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Should I verify my eligibility for maternity leave during offer negotiations?

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Should I verify my eligibility for maternity leave during offer negotiations?

I just received an offer for a position and am currently crafting my reply email to negotiate salary, ask about start date, etc. I’m working against a deadline because my current job is removing their remote workforce and I’m pregnant and due at the end of January (my job alerted me before I found out I was pregnant. They also don’t know about my pregnancy). For this new position, I won’t make the eligibility standard for FMLA (working there for one year), and the institution that extended the offer requires you to work “for a period of at least 4.5 continuous months” to qualify for their parental leave.

If I start the position in the next week or two, I will technically just barely hit the 4.5 months by my due date, but that doesn’t allow for any early complications and delivery.

Do I bring it up during the negotiation? Could I ask that it be guaranteed as part of the offer? If so, the hiring manager (and my future supervisor) is the one who extended the offer. Would I bring it up with her or try to go through HR?

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  1. Anonymous

    Transparency from the get-go is key, and everyone appreciates it.

    First off, congratulations on your exciting news (the pregnancy and then the job offer)!

    If you let them know about the pregnancy and ask about a start date, they may even offer to have you start sooner so you can be eligible for the parental leave. Which is a huge green flag.

    Policies can be a little hard to bend, especially because if you allow someone to have access to benefits without technically reaching the criteria as others, it may put a sour taste in your co-worker's mouth.

    And finally, I hope the remainder of your pregnancy is healthy and happy. You deserve it.

  2. Anonymous

    Uhm. Tough one. Of course they can withdraw the offer, and say anything. Honesty is best but only when everyone is playing by the same rules. Hope you can negotiate the best for yourself. And congratulations on all fronts!!!

  3. Megan Sullivan

    My thought exactly - really tough one. I hired a woman and then when she started shared that she was pregnant. I thought it was slippery but nothing happened and she took mat leave and nothing was ever said to her which was the right thing to do. Good luck!!

  4. Anonymous

    I’ve seen a quite a women start their role pregnant one lady did so well during those 4 months she worked they promoted her upon her return. I think it’s better to let them know and then try to do really well at the job while you’re there, if they are good company then you should be totally fine. Congratulations on your pregnancy and new role!

  5. Anonymous

    Congratulations on the offer and pregnancy! This is a tough one. I believe in total transparency and that timing is everything. Some would say to accept the offer and then have a meeting with the hiring manager and HR, but they may feel duped by that. I would be up front about it. Please do come back and let us know how it goes!

  6. Anonymous

    Ask them for a copy of their employee handbook to review with your decision makers who are helping you to decide on the final details of their offer. Then review the policies in there. They are covering all employees.

    They should be willing to share it but if not, do tell them that you are pregnant as long as you have a written offer from them. Ask about their policy for expectant parents. Let them know you realize you might have to take some unpaid leave but want to be sure of what the parameters are so that you can personally and professionally plan ahead. IMHO the best solution is to accept the offer in writing and then disclose. If things fall apart you have a more solid legal leg to stand on should they try to pull the offer. I doubt they will. I would broach the subject with the person you will report to and let them bring HR into it. You need to start with transparency in that new relationship and it will help to cement things. Congrats on both!

  7. Anonymous

    Absolutely not. You should wait until you've accepted the offer to discuss.

  8. Anonymous

    Short Term Disability applies before FLMA so you would have the time in place. I do believe you should be honest and tell them you are pregnant after you accept the offer.

  9. Anonymous

    No. Please don't bring it up. You don't need to assume complications just like most people don't know if they'll be sick in the next several months. You may not have any issues. Don't invite it into the discussion. I know it's illegal to discriminate, but that doesn't mean they don't. Trust me. They all do.

  10. Marcia Smith

    I would not bring it up - it could only end badly for you.

  11. Anonymous

    HR usually deals with benefits and your manager / supervisor has zero control over it.

    you could ask to see the employee handbook and benefits information

    But short term disability usually kicks in as part of maternal leave. Paternal leave may just apply to the parent not giving birth - ie the husband or in cases of adoption. Their handbook should clarify that.

    you could also offer to start sooner to get you closer to the 4.5 weeks. Plus who knows maybe you’ll be late vs on time.

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