Morning sickness

According to the Cleveland Clinic, about 70% of pregnant women get morning sickness, which typically starts at six weeks and lasts until the second trimester. Other common discomforts include fatigue, heartburn and indigestion, swelling, constipation, headaches, and backaches. Those who experience severe discomfort may be put on bed rest by a provider.

These bodily changes can affect your mental health in various ways too. Some people fear that their discomfort is causing their baby harm or that it’s an indication of an unhealthy baby. This is typically not the case, however, if you are experiencing these symptoms, you should seek out your provider immediately. 

Some studies even suggest that morning sickness is a discomfort that can actually help your baby. According to a 2016 study published in JAMA Internal Medicine from researchers at the National Institutes of Health, women who reported nausea or nausea with vomiting were between 50 percent and 75 percent less likely to miscarry than those who didn’t feel sick. Most discomfort during pregnancy means your body and hormones are doing their job to help you carry a healthy baby. 

How a challenging pregnancy can impact your mental health  

When your body is changing and you’re feeling new discomforts, you might also be worried about your own health. Some women report feeling worried that there’s something wrong or that they’ll never feel like their pre-pregnant self again. This is one reason why morning sickness can lead to depression. Even for those who see these experiences as temporary, nine months is too long to just suffer through. Speak to your provider for help treating your symptoms and try these ideas to treat nausea and vomiting. 

Some can find it triggering to experience body changes or might feel worried about how their  body will look postpartum. And those with a pre-existing eating disorder may be more susceptible to this type of worry or anxiety. If you’re finding these thoughts are intruding on your daily life or causing you to eat restrictively, it’s time to seek support from a therapist. 

Ahead, you can learn about how to cope with a challenging pregnancy and keep your mental health in check.

Stay informed

Speak to your doctor or a health professional about what to expect when you’re expecting (there’s a reason why there’s a book with that title!). Understanding the ins and outs of your body and what’s considered expected and not expected can help you determine when something is discomfort or needs medical attention. 

Allow yourself to kick your feet up

If you’re not feeling well, allow yourself to take the day off. Don’t push yourself to do everything on your to-do list. Remind yourself that you’re growing a human in your body and need to take care of yourself. If you can, find a support system to take care of any tasks or chores that you can’t get done. 

Speak to a therapist

If your discomfort is getting in the way of your happiness or making you not feel like yourself, speak to a therapist who can help you overcome your concerns and find tactical solutions. 

Challenging pregnancies can lead expecting parents to feel isolated and alone in their struggle. Someone who is there to guide you and support you can go a long way.

Reviewed by the Ovia Health Clinical Team

Read more

• How to take care of your mental health during pregnancy
• Prenatal exercise and movement FAQ

Sources

• “Morning Sickness with Pregnancy: Causes, Treatment & Prevention.” Cleveland Clinic, https://my.clevelandclinic.org/health/diseases/16566-morning-sickness-nausea-and-vomiting-of-pregnancy. 
• LaFrance, Adrienne. “Brutal for Mom, Good for Baby.” The Atlantic, Atlantic Media Company, 26 Sept. 2016, https://www.theatlantic.com/health/archive/2016/09/the-protective-power-of-morning-sickness/501551/. 
• Gray, Dan. “Severe Morning Sickness during Pregnancy Linked to Depression.” Healthline, Healthline Media, 27 Oct. 2020, https://www.healthline.com/health-news/severe-morning-sickness-during-pregnancy-linked-to-depression-what-you-can-do. 
• Ward, Veronica Bridget. “Eating Disorders in Pregnancy.” BMJ (Clinical Research Ed.), BMJ Publishing Group Ltd., 12 Jan. 2008, https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2190274/. 

In this guide, we’ll discuss in detail maternity leave laws in the United States and maternity leave under the Family and Medical Leave Act (FMLA). We’ll also answer all your questions about maternity leave.

What are the maternity leave laws in the United States?

The United States is the only developed country, and one of the only countries in the world, that has no federal law that guarantees parental leave to its workers. If you live in the United States, there are a couple of ways you may be able to get maternity leave.

1. 
   

   FMLA (which we’ll discuss below) may protect your job if you need to go on maternity leave, but it doesn’t apply to everyone, and it does not provide pay during your absence from work.

   
   
2. 
   

   Some states provide forms of maternity leave to some residents. Leave varies in length and can be either paid or unpaid. We’ll detail all of that below.

   
   

Read more: The Top 20 Companies for Maternity & Adoptive Leave

FMLA maternity leave

FMLA provides 12 weeks of unpaid leave after the birth or adoption of a child.

Who qualifies for FMLA?

• 
  

  Employees at companies with 50 or more employees who work within 75 miles of the primary work site.

  
  
• 
  

  Employees must have worked at the company for at least 12 months (for at least 1,250 hours in those 12 months) before they can take leave under FMLA.

  
  

Is FMLA maternity leave paid?

No, FMLA is not paid, though your employer may provide some sort of paid leave, and some states provide paid options. Some mothers use short-term disability insurance to bring in a portion of their normal wages while on leave.

Does FMLA cover bed rest?

Yes, FMLA does cover doctor-ordered bed rest. If you qualify for FMLA, you can take job-protected time away from work as a part of your 12 weeks, so if you’re on bed rest for two weeks before you give birth, you will have only 10 weeks remaining after the birth of your child.

The Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA) prevent an employer from treating a pregnant woman on bed rest any differently than they would another employee on bed rest for any other reason.

Maternity leave laws by state

There are some states that provide maternity leave beyond FMLA.

California

The state of California offers employees at private companies and all public employees the option to combine the 12-week unpaid FMLA leave with four months maternity disability.

The California Paid Family Leave Act allows employees who have worked at a company for at least a year to take six weeks paid leave (at roughly 55 percent of their normal pay).

Some cities like San Francisco require some employers to provide paid leave.

Connecticut

Workers get up to 16 weeks unpaid leave in two years’ time. To qualify, your employer must have 75 or more employees (with the exception of private or parochial elementary schools), and you must have worked at least 1,000 hours in the 12 months prior to leave being taken.

Washington, D.C.

In the nation’s capital, workers get up to 16 weeks unpaid family leave plus 16 weeks medical leave for a serious medical condition. All public- and private-sector employees qualify provided they have worked at least 1,000 hours in the 12 months prior to leave being taken.

Hawaii

In addition to FMLA, workers in Hawaii get up to four weeks of unpaid leave each year. This does not apply to public-sector employees, but it does apply to those in the private sector who work for a company with at least 100 employees and have worked for their employer for six consecutive months.

Maine

In the state of Maine, workers employed by companies with at least 15 workers, by the state government, and by local government agencies with at least 25 employees are provided up to 10 weeks unpaid leave every two years for the birth or adoption of a child age 16 or younger.

Massachusetts

In Massachusetts, as of January 2021, PFML enables a parent or legal guardian to take up to 12 weeks of paid family leave time in the first year after birth, adoption, or foster care placement. All employers in Massachusetts must follow PFML law. Find more information here.

Minnesota

Minnesota provides up to six weeks unpaid maternity leave to workers whose employer has 21 or more employees. To qualify, you must have worked at the company for a minimum of 12 months at an average of half of full-time hours.

New Jersey

New Jersey offers six weeks of additional unpaid leave every 12 months to workers at companies with 50 or more employees. To qualify you must have been at the company for at least one year and have worked for at least 1,000 hours in that time.

Additionally, New Jersey does offer paid leave (up to two-thirds of wages, capped at $524/week) for six weeks provided that any paid leave is taken concurrently with FMLA or state unpaid leave. This applies to employees who have worked for an employer for at least 20 calendar weeks or have earned at least 1,000 times the state minimum wage during the 12 months prior to leave.

New York

New York state has instituted a leave program that expands each year from 2018 to 2022. Beginning in 2019, the maximum leave is 10 weeks in a one-year period and, in 2021, it expands to 12 weeks. In 2019, pay is 55 percent of an employee’s wages and, in 2022, pay expands to 67 percent.

This applies to employees at all private-sector companies who have worked full- or part-time at a company for 26 consecutive weeks. Public employers have the option to opt in.

North Carolina

As of September 1, 2019, most mothers who work for the state of North Carolina will get eight weeks of fully paid leave after giving birth to a child. Eligible workers are those who have been with the state for one year.

Oregon

Oregon offers up to 12 weeks unpaid leave per year plus an additional 12 to care for a sick or injured child who requires home care. To qualify, you must work for a company with 25 or more employees and have worked for at least 25 hours a week in the last 180 days.

Rhode Island

Rhode Island offers 13 weeks of unpaid leave every two years after the birth or adoption of a child 16 years old or younger. This is offered to those working for the state government, local government agencies with 30-plus employees, or working for a private employer. To be eligible, you must have been a full-time employee (30-plus hours / week) for 12 consecutive months.

The state does offer some paid leave as well: The Rhode Island Temporary Caregiver Insurance Program provides four weeks of paid maternity leave to care for a child, and up to 30 weeks for an employee’s own disability. The program applies to all private- and public-sector employers who opt into the program.

Vermont

Workers are provided up to 12 weeks (unpaid) every 12 months. Eligible workers are those who work for employers with 10 or more employees and have worked for the employer for an average of at least 30 hours per week for one year.

Washington

Washington state offers 12 weeks of unpaid leave every 12 months through the Washington Family Leave Act. This applies to workers at all employers. Eligible employees will have worked for at least 680 hours during their qualifying year.

Wisconsin

Wisconsin offers up to six additional weeks of unpaid leave for the birth or adoption of a child to workers at companies with at least 50 permanent employees, in both the private sector and state government agency. Eligible employees are those who have worked for a company for at least 1,000 hours over 52 consecutive weeks.

What if my employer doesn’t offer maternity leave?

This is the reality for many women in the United States. If you don’t qualify for FMLA and your employer does not provide maternity leave—paid or unpaid—you may have some options.

Use sick leave and paid time off

In order to take paid time away from work, you can take all of the paid sick leave and paid time offthat your company offers.

Request a leave of absence

Many companies will have provisions that allow employees to take a leave of absence for things like medical issues or family emergencies. You may be able to request a leave of absence to welcome your new child.

Use short-term disability insurance

Giving birth to a child qualifies as a disability under short-term disability insurance in most states and allows you to take up to six weeks of partially paid leave after the birth of a child. Welcoming a child by adoption does not qualify for short-term disability.

How to ask for and take maternity leave

You’ve learned that you’re pregnant (congratulations!), and you need to let your boss know that you’ll be taking maternity leave. Here’s how to tell your boss you’re pregnant and ask for mat leave.

1. 
   

   Prepare—Before you go into the conversation, you should familiarize yourself with your company’s maternity leave, sick leave, paid time off, and leave of absence policies. Even if you qualify for FMLA, you may be able to take additional time off using sick days or PTO.

   
   
2. 
   

   Tell your boss you’re expecting—If you’re nervous, that’s understandable—36 percent of women we polled say they would be nervous too. But we’ve got you covered. Check out our guide to telling your boss you’re pregnant.

   
   
3. 
   

   Negotiate your leave—Summarize your understanding of the company’s maternity leave policy or the policy for a leave of absence. Let them know your due date and the number of weeks you expect to take following the birth or adoption of your child.

   
   
4. 
   

   Create a plan for your absence—Once you’ve worked out the terms of your leave, discuss creating a plan for your responsibilities during your absence. Be explicit about how tasks will be documented and passed off.

   
   
5. 
   

   Take the time away from work—While on FMLA, take the time to be mentally absent from work. This is valuable time for you and your child. If your employer tries to communicate with you while on leave—to discuss tasks or make requests, for example—that can bee seen as a violation of FMLA.

   
   
6. 
   

   Return from leave—After an extended leave of absence, coming back to work can feel overwhelming. We’ve created a guide to help with the transition: A step-by-step guide to your first day back after maternity leave.

Read more

• Laying the groundwork for your maternity leave
• Returning to work after pregnancy

Your job plays a big role in your lifestyle, and it will also play a big role in your physical and mental health during pregnancy. Strenuous jobs that include heavy lifting, excessive standing or walking, or long hours should be modified if they pose a health risk to you or Baby. You should establish a plan for maternity leave early on so your coworkers are prepared for your absence, and you shouldn’t hesitate to take a day off here and there if you’re feeling overtired.

What are some examples of unsafe work environments?

• Exposure to toxic chemicals: If you work around toxic hazards, like lead, mercury, and radiation, you should be reassigned even while you are TTC. Even small amounts of hazardous substances can cause miscarriage, birth defects, or abnormal fetal development.
• Highly stressful jobs: Blood pressure is a serious concern for all pregnant women, so if you’re constantly under work-related stress, talk to your supervisor about taking on a lighter load.
• Manual labor: Lifting or moving heavy objects can be very dangerous as your pregnancy progresses, so make sure you aren’t overexerting yourself at work, and ask for help when you can.

New habits for working during pregnancy

• Take frequent breaks: If you’ve been standing for a while, sit down and put your feet up. If you’ve been sitting for a while, get up and go for a walk.
• Be comfortable: If you can’t fit into your power suit, find a maternity version of it. Wear comfortable undergarments and shoes so that you don’t restrict your circulation.
• Drink water: Staying hydrated is very important for pregnant women. Keep a big bottle of water at your desk so you don’t forget to drink up!
• Tailor tasks to your condition: If you’ve got coworkers who are willing to trade assignments with you that will make your job less strenuous, accept the offer.

Reviewed by the Ovia Health Clinical Team

Read more

• Serious pregnancy syptoms you should never ignore
• Prenatal care: keep mom safe

Sources

• P Kristiansson, JX Wang. “Reproductive hormones and blood pressure during pregnancy.” Human Reproduction. Vol.16, No.1 oo. 13-17. Web. 2001.
• “Preeclampsia and High Blood Pressure During Pregnancy: FAQ034.” ACOG. American College of Obstetricians and Gynecologists, 9/14/2015. Web.
• “Pregnancy and exercise.” Better Health Channel. Better Health Channel, 11/14/2015. Web.
• The American College of Obstetricians and Gynecologists Committee on Health Care for Underserved Women, American Society for Reproductive Medicine Practice Committee, The University of California, San Francisco Program on Reproductive Health and the Environment. “Exposure to Toxic Environmental Agents: Committee Opinion Number 575.” ACOG. American College of Obstetricians and Gynecologists, 10/13/2015. Web.

After bringing your new child home, life can’t help but be radically different. And the first day that you have to wake up and go to work – as if this is a day like any other – is always going to be strange. It’s even stranger, though, if you haven’t had a little time away from work to adjust to the newest member of your family.

Unfortunately, U.S. parental leave policies are often less-than-stellar, and depending on where you live, the amount of parental leave same-sex couples get can be an even more murky, difficult subject.

The Family Medical Leave Act

In the U.S., the only federal guarantee of parental leave of any kind besides what individual employers choose to give comes from the Family Medical Leave Act (FMLA) of 1993.

Technically, the FMLA guarantees a certain amount of leave to a new parents who meet its employment qualifications – from biological parents to adoptive parents to stepparents to parents who aren’t parents at all, but who are in loco parentis, or taking on a parental role, either financially or by providing primary care to a child.

In practice, the FMLA is limited by the employment qualifications it’s based on – which leaves a lot of workers out – as well as by the amount of time off it actually offers, and by the fact that the leave it offers is unpaid. You only qualify for unpaid parental leave if you work somewhere with more than 50 employees working within a 74 mile radius, and have worked there for at least a year, for at least 1,250 hours.

This unpaid parental leave – meant to allow you to settle a new child into your home – is for a maximum of 12 weeks sometime in the first 12 months after bringing your little one home.

Other options

To make up for these limitations in federal law, some states are stepping up to offer paid family leave options, such as California, New Jersey, Rhode Island, and New York.

And many new parents who have paid sick days or paid vacation often try to save them up when they know a baby is on the way, though this can get a little tricky if you ever actually end up sick while you’re waiting for your little one. And parents who have just given birth may be eligible for short-term disability payments for time taken off from work to recover from childbirth.

Unfortunately, this isn’t an option for non-gestational parents, who are going through the same emotional changes and adjustments, but don’t face the same physical realities as people who have been through labor or are recovering from a c-section.

Some individual employers also offer parental leave benefits that you may be eligible for if you’re genetically related to your baby or if you or if your spouse will be their legal adopter.

The number of companies and states offering paid parental leave in the US is growing, but unfortunately it’s not uncommon for new families of all configurations to have to figure out how to do without it.

Reviewed by the Ovia Health Clinical Team

Read more

• Your return-to-work plan
• Things to do before parental leave ends

Sources

• “FMLA (Family & Medical Leave).” DOL. United States Department of Labor, n.d. Web. Accessed 12/6/17. Available at https://www.dol.gov/general/topic/benefits-leave/fmla. 
• “What is FMLA? FAQ on Federal Leave Law.” FindLaw. Thomson Reuters, 2017. Web. Accessed 12/6/17. Available at http://employment.findlaw.com/family-medical-leave/what-is-fmla-faq-on-federal-leave-law.html. 

Aside from these emotions, there are also a lot of new practical realities to navigate, like “When do I have to leave work so that I can pick up Baby from childcare on time?” and “How on earth am I going to get back to my regular work responsibilities when my body is still healing, my breasts are leaking, and I’m just so exhausted?” The adjustment may not be easy, but there are a few things that can help to set you up for success as you navigate the brave new world of being a working mom.

Plan the details of your return in advance

When Baby enters your life, there will be a huge shift. And when you return to work, the details of your day-to-day will shift again, and planning out the details of your return in advance as much as possible can help ease that shift a little. This includes everything from childcare details (including what Baby will need to bring to daycare and how much childcare costs will alter your budget) to work to-dos (like where you can pump and express breast milk at work and, if you have a job that is physically intense, how your day-to-day responsibilities might be altered if you need work accommodations when you return).

If there are any questions about these details, make sure you iron them out well before you actually return to work – with your employer, your childcare provider, and a partner or other loved ones who might be lending you a hand as you transition back to work – since it will help reduce your stress and set clear expectations. You don’t want to be in the dark about where you can pump at work or how to best reach your childcare provider on the first day that you’re starting back. You may even want to do a trial run of sorts – by having Baby go to daycare or having your at-home sitter over a few times before you actually return to work, or even by starting back with a short work week instead of jumping back into a full work week – so that you and your family can ease into your new schedule.

Find your people

It’s also important to find a community of peers once you’ve entered the wilds of parenthood. This might mean connecting with folks in person – like other moms who are nursing at your office – or online – like far-flung college friends who are also navigating being a new parent. There are even new parent communities and playgroups for little ones that you can find at places like your local library, community centers, or parks. Regardless of what form your community takes, it can be meaningful to be in contact with other people who are going through (or have already been through) the same things you are – to commiserate, to ask advice, and even to spitball ideas.

Prioritize your care

This is a tough one for a lot of new parents, because Baby is usually your number one concern. Once you throw work back into the mix, it can be really easy for you to drop even further down on the list of what you’re focusing on. But you need to be cared for if you’re going to be able to care for Baby and if you’re going to be productive once you return to work.

Getting enough sleep is a huge part of this. That phrase – ‘enough sleep’ – may change drastically once your little one arrives, and many new parents feel like they can never really get enough rest. But by prioritizing going to bed early, squeezing in naps when you’re able, and just do all you can to get the rest you can, you’ll get a lot closer to that unreachable point of “enough sleep,” than you might have otherwise.

Eating a healthy diet and making sure you have regular meals is another big part of caring for yourself. As busy as you’ll be with Baby and work – and even if you’re tempted to skip a meal because you’re too busy – eating three nutritious meals and healthy snacks throughout the day is just as important after delivery as it is during pregnancy. You need these nutrients to keep you going, and if you’re breastfeeding, this is doubly important.

If you feel like you’ve already got a pretty good handle on these two extremely important things, how can you level up in your care? Try to carve out a little time for yourself to have some downtime that doesn’t involve childcare or work. This might mean having someone – your partner, a family member or friend, or a babysitter – care for Baby long enough for you to take a fitness class that makes you feel good, catch a movie, engage in a hobby, or grab a meal with friends. You might even just spend an hour or two napping, grocery shopping solo, or taking a bath uninterrupted. Maybe you’ll do this once a week or maybe you can only swing it once a month, but this little bit of “me” time can do a world of good in helping you recharge.

Set realistic expectations for yourself

If this is your first child, you’ll find that being a working parent presents certain challenges that you’ve never experienced. When you return to work, you still might not be sleeping as much and you’ll have more on your plate than ever. Depending on how long you’ve been on leave, your body may even still be healing, so give yourself a break and be patient. Know that your usual routine has changed in major ways, but you’ll get the hang of it. Both work and home, remember to ask for help when you need it. While being a working parent means that you are, indeed, a superhero, even a hero needs a hand from a sidekick occasionally.

If there are some other parts of your life that aren’t picture perfect during this period of adjustment – like say, your clean laundry sits around for a few days before being folded, or you get takeout occasionally, or you don’t stay late at work like you used to – it’s a-okay. The saying “perfect is the enemy of good,” can be helpful to keep in mind as you adjust. Just remember what’s most important to you, try your best, ask for help when you need it, and you’ll totally rock this working parent thing in no time.

Read more

• Your return-to-work plan
• Reasons to feel good about returning to work after pregnancy

When you’re on most types of leave, your job cannot legally replace or penalize you for taking time off. Parental leave is also sometimes paid.

How much time off can I get?

In the U.S., most companies – but not all – are required to allow 12 weeks of unpaid leave under federal law. You can read about this law, called the Family Medical Leave Act or FMLA, at this link. It’s also a good idea to check with your employer and your own state laws to get a better picture of how additional leave options may apply to you. If you have any co-workers who have recently taken leave, they can be a great source of information.

Some companies allow employees to add on accumulated vacation time or sick days to extend the time they’re out on leave. Others may allow you to spend vacation time you haven’t accumulated yet. Because it can vary so much, you will definitely want to consult your employer about their specific policies.

When should I take my leave?

Before you can take your leave, you typically need to submit a request or discuss your plans for leave with a human resources representative. You should consult your employer to learn more about the right timeline for submitting such a request or making plans for leave. Because giving birth is unpredictable, it helps to know how to submit your request in advance or update a request once the baby is here.

There are some notable details that might shape when exactly you decide to take your leave, including how much leave time you have, how you’re feeling toward the end of your pregnancy, and your and your baby’s health needs. Some people prefer and are able to start their leave a little while before their due date. Other people prefer or need to work right up until their due date or birth. You know the details of your leave and your needs best, and so you should take leave when it is best for you. 

Will I get paid?

In the U.S., some employers offer paid leave, but it’s certainly not a guarantee. You can start by consulting your employer to see if they offer any pay during family leave. Many states offer much more generous leave policies. They may include pay, time for medical recovery and then bonding, and time paid or unpaid for partners.

If you are in the U.S., you can read about the different state laws here.

If you do get paid, you may receive a smaller portion of your salary than if you were there, or a decreasing amount of your salary over time as an incentive to return to work. Some companies pay a salary through a limited amount of leave, or offer a bonus when you return.

Is there an alternative to family leave?

If family leave under FMLA isn’t an option, you may also be able to use a combination of paid vacation, unpaid vacation, and sick days. Another way to get time off from work is through short-term disability. Short-term medical disability may be offered through your state or employer, so it’s worth doing some research on local regulations and your employer’s policies to see if you qualify.

Short-term disability typically pays between 50% and 100% of your salary and usually covers only 6 to 8 weeks after giving birth, depending on your coverage. It may also cover leave for pregnancy-related complications or additional time off for postpartum medical complications, including those related to mental health. If you have access to short-term disability, calling the insurer directly can help you understand what is and isn’t covered.

Getting ready for leave

As you prepare, here are a few things to remember to make it an easier process:

• Talk to HR: Consult your human resources department to figure out all of the options you have. Some departments may be more hesitant to offer money or time off, so be sure to do research and ask a lot of questions to get what you are entitled to. Ask about your options early so you have plenty of time to come up with a plan.
• Coordinate with your partner: Plan together to maximize the time you two can take care of Baby. Some companies offer leave specifically for partners to stay home with their newborns. Maybe you’ll want to take time off together, or maybe your partner could take time off later and take care of Baby when your leave ends and you return to work.
• Take finances into consideration: Figure out how much time off without pay you can afford. You or your partner may need to return to work sooner than you would like, but budgeting and looking in advance may give you additional flexibility and time to save.

Planning your parental leave in advance can solidify a plan, lead to the discovery of new options, and give you time to financially and emotionally prepare. Organizing everything early can help you comfortably take time off without worrying about work once you’re home and worrying about Baby instead.

Reviewed by the Ovia Health Clinical Team

Read more

• Laying the groundwork for your maternity leave
• All Your FMLA and Maternity Leave Questions Answered

Make your workday work for you

Everyone’s work and home responsibilities are different. And the way everyone works best varies too. Maybe you have to be in front of your laptop from 9-5 or maybe you can work more flexible hours. You might need to help your child with online lessons most afternoons or to give your dog an extra walk every day now that you’re home all the time. Maybe you really need to get away from your noisy roommates — whether they’re your friends or your kids — to write up reports or maybe it’s easy for you to send emails with your loved ones nearby. Whatever these specifics look like for you, they should shape your day. 

You’ll also want to consider when you need and want to be working, if you have some say in that matter, and what sort of an arrangement will make you happiest or help you feel your most balanced. Do you prefer to wrap up your last bits of work after hours when your kids are asleep, or do you want that time to be off limits? Do you want to take a midday break to work out or start dinner? Does agreeing to a set schedule every day help or would you rather allow each day to be more flexible? 

For a lot of us, working from home is a challenging balancing act. So as much as possible, think about what works best for you, use the shape of your workday to your advantage, and speak up when you think you would benefit from a new daily schedule. 

If you and your partner are both working from home with kids, take shifts

A fairly simple solution to a rather big challenge: one of you works, while the other takes care of your little one, and then you switch. You can work in large swaths of time, like a morning and evening shift, or switch every couple of hours. It might be best for you to have a set schedule every day or maybe you need to be more flexible, adapting to meetings, calls, and deadlines. If your schedule looks different from day to day, just make sure you review it together each week, or even just in the morning every day, so that you’re both on the same page and no one misses a meeting or deadline. This solution isn’t perfect — it can be hard to step back and set a schedule when you’re drowning in to-dos, but many dual WFH parents have found this to be their best option. 

Take breaks to recharge and reconnect

While you may be able to sit and work, head down in your laptop, from 9-5, that doesn’t mean it’s good for you. Take regular breaks to get up, stretch, and take a breather —  set an alarm reminder if you need to. If you live with other people, it can also be meaningful to take breaks to reconnect with them — a lunch break is a great time to step away from work, get a little nourishment, and chat. And if you’re a parent, it’s important to make time to connect with your little one. If your child is very young, they might have a hard time with you working apart from them all day; they might need some quality time with you throughout the day. Meals can be a great time to reconnect, as can nap time. Find some time to play, or get outside together (if it’s safe to do so where you live). These moments also help to break up your workday and give you a way to recharge — everyone needs regular breaks from their work. 

Set clear expectations and boundaries, and ask for what you need to succeed

As much as you’re comfortable doing so, be honest with your employer about your reality at home — maybe you prefer not to take meetings midday so that you can put your baby down for a nap, or you need to ask coworkers to email rather than video call you when possible because you live with roommates and don’t have much private, quiet space available. Many employers are doing what they can to be flexible and make accommodations right now, but this is new for everyone, and your employer might not know you’re struggling with something until you tell them. Similarly, you might not know if a change can be made until you ask for it. Be honest with everyone you live with about the realities of your job right now too. You can even do this with kids in an age-appropriate way — you might say, “I have to go work in my office during your TV time so that I don’t have to work after dinner.” And ask for help when you need it.

Have a designated work space

An easy way to get into the groove of starting your work day is to actually sit down at a designated work space — maybe this is a desk in the corner of your bedroom or a separate home office. If you’re working in a common space, like at your kitchen table, it helps to transform that space while you’re working, at least a little bit. Put all of your work things on the table to start your day (laptop, notebook, pen, headset, etc.) so you have everything you need in one place. And at the end of the workday, clean it up to signal to yourself and everyone you live with that you’re done for the day. 

If you’re home with children, give them a sign

It can be challenging for little ones to understand that, yes, you’re home with them, but you’re also sometimes unavailable because you’re working. Children can benefit from a very clear visual marker that communicates when you’re unavailable — something like a handmade red and green “STOP/GO” sign for little kids or a simple “In a meeting!” note written on a whiteboard for bigger kids can do the job. 

Use transitions to your benefit

Clear transitions or rituals can help mark the start and end of your work day and are always useful, but particularly so when you’re missing out on your usual routines. Instead of starting your day by stopping at a coffee shop or walking to the bus, start some new at home rituals. You might, for example, sit down to work with a cup of coffee in your favorite mug, or end the day by walking your dog or playing a favorite game with your little one. 

Dress for success

We’re not necessarily saying that you need to give up your leggings, but clothing is a powerful tool that can shape your mood. And, let’s be honest, it can be so easy right now to just roll out of bed, jump headfirst into the day, and before you know it it’s the afternoon and you’re still in your pajamas. Get dressed for your work day in a way that helps you feel good, whether that’s cozy sweats or your favorite dress. 

Know when you’re off the clock

When you’re working from home, it’s so easy for work to bleed into all hours of your day. If you can, set clear hours when you’re off the clock. Work is important, but you need and deserve time to step away to care for yourself and to be fully present with your family.

Reviewed by the Ovia Health Clinical Team

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Make your workday work for you

Everyone’s work and home responsibilities are different. For some people, it’s entirely reasonable to get work done and be present with their children. Others may need to step away and work in a separate space. For a lot of us, it’s a mix of this, depending on what kind of work we need to do at any given moment. Maybe you can answer email while your little one builds a block tower nearby, but you need to make important clients calls in your office while they nap. These specifics should shape your day. You’ll also want to consider when you need and want to be working and what your needs at home are. Do you prefer to wrap up your last bits of work after hours when your kids are asleep, or do you want that time to be off limits? Does your school age child need help logging into online classes? Does agreeing to a set schedule for your whole family help? As much as possible, use the shape of your workday to help you get what you need done at work and at home — or at least most days, fingers crossed.

If you and your partner are both working from home, take shifts

A fairly simple solution to a rather big challenge: one of you works, while the other takes care of your little one, and then you switch. You can work in large swaths of time, like a morning and evening shift, or switch every couple of hours. It might be best for you to have a set schedule every day or maybe you need to be more flexible, adapting to meetings, calls, and deadlines. If your schedule looks different from day to day, just make sure you review it together each week, or even just in the morning every day, so that you’re both on the same page and no one misses a meeting or deadline. This solution isn’t perfect — it can be hard to step back and set a schedule when you’re drowning in to-dos, but many dual WFH parents have found this to be their best option. 

Take breaks to recharge and reconnect with your family

If your child is very young, they might have a hard time with you working apart from them all day; they might need some quality time with you throughout the day. Meals can be a great time to reconnect, as can nap time. Find some time to play, or get outside together (if it’s safe to do so where you live). These moments also help to break up your workday and give you a way to recharge — everyone needs regular breaks from their work. 

Set clear expectations and boundaries, and ask for what you need to succeed

As much as you’re comfortable doing so, be honest with your employer about your reality at home — maybe you prefer not to take meetings midday so that you can put your baby down for a nap, or you need to ask coworkers to email rather than video call you when possible. Many employers are doing what they can to be flexible and make accommodations for working parents right now, but this is new for everyone, and your employer might not know you’re struggling with something until you tell them. Similarly, you might not know if a change can be made until you ask for it. Be honest with your family about the realities of your job right now too, even with your kids in an age-appropriate way, you might say, “I have to go work in my office during your TV time so that I don’t have to work after dinner.” Ask for help when you need it.

Have a designated work space

An easy way to get into the groove of starting your work day is to actually sit down at a designated work space — maybe this is a desk in the corner of your bedroom, or a home office. If you’re working in a common space, like at your dining room table, it helps to transform that space while you’re working, at least a little bit. Put all of your work things on the table to start your day (laptop, notebook, pen, headset, etc.) so you have everything you need in one place. And at the end of the workday clean it up, to signal to yourself and your family that you’re done for the day. 

Give them a sign

It can be challenging for little ones to understand that, yes, you’re home with them, but you’re also sometimes unavailable because you’re working. Children can benefit from a very clear visual marker that communicates when you’re unavailable — something like a handmade red and green “STOP/GO” sign for little kids or a simple “I’m working” note scrawled on a whiteboard for bigger kids can do the job. 

Use transitions to your benefit

Clear transitions or rituals can help mark the start and end of your work day and are always useful, but particularly so when you’re missing out on your usual routines. Instead of starting your day by stopping at a coffee shop or walking to the bus, start some new at home rituals. Sit down to work with a cup of coffee in your favorite mug, or end the day by walking your dog or playing a favorite game with your little one. 

Dress for success

We’re not necessarily saying that you need to give up your leggings, but clothing is a powerful tool that can shape your mood. And, let’s be honest, it can be so easy right now to just roll out of bed, start caring for your kids, dig into answering emails, and realize it’s lunch time before you even realize you’re still in your pajamas. It can help to get dressed for your work day in a way that helps you feel good, whether that’s cozy sweats or your favorite dress. 

Know when you’re off the clock

When you’re working from home, it’s so easy for work to bleed into all hours of your day. If you can, set clear hours when you’re off the clock. Work is important, but you need and deserve time to step away to care for yourself and to be fully present with your family.

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No matter the reason you’re looking for a new job, it’s a truth universally acknowledged that job hunting while pregnant can be riddled with uncertainty. There’s no reason you can’t find a better gig, though. Whether you’re a new mom or you have another child on the way, here are some tips for finding a new job to make the transition easier.

What to look for on the job hunt

First off, you want to be mindful of your schedule. Between doctor’s appointments, job interviews, and keeping your current supervisor happy, you’ll be juggling a lot. To help stay organized, make a list of must-haves you’ll need from your prospective employer. Maybe you’d like a shorter commute or want to be closer to a good daycare. No matter your wish list, you’ll want to vet employers before and during the interview process.

Do your best to research the health insurance and benefits offered by your new employer. Do they offer the coverage you need? Do they offer maternity leave? Unfortunately, many companies don’t have an official paid leave policy for parents, so check to see if the organization will cover you under the Family and Medical Leave Act (FMLA). FMLA usually only applies to companies who employ over 50 people, and oftentimes company policies require you to work up to a year or more before you are eligible for maternity leave.

The job interview

You’ve landed an interview or two, and now comes the tough decision—to disclose or not disclose your pregnancy. Unfortunately hiring discrimination against pregnant women isn’t always easy to detect.

First, know that because of the Pregnancy Discrimination Act, you are not obligated to tell the hiring manager that you’re pregnant, and it is illegal for them to discriminate against you. However, it is worth noting that it’s harder to prove you’ve been discriminated against if you’re not an employee; that’s an unfortunate reality prospective hires deal with.

According to Career Builder, employers typically have two main concerns when hiring someone who is pregnant:

1. How much time will you spend out of the office? Usually hiring needs are immediate, and between doctor’s appointments and maternity leave, managers might be concerned that you won’t be able to provide the company the support they require.
   

    

   
   
2. Will you be committed to your new position? Hiring and training someone new is a time-consuming and expensive endeavor. The person interviewing you may be concerned that you will decide not to come back to work after your maternity leave is over.

While some people argue there is no reason to disclose your pregnancy during an interview, others argue for transparency, but the bottom line is it’s your choice. You’re only obligated to share what you’re comfortable sharing.

What to say if you decide to disclose your pregnancy

Perhaps you’ve decided to disclose your pregnancy to the hiring manager. What next?

To ease the concerns mentioned above, career advice expert Amanda Augustine, who is a mother herself, suggests preparing yourself for questions that might come up in an interview, such as the timing of your maternity leave or how you’ll make sure your work is covered while you’re gone. She also says that reiterating your enthusiasm for the job and your dedication to a long-term career at the company is helpful.

In the grand scheme of things, maternity leave is a brief moment in time compared to the time you’ll spend working for your prospective employer. Reminding hiring managers of this and then shifting the conversation back to your qualifications is a helpful way to reassure them that you’re the perfect person for the job.

Advice from women who’ve done it

If you’re new to this, know that you’re not alone and that there are many women who have successfully secured a new, dream position while pregnant. To read stories from real women who’ve done it, check out this story from The Cut.

And remember that it’s your body, your child, and your career, so don’t be afraid to ask the tough questions and to keep hunting until you find the perfect position.

What employers can do to help

As an employer, you want the best possible talent working for you, regardless of parenthood or pregnancy status. According to Ovia Health, at any organization, it’s likely that a quarter of employees are either thinking about starting a family or already have one, and when those employees don’t feel supported and turn elsewhere for better job opportunities, it costs an average of 33 percent of their salary to replace them. The two most important things you can do to recruit and retain parents and parents-to-be at your company are to:

1. Make sure candidates know that your company has a family-friendly culture and supports the working parents that help make your organization great. Share specifics about how your company culture is awesome, talk about the ways you prioritize work-life balance, and provide materials about all of your benefits, including maternity & family benefits.
2. Actually have a family-friendly culture and support working parents! Offer great maternity & family benefits, flexible scheduling, and make all of your employees feel supported and empowered to achieve their work and life goals. 

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Gina Nebesar Chief Product Officer and Co-Founder of Ovia Health

Every day, there are more than 500,000 questions and answers posted in Ovia Community, and many of them are from women asking for advice on how to handle pregnancy discrimination at work. One woman recently posted, “My boss cut my hours and acts like I’m incapable of working when I’m only 23 weeks pregnant.” Another said, “It’s crazy. This is my first pregnancy, and I didn’t know stuff like this really happens to pregnant women all the time.”

Today, there are 25.1 million working mothers with children under 18 in the U.S. alone. Being pregnant and having children is something that is natural and normal – yet, somehow there’s still a stigma in the workplace.

We know that pregnant women and mothers are entirely capable of succeeding – and excelling – at their jobs. But clearly we have a long way to go in changing how women are treated in the workplace. So how do we make that change happen? Here are a few places to start.

Know your rights

In the U.S., employees who are pregnant or new parents are protected by certain federal laws. Even if you’re not experiencing discrimination, it’s can be helpful to familiarize yourself with these laws.

• The Pregnancy Discrimination Act (PDA) ensures that you cannot be fired for your pregnancy and enforces other standards for hiring, training, sick leave use, and workplace accommodations.
• The Americans with Disabilities Act (ADA) requires companies with 15 or more employees to provide you with work accommodations if you have a pregnancy-related condition that affects how you work, such as preeclampsia, depression, gestational diabetes, and/or cervical insufficiency.
• And once your little one arrives, the Families and Medical Laws Act (FMLA) gives new parents 12 weeks of unpaid, job- and benefits-protected leave. (It also covers medical leave in case of a family member’s illness.) You can read a helpful FAQ about the FMLA from the National Partnership for Women and Families here.

Certainly, the hope is that your employer will be doing all they can to support your pregnancy and journey into parenthood. But if at any point in your pregnancy you think your legal rights have been violated, you’ll want to file a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC) within 180 days of the event. Pregnancy discrimination is serious, and filing a charge requests that the commission take remedial action, which could lead to mediation and settlement, investigation, or even a lawsuit.

Do what you can where you are

Even though these laws are in place, the stigma still exists – and there is action we can all take to fight it. If you think your employer could be more women- and family-friendly, you’re probably not the only one in your organization who thinks so. Bring your concerns to the attention of your Human Resources representative, and suggest solutions if you have them!

And if you’re in a position of power at your organization, you should do all you can to advocate for women and families, from formal policies to day-to-day practices that will help improve your workplace culture. At Ovia Health, I work with some of the biggest employers in the U.S. to help them deliver maternity and family benefits to their employees. I’ve learned that the most successful employers are the ones supporting women and families, because this sort of support is good for employees and businesses.

Again, we have a long way to go in changing how women are treated in the workplace. But all women and parents deserve to feel supported. Women are strong, capable, and talented – at home and at work – and it’s time they were treated this way.

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• Your rights as a pregnant worker
• Yes, you can job hunt while pregnant