Updated at: 20-05-2022 - By: Sienna Lewis

In what month can I expect to begin my leave as a mom? Deciding whether to take your first maternity leave can be tough, especially if you are pregnant or working a physically demanding position.

To make this decision easier, we’ve compiled some facts and advice on what needs to be considered when choosing an opening day for starting days off work while pregnant as well as being aware of any potential complications that may arise from taking these specific days off early on in one’s pregnancy.

When to start maternity leave?

Before the due date, you can normally begin your maternity leave. Some people, on the other hand, want to wait until their leave is due before taking time off. If, for any reason, you must take a maternity leave in the final month of your pregnancy, your leave will begin at that time as well. Again, your maternity leave will begin immediately if you go into labor early.

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How long is maternity leave?

Maternity leave, if you’re qualified for it (which many women in the United States aren’t), is typically 12 weeks long.

The federal government ensures 12 weeks of unpaid, job-protected leave for the birth or adoption of a newborn through the Family and Medical Leave Act (FMLA). Only certain employees at specific companies are covered by the statute, though (more on that below).

When is the latest time I can begin my maternity leave?

As long as your company doesn’t specify otherwise, you can work right up until the day before you go into labor. Even though workplace births are rare, it is always advisable to take some time off to minimize the last-minute anxiety about taking maternity leave and making it back to work on time with a healthy baby in tow.”

What should I consider when taking my maternity leave?

Pregnancy symptoms and how they change over time. It is impossible to predict how a woman will feel before, during, and after giving birth because every woman is unique. If she suffers from back pain or nausea & vomiting due to morning sickness, she will be weary; sleep loss can cause low moods, which can progress to depression if left untreated, so it’s crucial not just for mental health outcomes.

Excessive weight gain due to hormones called adrenocorticotropin hormone released during times of high stress can also create mood swings due to an overtaxed emotional system, which requires attention as well. Consider taking your maternity leave as soon as feasible if you are feeling any of the following:

But for others, pregnancy is a breeze, and they can work right up until their due date if they like. Maternity leave should also take into account:

  • When you have a bump to worry about, commuting to work becomes much more stressful. In addition to the difficulty of removing your seatbelt while driving, many individuals find themselves anxious at checkpoints where security officials scrutinize passengers before allowing them to board trains or buses — not the most pleasant experience! You may want to ask if early dismissal is an option if your employment requires a long commute that cannot always be avoided (maybe because there is no alternative option).
  • If you have a demanding job, you may not be able to work until the due date, and an early leave may be out of the question for you. The last month of pregnancy is a particularly stressful time, so if you’re able to work from home, it might save you a great deal of stress and allow you to continue working until the end of your pregnancy.
  • Organizing your set and getting everything in order before the due date may be one reason you wish to take an early leave of absence from work. It’s also possible that you require so much time to unwind before the arrival of your little bundle of joy. All of these factors can have an impact on when you decide to begin your maternity leave. If you are the type who gets bored easily and doesn’t want to be alone while pregnant, you may decide to work as much as you can up to the time of your delivery.
  • Recommendations from Family and Friends: The best method to learn more about maternity leave is to talk to other women who have gone through it and who can share their insights. People who are in the same situation as you can provide some much-needed support. Asking around at work, church, or even your neighbors about their labor and delivery experiences can help you make an informed decision about whether to file for maternity leave. Those who are employed by companies that do not pay salaries or wages during maternity leave may opt to work as much as possible to supplement their income.

Can I change my maternity date?

A 28-day notice is required before you can adjust your maternity leave start date. You may want to bring this period forward if you find it more difficult than planned to keep up with work and other everyday responsibilities while pregnant.

Paid parental leave is available in some states and in some workplaces, but not in all. This is because companies are not required by the FMLA to pay their employees while they are on leave.

Here are some employers who could be willing to provide paid leave:

Individual employers

Companies of all sizes, both large and small, are now offering paid time off to their employees. A few months or even a year or two are granted by some liberal plans.

However, according to the US Bureau of Labor Statistics, only 17% of American workers have access to paid family leave through private businesses. Ask your present or potential employer’s human resources department about family leave policies.

States with paid leave

Paid family leave is only available in six states (California; Massachusetts; New Jersey; New York; Rhode Island; and Washington) and the District of Columbia, which is administered by disability insurance systems.

Government employers

The Federal Employee Paid Leave Act, which entered into effect in October 2020, provides federal employees with 12 weeks of paid parental leave.

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Unpaid leave with the Family and Medical Leave Act (FMLA)

FMLA, a federal statute in the United States that provides many new parents with leave, may be familiar to you. It works like this:

What is the FMLA?

Employees (male and female) who have given birth or adopted a child are entitled to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA).

The Family and Medical Leave Act (FMLA) was enacted in 1993 as a measure to ensure that new parents would be able to spend time with their children without having to worry about losing their jobs. However, there are a few exceptions to this rule that parents and children alike can benefit from.

Qualifying for the FMLA

Only around 60% of American workers are eligible for FMLA benefits, according to current estimates. If you can answer yes to any of the following questions:

  • Within 75 miles of your office, there are 50 or more employees of your organization.
  • You must have worked for your current employer for at least a year, but it doesn’t have to be consecutive months.
  • You must have worked at least 1,250 hours for your employer in the 12 months leading up to your FMLA leave. There are at least seven of the last 12 months in which you worked at least 40 hours a week, or 24 hours each week for at least 12 months.

Further stipulations

You should also be aware of a few additional FMLA caveats:

  • In a married relationship, the FMLA only protects one of the partners at a time. As a married couple, you are entitled to a total of 12 weeks of vacation time, not just 12 weeks for each of you.
  • In some cases, it may be necessary to resort to this method. Before you can take unpaid FMLA time, your employer may require you to use up all of your vacation days, sick leave, and personal days.
  • Notice is required. At least 30 days’ notice should be given to your employer if you want to take FMLA-guaranteed time off.
  • In some cases, your employer may challenge your request for leave of absence. Unless your employer can prove that your absence will have a major financial impact on the company, you are entitled to unpaid leave, but you may not be entitled to your job when you return from your absence.
  • Your employer must provide some kind of health insurance. While you’re on leave, your employer is required by the FMLA to keep you on the company’s health insurance plan. Unless your employer is very generous, you must continue to contribute to your company’s retirement plan on a weekly basis or your employer may cover your portion and not seek for payback. Even while you may be able to keep your current health insurance plan through COBRA (a short-term extension of health insurance coverage), your workplace may give this option to you in some instances. It’s important to contact to your company’s HR department to find out exactly what kind of insurance plan they offer, especially if you have a new family member to cover.
  • Taking time off can affect future promotions and vacation time. While on leave, your employer is not required to allow you to accrue vacation time or use that time as part of your overall service history. When this happens, your next annual vacation days, raises for seniority, 401(k) plan participation, stock option vesting, and other benefits may be affected.
  • Other advantages are not affected. You can’t contribute to your 401(k), pension, or flexible spending accounts while on unpaid leave because you aren’t getting paid.

Visit the U.S. Department of Labor to learn more about FMLA regulations and your rights. Change may come in the future as well. A national paid leave program (like the FAMILY Act) is supported by several legislators and advocacy groups.

State laws for maternity leave

It’s still possible for some to implement paid leave despite the fact that the federal government and all but six states (California; New Jersey; New York; Rhode Island; and Washington) have not yet done so. Starting in January 2022 in Connecticut, Oregon and Colorado, for example, all employees must receive a salary while on leave.

Others have made unpaid leave more widely available. Employers in Minnesota with 21 or more employees are eligible for the state’s family leave program, rather than the state’s minimum of 50. Up to 10 weeks of paid vacation is available to Maine businesses with at least 15 employees under the state’s family leave legislation. To learn more about your state’s maternity leave policies, contact your local Department of Labor office.

Short-term disability for maternity leave

Short-term disability (STD) insurance might extend your maternity leave even if parenting is not a disability.

What is STD insurance?

It’s common for employers and unions to cover the cost of short-term disability insurance (STD) and provide it as a standard benefit to their employees after a set number of weeks have passed since giving birth.

When you’re unable to work because of illness, injury, or delivery, your STD should cover at least a portion of your salary.

Qualifying for STD insurance

STD advantages come in a wide variety of forms. How much money you get may be influenced by a variety of things, including how long you’ve worked there, your employer or union, and others. Make an appointment with an HR representative to find out what benefits you are eligible to.

How long STD benefits last

STD benefits may allow you to collect a portion of your pay for six weeks if you are unable to return to work due to illness. You may have extra time if you were born through C-section or experienced other difficulties. Pregnancy bed rest may also be covered by some insurance policies.

Other ways to extend maternity leave

In the event that your maternity or STD benefits aren’t long enough, you may be able to take advantage of any or all of the following options:

  • Time off from work
  • Allowance for time off due to illness
  • Days off from work for personal reasons

Before taking a vacation, familiarize yourself with your company’s policies and procedures.

If none of these choices work for you, but you still want to stay at home with your infant, you may be eligible for extra government assistance. Talk to your human resources department to see if you’re allowed to:

  • Take a leave of absence without pay.
  • Unpaid disability leave can be taken.
  • To make the move easier, consider working from home.

Preparing for maternity leave

Consider making some final preparations for maternity leave once you’ve got a game plan in place and talked to your manager. You want to make it clear to your boss and coworkers that you’re devoted to both your family and your job. Consider the following suggestions:

  • The unexpected can and will happen. Your baby can show up six days early, even if you plan everything to the tiniest degree of accuracy. Try to maintain your maternity leave start date open in the event that your kid comes early or late, so that you don’t have to reschedule.
  • You’re the one who gets to make the decisions. If you’ll be absent for a period of time, be sure that whoever will be standing in for you is well trained. While you’re away, make sure everything runs smoothly by putting together a list of instructions, tips, and contact information.
  • Don’t lose touch. Whether or not you’d prefer a daily email or phone call from your coworkers is up to you. Make sure you tell your supervisor and coworkers what you’ve decided. But keep in mind that if you find that parenting takes up all of your time, you can always opt out of the service.

How does unpaid leave work?

FMLA mandates that most businesses provide their employees with up to 12 weeks of unpaid leave following the birth of a child. Adoptive parents can take use of the FMLA, which is open to both men and women.

If both parents work for the same company, the 12 weeks is shared between them and is a total of their time together (i.e., each could take 6 weeks off, or one could take 4 weeks while the other takes 8 weeks).

The FMLA does not require employers to provide employees with unpaid leave in all circumstances. Some of the exclusions relate to the company’s size (fewer than 50 employees), length of employment (less than a year), and salary (top 10 percent ).

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If the employer can demonstrate that your absence causes considerable financial harm to the organization, then employees earning in the top ten percent of the company’s salary scale may be denied access to the unpaid benefit. It is possible that state laws on family leave go beyond what is mandated by federal law.

  • Identify whether or not your state has a family leave policy.
  • Find out how vacation, sick, and unpaid time can be combined.
  • Make sure your boss is aware of any issues that may arise while you are away.
  • See if anything changes and who pays the premiums if there is a change in your benefits while you are on leave.

Unpaid family leave is a wonderful opportunity for parents who can afford it to spend more time with their newborns, to develop a routine for them, to rest, and to get their homes in order. Because of the increased likelihood of running into financial difficulties while on unpaid leave, it is even more critical that you carefully plan your maternity leave.

3 Tips for Choosing When to Start Maternity Leave

Maternity leave may seem like a simple decision, but for many new mothers, this can be a difficult one to make. Every situation is unique, so it may take some time to find the best solution for you. Here, though, are some suggestions from a new mom on how to pick a start date for your leave.

Be Prepared to Change Your Mind

It’s crucial to plan out your vacation time in advance, but don’t be rigid. When it comes to the human body and pregnancy, things don’t always go as to plan. In the event of a medical emergency, you may find yourself absent from work earlier than anticipated. Taking two weeks off from work before the birth of your child is a good idea, if your doctor recommends it. She has your best interests in mind, as well as the interests of your child. Listen to your body as well. It’s a good idea to start your leave earlier if you’re having a lot of trouble relaxing since you’re expecting a kid soon. As soon as possible, though, inform your superiors about this so that they can amend their plans as well if you need to change your vacation time.

Think of the time you spend in the office.

Consider how much time you spend traveling to and from work when deciding when to begin your leave. As an example, if you have a long commute, you may wish to start your departure time sooner. Even if your employment requires you to continue to the point where your water breaks, you may still want to keep going until the end of your shift. Both options are fine, and you should go with the one that is most comfortable for you!

Have a discussion on the advantages

Before you go on vacation, make sure to speak with your benefits office and learn about your choices in case things change. If you want to change your leave time after it has been set, some offices need a particular number of days’ notice (e.g. two weeks or 28 days) while others do not. Preparing yourself and your coworkers for your maternity leave can be easier if you have all the information you need in advance.

It’s your decision, so keep that in mind! When deciding whether or not to take maternity leave, there are many variables to take into account, and each individual’s situation is unique. You should do whatever is most convenient for you, and it’s okay if your original plan changes. Only you have the power to make the correct or wrong decision.

What is Short-Term Disability?

For a set number of weeks, short-term disability insurance pays your salary, or at least a portion of it, due to medical reasons. The inclusion of this perk in your benefits is often mandated by larger employers and states.

Local insurance providers might also provide this form of coverage. Variations in percentages paid and time periods of coverage are common. For this reason, you should double-check your policy’s exclusions and inclusions to be sure you are covered in the event of a complex delivery (such as a c-section).


You are ultimately responsible for making the decision about when to begin maternity leave; nevertheless, it is crucial to consult with others before making a final decision, including family members, colleagues, and your employer.