When and How to Tell Your Employer You’re Pregnant – How to Prepare for It?

Reviewed by: Dr. Samina

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5 min read

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Apr 16, 2025

Announcing your pregnancy to your employer is an important step in your pregnancy journey. This conversation requires preparation, understanding of your legal rights, and strategic timing to ensure that it is handled professionally and positively.

When Should You Tell Your Employer?

The timing of your announcement depends on your personal circumstances, but many experts recommend waiting until the end of the first trimester (around 12–13 weeks). By this stage, the risk of miscarriage has significantly decreased, and you may start to show physical signs of pregnancy (American College of Obstetricians and Gynecologists [ACOG], 2021). However, if your job involves physical labor, exposure to dangerous chemicals, or other risks, you may need to inform your employer earlier for safety reasons (U.S. Equal Employment Opportunity Commission [EEOC], n.d.).

Legally, there is no strict requirement to disclose your pregnancy at a specific time. However, if you plan to take advantage of Family and Medical Leave Act (FMLA) benefits, you must provide your employer with at least 30 days’ notice before starting your leave (U.S. Department of Labor, n.d.).

Legal Protections for Pregnant Employees

Before having a conversation with your employer, it is vital to familiarize yourself with your legal rights:

  • The Pregnancy Discrimination Act (PDA): This federal law prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Employers cannot make decisions about hiring, firing, promotions, or job assignments based on your pregnancy (EEOC, n.d.).
  • The Family and Medical Leave Act (FMLA): FMLA provides up to 12 weeks of unpaid, job-protected leave for eligible employees to recover from childbirth or care for a new baby. It applies to companies with 50 or more employees and requires you to have worked for your employer for at least 12 months (U.S. Department of Labor, n.d.).
  • The Pregnant Workers Fairness Act (PWFA): Effective June 2023, this law requires employers to provide reasonable accommodations for pregnancy-related limitations, such as more frequent breaks or temporary adjustments to job duties (EEOC, 2023).
  • The Americans with Disabilities Act (ADA): Pregnancy-related medical conditions that qualify as disabilities (e.g., gestational diabetes or preeclampsia) are protected under the ADA. Employers must provide reasonable accommodations in these cases (U.S. Department of Justice, n.d.).

How to Prepare for the Conversation

Preparation is key to ensuring a smooth and professional discussion about your pregnancy. Here are steps to take:

  • Know Your Rights: Familiarize yourself with workplace policies on maternity leave, accommodations, and benefits. Review your company’s employee handbook, and consult HR if necessary.
  • Choose the Right Time: Schedule a private meeting with your manager at a time when they can give you their full attention. Avoid announcing your pregnancy during stressful periods or major deadlines.
  • Plan What to Say: Start the conversation by sharing your happy news. Then, transition into practical matters, such as your anticipated due date, maternity leave plans, and any accommodations you might need. For example, you could say:
  • “I’m excited to let you know that I’m expecting a baby. My due date is [insert date], and I’d like to discuss how we can plan my maternity leave and transition my responsibilities.”
  • Offer Solutions: Show that you’ve thought about how your absence will affect the team. For example, suggest training a colleague to handle your responsibilities or propose a handover plan.
  • Document the Conversation: After your discussion, follow up with an email summarizing what was discussed. This creates a record of your communication and ensures clarity.

Professional Considerations

It’s important to strike a balance between transparency and professionalism. Announcing your pregnancy too early might lead to unnecessary changes in your workload or project assignments, while waiting too long could make it harder for your employer to plan for your absence. Being open and proactive demonstrates responsibility and fosters trust.

Conclusion

Telling your employer about your pregnancy is a significant milestone. By understanding your rights, preparing for the conversation, and sharing your plans thoughtfully, you can ensure a positive and productive discussion. Remember, this is an exciting time in your life, and your employer should support you through this journey.

References

American College of Obstetricians and Gynecologists. (2021). Preparing for labor and delivery: What to expect. Retrieved from https://www.acog.org

U.S. Department of Labor. (n.d.). Family and Medical Leave Act (FMLA). Retrieved from https://www.dol.gov

U.S. Equal Employment Opportunity Commission. (n.d.). Pregnancy Discrimination Act. Retrieved from https://www.eeoc.gov

U.S. Equal Employment Opportunity Commission. (2023). The Pregnant Workers Fairness Act. Retrieved from https://www.eeoc.gov

U.S. Department of Justice. (n.d.). Americans with Disabilities Act. Retrieved from https://www.ada.gov