{ "media_type": "text", "post_content": "I only get 12 weeks of mat leave per FMLA, but I want to ask my employee for 16. I don’t even care if it’s paid (it won’t be sadly). Should I ask for that as soon as I tell them I’m pregnant, or think I should wait until I’m actually on leave and then play the “I’m not ready to come back” card?", "post_id": "6105856635fa03002019775f", "reply_count": 5, "vote_count": 1, "bowl_id": "5a99d0eaf3a24900132cf9b4", "bowl_name": "PR and Communications" }

I only get 12 weeks of mat leave per FMLA, but I want to ask my employee for 16. I don’t even care if it’s paid (it won’t be sadly). Should I ask for that as soon as I tell them I’m pregnant, or think I should wait until I’m actually on leave and then play the “I’m not ready to come back” card?

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Ask in advance is always more comfortable for all. Top of FMLA there are also usually options to add vacation time, sometimes leverage disability laws, etc. Talk to others at the agency who have recently come back to understand if they have any tips - a precedent is also nice to have when asking for more time.

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Thank you for this! Great insight! I don’t have a ton of PTO, so would rather take unpaid leave and save that for holidays and maybe an actual vacation, but I guess I can see what makes most sense when I talk to some others.

I have a colleague who took some extra MT recently, but explained in advance that this might be a possibility. She said she wanted to see how things went with the baby's health (colic or what have you, not to mention being cautious about the pandemic). Just be sure to communicate well so no one is caught off guard and work can get covered.

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Thanks for the response! Sounds like honest and clear communication upfront is the way to go. Wish me luck :)

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