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New Member
I suggest asking about it right around the time you start discussing your mat leave plans (how long you’ll be out, transition, leave benefits pay schedule, etc). A more formal request should come after you understand what’s possible and how flexible your company is. Depending the length of your leave, you may want to wait until a little before your last few days/weeks just so there’s a better understanding of what contingency looks like while you’re out so you’re teams can figure out a the right solution. That said, you can wait until you’re on leave and have a better understanding of how much flexibility you actually want or need. If this is your first, you may want to get settled into a schedule before making any major decisions. I had a baby this past January and my wants / needs changed significantly while I was on leave. I’ve since changed jobs and pretty much negotiated a very flexible WFH / remote arrangement post- pandemic due to new feelings I had about what I really wanted.
New Member
I would say - discuss the possibility of that but leave the final decision closer to when you will actually be coming back. Your outlook might change significantly regarding timing and many other things
Coach
WF makes a really good point. What you think you want/need when you leave, might not be what you want upon return.
Probably should discuss it along with your maternity leave with your teams to see how flexible they are and they have advance notice to plan out the schedule.
I started the discussions soon after telling my partners I was pregnant
Coach
I started the discussion while I was on leave.
Same.
I started the conversation while I was on leave.
Bowl Leader
Few weeks before you are about to resume
Before you return from your leave. Don’t go on a reduced schedule before maternity leave - you don’t want reduced maternity leave pay after working FT hours!
That didn’t happen with me. My pay was FT through my leave. PT when I returned. I signed an agreement to that effect