{ "media_type": "text", "post_content": "Going back to work in a month after a pretty lengthy maternity leave. Discussed with my boss returning at 80% with Fridays off... she was totally fine with that, but is it even realistic in Big 4?", "post_id": "5ab1f81f8d54030018c26e4a", "reply_count": 5, "vote_count": 2, "bowl_id": "5a132326cd67e40013c10dfc", "bowl_name": "Public Accountants with Children", "feed_type": "bowl" }

Going back to work in a month after a pretty lengthy maternity leave. Discussed with my boss returning at 80% with Fridays off... she was totally fine with that, but is it even realistic in Big 4?

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It depends on your group/busy season/so many factors. Make it an EXPECTATION that you won’t be online on Fridays and won’t be responding to emails, unless it’s an absolute emergency and you can do it after like 7pm. I worked 9 months pregnant with another kid at home until 4am for 6 weeks every day, and no one even said a thank-you in the end! So I switched teams, went on strict PT schedule and for the most part (99% of the time) I do t log in on the days I’m not paid for.

The job/ work is still there even though officially you are getting paid less. You can work less hours than your FT peers, but have to be more efficient. Another thing to point out, if you do less than your peers, it could affect promotion.

When I was pregnant my partner at the time recommended against that. She said just take the flexibility as you need, because this could impact your promotion as it impacted hers at the time.

That sounds glorious

I was hoping to do that, but it didn’t really work.... just turned in to 5 shorter-ish days. I think it can work if your team knows it from the beginning and you have a very open line of communication.

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