When to Tell Your Employer About Your Pregnancy: What to Know Before Sharing the News
Finding out you’re pregnant can bring a mix of joy, excitement, and maybe a bit of anxiety, especially when you start thinking about when and how to tell your employer. The timing of sharing your pregnancy news at work can feel tricky. Do you tell your boss right away? Wait until you’re showing? Or hold off until after that first trimester?
There’s no one-size-fits-all answer. But understanding your legal rights, workplace culture, and your own comfort level can help you choose the right time to share the news and set yourself up for a smooth transition planning process before your due date.
The Three Common Approaches to Telling Your Employer About Pregnancy
When it comes to timing, most people fall into one of three schools of thought:
1. Tell Your Employer Right Away
Some expectant parents choose to share their pregnancy news early, often within the first trimester. There are good reasons for this, mainly because federal law protects you as a member of a protected class. Under the Pregnancy Discrimination Act (PDA), employers cannot fire, demote, or otherwise penalize you for being pregnant.
This can be especially helpful if you’re dealing with morning sickness, need time off for medical appointments, or require temporary job modifications. Early disclosure allows your company’s human resources department to make accommodations that keep you safe and supported at work.
2. Tell Your Employer When You Feel Comfortable
Many people prefer to wait until they’re ready, both emotionally and physically, to share their pregnancy. This might mean waiting until you’ve had an ultrasound, reached the second trimester, or are starting to show.
If you’re in a role where your pregnancy won’t immediately impact your daily duties, this approach gives you time to plan how to communicate your news and prepare for your parental leave conversation.
Ultimately, this decision comes down to your comfort and personal situation. Every pregnancy is unique.
3. Consider Timing Around Workplace Bias and Opportunities
Unfortunately, unconscious bias, or even conscious bias, still exists. Some pregnant workers worry about how pregnancy might influence performance reviews, promotions, or leadership opportunities.
If you’re up for a promotion or review soon, you may want to consider whether sharing the news before that process could affect your evaluation. While the Pregnant Workers Fairness Act (PWFA) and PDA make it illegal to discriminate based on pregnancy, biases can sometimes influence decisions subtly. It’s an unfair reality, but being strategic about your timing can help protect your professional trajectory.
Understanding Your Legal Protections
Before you share your pregnancy with your boss, it’s important to understand your rights as a pregnant employee under U.S. law. Several key federal protections are designed to ensure fair treatment and job security.
Pregnancy Discrimination Act (PDA)
The PDA, part of the Civil Rights Act, makes it illegal for employers to discriminate against employees on the basis of pregnancy, childbirth, or related medical conditions. This means you cannot be fired, denied promotions, or treated differently because you’re pregnant. It also ensures that pregnant workers are treated the same as others with temporary medical conditions.
Pregnant Workers Fairness Act (PWFA)
The newer Pregnant Workers Fairness Act (PWFA) expands on these protections. It requires employers to provide reasonable accommodations for pregnant employees, such as more frequent breaks, modified tasks, or flexible schedules, unless doing so causes undue hardship for the company.
Together, the PDA and PWFA help ensure your employer supports your needs during pregnancy and doesn’t penalize you for them.
Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) guarantees up to 12 weeks of job-protected, unpaid leave for eligible employees to care for a newborn or recover from childbirth. To qualify, you must have worked for your employer for at least 12 months and for a company with 50 or more employees within 75 miles.
Some employers offer paid parental leave, but under FMLA, the leave is typically unpaid. Knowing your options allows you to plan ahead and combine different benefits where possible.
How to Tell Your Boss You’re Pregnant
When you’re ready to share your pregnancy with your boss, a little planning can make the conversation smoother. Here’s how to approach it:
Step 1: Schedule a Private Meeting
Even the most predictable managers might be caught off guard when you share your news. So you don’t get caught in an uncomfortable situation, tell your boss at the end of a private meeting so you can quickly jump off Zoom or head to your desk if needed.
Step 2: Prepare Before the Conversation
Before the meeting, gather information about your expected due date, possible appointment schedules, and any anticipated work adjustments. Review your company’s family and medical leave policy, as well as your parental leave options. You likely won’t discuss any of this in detail at this meeting, but if your bosses insists, you can do so with confidence.
Step 3: Focus on Solutions
Before your manager even has a chance to respond adversely to your news, quickly let them know that you understand this transition might affect your team, work and deliverables, and that you will make sure you put together a plan so nothing falls through the cracks in your absence. Give them a timeline for when you plan to follow up. This helps demonstrate your commitment to maintaining productivity and hopefully will mitigate any negative feelings your boss might have about your leave.
Step 4: Involve Human Resources
After you’ve told your boss, follow up in writing and then also notify human resources to ensure you’re covering all your bases.
Balancing Health and Work Considerations
Some people choose to delay telling their employer out of caution, especially during the early weeks when the risk of miscarriage is higher. That’s a personal decision, and a valid one. However, if your symptoms (like morning sickness or fatigue) are affecting your job performance, or if your job involves physical risks, you may want to consider disclosing sooner to protect yourself.
Remember, there are several laws and programs that are intended to protect pregnant employees, not to punish them. The earlier you communicate, the sooner you can access support and accommodations that make work safer and more manageable.
Planning for Maternity Leave and Beyond
Once you’ve shared your pregnancy to your boss and HR, it’s a good time to start thinking about your maternity leave.
Consider:
what paid leave and job-protection programs you qualify for
how much time you’d ideally like to take off
any health concerns that may impact your pregnancy or time off after your baby arrives
What type of transition planning you’ll need for your workload
How to communicate your plan to your team
While it’s great to make a plan and set clear expectations to show leadership that you’re proactive and dependable, it’s just as helpful in ensuring you get the leave you deserve and don’t miss out on any benefits you’re entitled to.
The Bottom Line: Share the News When It Feels Right for You
There’s no perfect formula for deciding when to tell your employer about your pregnancy. The right timing depends on your health, workplace culture, and career goals. Whether you share the news early or wait until you feel ready, knowing your rights under the PDA, PWFA, and FMLA allows you to make the decision that is best for you.
Choose when to share your pregnancy news in a way that supports both your well-being and your career path. And remember, you deserve the parental leave and accommodations that make this exciting transition easier.
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