{ "media_type": "text", "post_content": "Pregnant IBanking leader who will be a single mom needs help in negotiating maternity leave. What’s your company policy and how would you approach asking for better terms/ even changing current policy at firm from unpaid to paid and more flexible WFH time?", "post_id": "6149fe4cae9b9a002beb6269", "reply_count": 7, "vote_count": 3, "bowl_id": "58f82c12c1ca28001625de38", "bowl_name": "Female Bosses" }

Pregnant IBanking leader who will be a single mom needs help in negotiating maternity leave. What’s your company policy and how would you approach asking for better terms/ even changing current policy at firm from unpaid to paid and more flexible WFH time?

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In Europe so 26 weeks is statutory and assuming you are in the US. No great advice but wanted to wish you luck!

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If the policy doesn’t exist now it’s unlikely that they will change it by the time you have your baby. You would be petitioning for a future change which is great, but doesn’t help you. Look into short term disability - the parameters should be in your employee handbook. Typically people get 3 months at 100%. That can help along with whatever unpaid leave the company currently offers. Kinda wild that in 2021 your company doesn’t have paid parent leave.

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I just became a mom 4 months back with only 6 weeks of leave. However, I had planned for this with my boss. Had told him I intend to take all cumulated leaves and also additional unpaid leave if my body required me to. We planned work and handover in this manner that I could join from 3-8 months. This however is a consulting situation. Very different from Ibanking. Nonetheless have an open conversation (assuming your boss is generally supportive) and bring various options to the table like intern support, flexi hours etc. All the best!

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If you are in NY between company paid and the various patchwork insurances PTO etc you should have the full 12 weeks. If outside of NY it ranges from 0 to 6 weeks and depends on your employer and the state. CA, RI and one other also have state mandated paid maternity/paternity

Regarding the bigger career question, reframe the conversation into something bigger— not you need them to give you all these amazing benefits etc, but rather one where you as a female leader should be in a place to show younger associates there is a place for them at your company to live and grow if they decide to have families without punishment. It’s a great retention and marketing tool, esp in this labor market etc etc

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