning during pregnancy is essential.
In 1993, the Family and Medical Leave Act (FMLA) was passed, which helped improve the situation for many pregnant women and their families. Under FMLA, mothers (and fathers) are entitled to take up to 12 weeks of leave, with job protection—though the leave is unpaid. Unfortunately, the fine print of the FMLA doesn’t protect women working for smaller companies in the U.S.
Even more complicated is that many U.S. corporations have rewritten their leave policies to limit the amount of leave new parents can take at one time, using either FMLA or short-term disability benefits. So, your benefits will largely depend on which state you live in and what policies your company has to protect itself from an absent employee.
The sad reality is that most countries around the world offer women much more generous maternity leave. Canada, for example, offers up to one year, and most other countries follow suit. It doesn’t quite make sense that the U.S. would devalue motherhood to the extent that new parents are given only 6 weeks of prenatal care and bonding time with their baby.
In the U.S., there have been numerous cases filed with local Labor Departments and Equal Rights Advocates to demand more appropriate leave. According to the U.S. Department of Labor:
“You’re sure you qualify under the FMLA or your state’s provisions, make sure you’ve given the required notice and have a plan to cover your responsibilities while you’re gone. Then, gently let your employer know more about these laws. Contact the U.S. Department of Labor for an FMLA fact sheet and advice on how to get your employer to comply. But start by being reasonable. You don’t want to alienate your boss by making demands unless you have to!”
The best thing you can do as an expectant parent is to plan ahead. Start by learning about all the policies and options available at work. Talk to coworkers who are pregnant and review your insurance and disability policies. Additionally, try to give your employer as much notice as possible about your leave plans and how much time you intend to take. By starting early, you may also find opportunities to telecommute after delivery, if that’s an option for you.
It’s important that you have a fairly clear picture of how much time you want off after delivery. If you’re unsure of the leave you qualify for, contact your regional office of the Women’s Bureau at www.dol.gov/wb for more information and tips on how to maximize your time off without risking your job.
Most Americans, especially expectant parents, agree that the United States does not value time off for this significant life event as it should. It’s also in your best interest to work as long as possible before having the baby so that you can have more time off after delivery to bond with your child. For some women, this may not be an option due to medical circumstances. Many expectant mothers feel a great deal of stress about transitioning from pregnancy and childbirth back into the workplace. If you feel that you are being treated unfairly, you may want to look into the Pregnancy Discrimination Act of 1978. Some helpful agencies include www.workplacefairness.org and www.nolo.com.
Ultimately, when it comes to maternity leave and having enough time with your baby afterwards, there will never be enough time. The bottom line is that you, as the parent, must find a way to feel good about your decision to return to work. Remember, your baby is only a newborn once, and this is a special, private time of growth and emotion that will never be duplicated.
