Maternity leave question...

24 Comments

1. Kris WolframDecember 2,2024 at 8:19PM UTC

   Does negotiating mean they are willing to pay you for your time off work, or allowing you

   to take as much time as you would like? Even large companies don’t pay full for 12 weeks. You may want to review the handbook and state laws to see what you are legally able

   to get. I doubt it is open for negotiating as it would be unfair to pay you more or less than other similarly situated employees.

2. Angela Hong SonesDecember 3,2024 at 2:31PM UTC

   I am the first woman at the company to take maternity leave so I could be setting a good precedent by establishing a better company policy for others down the line.

3. AnonymousDecember 2,2024 at 10:53PM UTC

   Sounds like your company already has a policy in place. Negotiate if you can whichever leave as you described based on type 5 weeks/7 weeks then ask to add 2 weeks remote. I’ve never heard of negotiating maternity or paternity leave as it’s set. And I’ve worked for small companies.

   Ask for 12 weeks fully paid. If they counter, ask for 12 weeks with 6 weeks at 60%. Let us know what happens as it may help another in a similar situation.

4. AnonymousDecember 3,2024 at 2:30PM UTC

   The owners of my company have already stated they are willing to supplement STD and negotiate the amount of time I have off. Just trying to figure out what to ask for.

5. AnonymousDecember 3,2024 at 4:30PM UTC

   The question is how many weeks do you have fully paid? Then ask for 12 weeks fully paid, an additional 4 at 60% and another 2 fully remote, fully paid. That gives you 18 weeks with your little one. Just a thought.

6. AnonymousDecember 3,2024 at 1:54PM UTC

   If this is short-term disability, you likely have little recourse because that’s not just company policy, it’s likely an insurance policy.

7. AnonymousDecember 3,2024 at 2:30PM UTC

   The owners of my company have already stated they are willing to supplement STD and negotiate the amount of time I have off. Just trying to figure out what to ask for.

8. RachelDecember 5,2024 at 1:20PM UTC

   Then I'd say keep up with 60% for the next 6w after STD is up. It's reasonable to me

9. AnonymousDecember 3,2024 at 2:46PM UTC

   I am hoping this means 5/7 weeks after the birth. You could negotiate a WFH scenario if you need to go home a few weeks ahead of the birth. My doctor sent me home, primarily because it wasn't safe for me to commute, two weeks before each of my due dates, so I would work through a similar arrangement that allows for some easing back in on a WFH basis to extend the time at home (if your job allows this sort of thing, as not all jobs can be done from home, especially since you are commission-based which I assume to be sales.)

10. Teri WankatDecember 3,2024 at 5:32PM UTC

    From a STD pay perspective, you will receive based on what the doctor provides the insurance. Example: you had a c-section but it became infected, doctor can submit 10 wks before return to work due to infection. In regards to your 12 weeks you would like, sadly due to the company size they are not required to follow FMLA and hold your job for 12 weeks, so I hope your employer is able to do this for you. Unfortunately you will not be paid for additional time off beyond STD unless you have a generous employer

11. Sue Gordon- retired Career CoachDecember 4,2024 at 1:32PM UTC

    I don't think this is likely negotiable unless you are critical to the company. Note the STD 60% may be insurance not salary and it may not be taxable, so might be better than you think. If I recall if the employer paid the premium, you don't have to pay federal taxes (talk to your tax advisor! Don't take my word-- vague memory here).

    You aren't eligible for FMLA, as noted. It's up to the company if they want to support this. Ask for what you want, be prepared to hear "no" but if they really, really lke you it may work. When negotiating, point out your accomplishments. It's unlikely they'll do fully paid as they are not offering that for the first six weeks. But you can ask for what you need and hope for, and possibly find a middle ground. Good luck. And congrats on the new baby!

12. Maegan, Nike Sales Rep & Career CoachDecember 4,2024 at 2:38PM UTC

    I would negotiate 12 weeks fully paid. I’m at a very large company, but you can make a case and speak to the benefits of getting that time to care for your newborn, heal physically, and come back at 110% ready to get back to work without being tired, unable to cope, etc. try to show how that time & pay can positively impact the business in the long run.

13. AnonymousDecember 4,2024 at 3:05PM UTC

    I work at a small (14 employee) company. Our short-term disability is 6weeks (but only pays after day 30 - so really about 12 days). We have a week of paid leave (available annually) and then most employees make use of vacation (15+ days/year plus carryover) or sick leave time (6 days/year plus carryover) to fill in before & after the disability.

    Generally, employer paid short-term disability is taxable; if you are paying the premium on a post-tax basis, then it is not taxable.

14. AyianDecember 5,2024 at 1:10PM UTC

    Birth is generally not considered applicable for short term disability.

15. RachelDecember 5,2024 at 1:19PM UTC

    In Missouri it is

16. AnonymousDecember 5,2024 at 2:39PM UTC

    It is on most of the plans I've seen in the US; I work at an insurance agency. It's because pregnancy and giving birth is a health matter.

17. AnonymousDecember 4,2024 at 5:00PM UTC

    Wow, i am so glad that I live in Europe and we get great maternity and paternity paid leave. 5 or 7 weeks is certainly not enough time for the body to heal. A Woman's hormones are all over the place

18. AnonymousDecember 5,2024 at 3:01PM UTC

    You seriously could not pay me enough to live or have a baby in the US. I had 12 months off with 6 months at full pay, and anything less would have been too little.

19. AyianDecember 5,2024 at 1:10PM UTC

    Before going into that conversation at work, you need to know that it is industry standard for daycare centers to not accept ANY infant under 6 weeks of age. Unless you have a private nanny or family member, you will not be able to go back to work in an office unless your baby is allowed to go with you too.

    It would be worthwhile for the organization to be made crystal clear of this as well. Vaginal delivery means nothing to a daycare center.

20. AnonymousDecember 5,2024 at 1:36PM UTC

    Daycares in my areas won't accept newborns under 6 months. Too much risk with illness, etc. so unless you go through a backdoor daycare, or have family members, you're SOL for 6 months.

21. RachelDecember 5,2024 at 1:17PM UTC

    I used the short term disability I paid into. I got 6w at 60% and I had fmla. I went back to work at 7w. That was my first baby and I was ok with going back. I went back to work at 8w with my 2nd (and last) baby. I'm sure i could have negotiated more time but pay is a different story. I was paying through short term disability and not through my work.

22. AnonymousDecember 5,2024 at 3:14PM UTC

    Ask for 12 weeks and know what to expect.

23. maria roseDecember 5,2024 at 5:57PM UTC

    What is getting confused here in the discussion for the leave of absence after giving birth ( regardless of how the delivery process occurs) is that what was mentioned by the OP is what is the company’s explanation of what they cover under the recovery period as paid days and the reason for the amount and label given to the leave because it is technically a required leave period based on physical recovery and absolutely nothing to do with what this soon to be mother is expecting for their maternal leave of absence for the bonding period. Medically speaking, the OP has been given how that first weeks while the OP is physically recovering is going to be paid under her company’s coverage.

    But the OP is asking for information about getting both the extended time off and how to get some kind of compensation during that period. This is were confusion between a paid leave and an unpaid allowed leave. Maternity/paternity leaves, fall into this category which I repeat is not the same as the physical recovery period after giving birth. I recommend that the OP, consult with their HR about this extended leave after the recovery period for information on how to apply for this type of leave, which helps negotiate the time allowed ( stay on company rolls as an active/non paid employee for job retention—this is where the allowance of up to a year applies) I am just guessing the the OP’s company allows the extended leave because it is a labor law requirement but again by the same labor law doesn’t have to pay the employee a salary of sorts unless the company has included it as a job benefit—Remember maternity/paternity leave are not recovery leave—think of them as another version of leave of absence that guarantees no job loss but not always is a paid leave. This is what the OP needs to clarify with HR — now depending on the geographic location, especially if employed in the USA, certain locations may have state benefits ( similar to filing for disability/unemployment benefits)!that will pay a subsidy during the maternity leave/paternity leave of absence period , everyone contributes in their state payroll taxes to this type of benefit, again depending on the state. HR should have information on this. I congratulate the OP on their impeding birth and wish them luck going forth

24. Joann S. LublinDecember 5,2024 at 7:34PM UTC

    You're more likely to succeed at winning more time off if you make clear how much advance planning you're doing to make sure your job tasks are covered while away.

    You also should check out Mamattorney.com website as gender bias lawyer Daphne Delvaux specializes in representing expectant and new mothers. Her site has lot of good info about your legal rights. Let us know how things work out -- and enjoy your baby-to-be!