It is generally safe to keeping working throughout pregnancy. However, if you develop a pregnancy complication, you should discuss with your provider any concerns about work. We can provide letters requesting specific accommodations that allow you to keep working. An example is recommending breaks to sit, or no heavy lifting. You may be eligible for disability benefits through your job if you have a complication that requires a leave of absence during pregnancy. However, normal pregnancy is not a disability and is not generally eligible for leave until after delivery.
The Family and Medical Leave Act offers many employees a maximum of 12 weeks of unpaid leave and job protection. FMLA time may be used to go to prenatal appointments and for time off for you and/or a family member to care for your newborn. However, time you use before delivery may decrease the time you have available after the baby is born. Check with your work’s Human Resources to see if you are eligible for FMLA.
Due to the volume of requests for FMLA, disability and other job-related paperwork, forms will be completed 7-10 days after they are received. Forms must be turned in to our front desk staff and will be available for pick-up at the front desk after they are completed. Please keep this timing in mind as you make arrangements for leave.
Changes to original leave of absence dates will be made if there is a medical condition which requires a date change. An example would be delivering prior to your expected due date, or a provider recommending stopping work due to a complication. However, if there is no medical reason, the date change cannot be accommodated. Examples of changes that are NOT medically indicated include: desire to stop working prior to the initial date, or a request to extend the leave of absence for a non-medical reason.