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Your firm should hopefully have an equitable policy to prorate/adjust your working hours or whatever metric drives your annual comp. If there is a partner that you trust who also took leave as a partner, you might start by asking them how the partnership agreement/comp works for parental leave.
You may still have consequences with respect to future comp if there is a look back period that doesn't adjust for parental leave, but hopefully your comp during your year of leave is protected so you effectively have "paid leave".
Congrats on this milestone! EP or NEP?
Thank you! And it’s NEP
F
They can’t cut your comp because you’re pregnant that’s discrimination. Do you have mat leave?