Congratulations!

Now let’s get on to the more practical side of things – how to go about your maternity leave.

While the wee one is still well, wee in your tummy, start researching on your company’s policies. The usual way of things is that maternity and paternity leaves are a combination of benefits. Most companies follow the Family and Medical Leave Act (or the FMLA), allowing expectant moms and dads up to 12 weeks of unpaid leave after birth (or in some cases, adoption).

However, like all rules, there are exceptions. Some companies with employees less than 50 are exempted. Expectant employees who have only been with the company for less than 6 months may not be eligible for said benefits.

After you’re done with the information gathering, you can now formulate a plan. Don’t forget to involve your partner (that is if you have one) so that both your leaves will complement each other. Include estimates of leave and return dates.

If you are involved in a project, you may also jot down the people who can handle tasks while you are away and create a schedule that will facilitate transition before and after your leave. If you still plan to work at home, you can also think of alternative work schedules.

Include communication preference (net conference, phone, etc.) so your colleagues can call you in case of emergencies. Be specific so that expectations (work-wise) are clear.

Consult your plan with your supervisor or the human resources (HR) department if it is workable.

They will help you tweak some if needed. Be professional and reasonable with your demands. Work on reaching a compromise. Don’t forget to document conversations you have with your boss or HR about your leave just in case you need to refer to it if (and only if) issues arise.

By being organized, you won’t have to handle the stress of work along with the pregnancy. This way, you can focus your energies on preparing and enjoying your impending parenthood.