Deciding when to start maternity leave is a personal choice with no single correct answer. The timing requires a balance of your individual health needs, professional responsibilities, and financial realities.
Factors Influencing Your Decision
Your Physical Health and Well-Being
Every pregnancy is different, and your physical condition plays a large part in determining your leave start date. Common symptoms like persistent fatigue, back pain, or lack of sleep can make continuing to work a struggle. If you are experiencing a high-risk pregnancy, your doctor may recommend an earlier departure from work to ensure your and your baby’s health.
The physical toll of pregnancy can become more pronounced in the final weeks, affecting mobility and comfort. Pushing yourself too hard can lead to unnecessary stress before the baby arrives. For some, stopping work a few weeks early provides a period of rest before labor and the demands of a newborn.
The Demands of Your Job
The nature of your work is a consideration. If you have a physically demanding job, such as nursing or retail, continuing to work close to your due date may not be feasible. A long or stressful commute can also become difficult to manage in the third trimester.
Conversely, if you have a desk job with the possibility of remote work, you might find it easier to continue working closer to your delivery date. Workplace stress is another factor, as a high-pressure environment might be a reason to start your leave earlier to protect your mental well-being.
Your Financial Situation
Your financial circumstances will shape your decision. Determine whether any leave taken before the baby is born will be paid or unpaid. Using unpaid leave before delivery means you will have less available time off after the baby arrives.
Review your budget and savings to understand how much unpaid time you can afford. Some individuals use saved vacation or sick days to create a paid buffer before their official maternity leave begins.
Personal and Family Preferences
Your personal desires also play a role. Many expectant parents value having time before the birth for “nesting”—preparing the nursery, organizing the home, and mentally preparing for the new arrival. This period can offer a chance to rest and connect with your partner.
On the other hand, many people prefer to maximize their time with the baby after birth. For them, working as long as possible is the goal, ensuring every available day of leave is spent bonding with their newborn.
Understanding Your Leave Entitlements
Before you can finalize a start date, you must have a clear picture of the leave you are entitled to. This information comes from two sources: your employer’s policies and federal or state laws. Consult your company’s employee handbook or speak with the human resources department to understand their maternity leave plan.
Your employer’s policy will detail the amount of leave offered, whether it is paid or unpaid, and how it interacts with other benefits like sick time and vacation days. It is also important to understand the legal framework that protects your job. The federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for the birth and care of a newborn.
To be eligible for FMLA, you must have worked for your employer for at least 12 months and for at least 1,250 hours over the past 12 months, at a location where the company employs 50 or more people within a 75-mile radius. Some states have their own family leave laws that may provide additional time off or even partial wage replacement, so researching your specific state laws is a worthwhile step.
Weighing the Pros and Cons
Starting your leave two to four weeks before your due date allows time to rest, finalize preparations, and mentally decompress, which can reduce stress and physical exhaustion. The downside is that it reduces the leave you have available to spend with your baby and can cause financial pressure if the early weeks are unpaid. Working until your due date maximizes your time off with your newborn and maintains your regular income for a longer period. The trade-off can be physical and mental exhaustion, and there is a risk the baby might arrive before you have officially started your leave.
Communicating Your Plan to Your Employer
Once you have a tentative start date, communicate your plan to your employer. Have this conversation well in advance, providing at least 30 days’ notice as required by FMLA, to give your team time to prepare. Approach the conversation with a proposed start date, but also express flexibility, as plans may need to change based on medical advice. Following your discussion, put the agreed-upon leave plan in writing, confirming your last day of work and expected return period.