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I just gave birth ten days ago. I didn’t ask for reduced hours and I worked 200+ hours every month I was pregnant… no one cared and it was rough. If you don’t ask, don’t expect anyone to voluntarily lighten your load or give you any grace. I went off at 36 weeks as my firm offered fully paid short term disability leave starting then if approved by our insurance provider (Prudential). I believe this is a thing in at least a few states, like NY and CA, so worth asking HR about. The extra four weeks were marvellous and the time doesn’t impact post-birth leave in any way.
I really wish I had, but this will vary. I did not go on reduced hours when pregnant and just got comfortable with not hitting my hours and dealing with the consequences. (No bonus but confident that my job was not at risk, so YMMV.) I thought I was avoiding an unnecessary pay cut. And I think that is true a lot of places.
However, I later learned that not hitting my hours has a lagging effect on my comp that I have to kind of dig out of. Had I gone on a reduced schedule and met the lower target while pregnant, there would have been a “true up” of my hours that would have helped me get back on track faster later.
Long story short, learn how comp works for a reduced schedule and coming back from a reduced schedule.
F
It’s really encouraged at my firm and it’s something I always assumed I’d do (not least because it’s much easier from a progression perspective as you’re assessed against a lower target). But I’ve just recently found out I’m pregnant and I don’t really fancy my mat leave being on a reduced salary (more than it already would be…)