To help managers stop and think rationally when employees announce pregnancy.
Parental leave is a challenging issue for many managers. They don't know what to do when an employee says she's pregnant. Often the reaction is negative, inadvertently so. Managers balk at the idea of "losing" someone for weeks or months at a time. Here's five steps to take to get ahead of the maternity curve.
What to Do When an Employee Says She's Pregnant:
Never guess or ask. Wait until you're told. No matter how obvious it is. Never ask.
Express your happiness and joy for the employee. Never express anxiety or shock. Your employee's faith in you may never recover if you present a horror reaction at the news.
Even if your employee is trying to determine what to do about the pregnancy, NEVER give your opinion about the person's circumstances or "next steps." But help her find resources if you're asked for your opinion or help. Point toward a resource, such as an Employee Assistance Program, local medical professionals, and support organizations.
Recognize that you want your employees to be there for the long term. A maternity leave is easily handled within the framework of that long term. Federal law requires that employers grant up to 12 weeks of unpaid, job protected leave to employees. Even if your company gives longer leave time than the law requires, it's such a paltry percentage of what this person can contribute to your company over many years of loyal, happy service. You want your employees to be with the company for a long time. You hired them without expectation of their length of service and planned for their presence. Your responsiveness to the leave issue will affect how this person contributes before and after their leave. It will also impact what other employees do.
This moment is your chance to build loyalty or destroy it. You've been entrusted with significant news from an employee. Your positive reaction, ongoing support, and open mindedness all demonstrate that you appreciate employees coming to you with big news.
