​When we think about the moment a baby enters the world, it’s easy to focus on the birth itself. But there’s a critical period immediately afterward that has profound benefits for both the newborn and the birthing parent: The Golden Hour.

​Welcoming a new baby is one of life’s most exciting milestones, but preparing for parental leave from work can be overwhelming without a clear plan. Whether you’re giving birth, adopting, or welcoming a child through surrogacy, it’s essential to take the time to plan your leave thoroughly so you can focus on your growing family without unnecessary stress. Use the following guidelines to help you plan a smooth transition into and out of parental leave:

1. Understand Your Rights and Benefits- Start by learning what parental leave policies apply to you:

• Check your company’s leave policy: Look in your employee handbook or talk to HR. Understand how much time you can take off, whether it’s paid or unpaid, and how benefits like health insurance are handled during leave.
• Research national amd/or state laws: In the U.S., for example, the Family and Medical Leave Act (FMLA) allows eligible employees up to 12 weeks of unpaid, job-protected leave. Some states offer paid family leave programs.
• Know your eligibility: Confirm how long you must have worked at your company or how many hours are required to qualify for certain benefits.

2. Plan Your Finances- Parental leave may mean a change in income, so financial planning is key:

• Budget ahead: Calculate your expected expenses during leave, including baby-related costs.
• Start saving early: If part or all of your leave is unpaid, consider setting up a savings goal to help cover the gap.
• Explore additional resources: Look into short-term disability insurance, paid family leave programs, or workplace assistance funds.

3. Talk to Your Employer Early- Give your employer ample notice so they can support your transition:

• Have a conversation with your manager and HR: Ideally, bring this up around the second trimester or as soon as your plans are clear.
• Be transparent but professional: Share your expected due date or adoption timeline, your intended leave dates, and your preferred communication boundaries during leave.
• Put it in writing: Follow up in writing with your proposed leave plan for documentation and clarity.

4. Create a Work Transition Plan- Ensure your role is covered while you're away:

• List key responsibilities and ongoing projects: Document what needs to be done and when.
• Identify a coverage plan: Recommend coworkers or temporary replacements who can take over specific tasks.
• Train your backup: Leave clear instructions, access to resources, and important contacts.
• Set boundaries: Clarify whether you’ll be reachable and under what circumstances during leave.

5. Prepare Emotionally and Mentally- Taking leave from work, especially for the first time, can be emotionally complex:

• Give yourself permission to unplug: Your time with your child is precious. Remind yourself that the team will manage in your absence.
• Stay flexible: Babies can arrive early or late, and plans may need to shift.
• Communicate with your support system: Partner, friends, or other parents can help you feel more confident and less isolated.

6. Plan Your Return- Returning to work is part of the transition:

• Discuss flexible options: Consider requesting a gradual return, part-time schedule, or remote/hybrid work options if needed.
• Secure childcare early: Waiting lists can be long, so start researching options well before your return date.
• Re-onboard yourself: Schedule time with your manager or team to get back up to speed.

Planning for parental leave takes effort, but it pays off by creating a smoother, more confident experience for both you and your workplace. With clear communication, thoughtful preparation, and some flexibility, you can enjoy your leave knowing everything is under control and be better prepared for the transition back to work when the time comes.


Did you know?
Best of Both Worlds Doula Services can help you with the logistics of parental leave. Whether it's telling your employer about your pregnancy, planning your leave from work and preparing for the fourth trimester or even your return to work, BOBWDS will help you through it all. Schedule a consultation to learn more.

Induction- the process of bringing on childbirth by artificial means, typically by the use of drugs.

​​When most people hear the word “induction,” their minds often go to ceremonies, job promotions, or the start of something significant. It’s a word that implies a beginning, often marked by formality and intention. But in the birth world, “induction of labor” can carry very different connotations—often emotional, sometimes overwhelming, and deeply personal.

For many expectant parents, the idea of medical induction can stir up a mix of emotions: relief, anxiety, disappointment, fear, or even excitement. Some may have envisioned a spontaneous onset of labor—the dramatic moment when contractions begin naturally, perhaps after their water breaks or in the middle of the night. The idea of scheduling or medically initiating labor can feel like a departure from that imagined, more "organic" experience. But for others, especially those facing medical concerns or overdue pregnancies, induction may feel like a welcome, even life-saving, intervention.

Let's break down what medical induction and augmentation of labor actually involve, what you can expect during the process, and the risks and benefits you should be aware of when navigating this part of the childbirth journey.

​It’s important to discuss these risks with your provider and understand the benefit-risk balance in your unique situation.

Medical induction and augmentation of labor are powerful tools in modern obstetrics. For some, they are essential and life-saving. For others, they represent an unexpected turn in a carefully imagined birth plan. Whatever the reason for induction, being informed and supported is key. Ask questions. Advocate for your preferences where possible. Surround yourself with a team that listens and respects your values. And remember: whether your labor begins on its own or with some medical assistance, the ultimate goal is a safe, healthy delivery for both you and your baby.

If you’ve experienced an induction or are preparing for one, feel free to share your story or ask questions in the comments. Birth looks different for everyone and every story matters.

Pregnancy is a transformative journey filled with excitement, uncertainty, and plenty of to-dos—especially when you're balancing it with a job. As a working parent-to-be, you’re not only preparing for a new baby, but also managing your health, career responsibilities, and future family needs. It can feel overwhelming, but you don’t have to navigate it alone or uninformed.

This post explores how to handle pregnancy in the workplace, including strategies for self-advocacy, when to share your news, and most importantly, your legal rights and workplace accommodations.

1. When to Tell Your Employer You're Pregnant- There's no universal rule for when to announce your pregnancy at work, but most people wait until after the first trimester (around 12–13 weeks). Consider the following when making your decision:

• Your health and symptoms: If you're experiencing morning sickness, fatigue, or other early symptoms that affect your performance, you may want to disclose sooner to receive support or accommodations.
• Your job responsibilities: Jobs involving physical labor or exposure to chemicals may require early disclosure for safety reasons.
• Your work environment: If your workplace is supportive and you feel comfortable, telling your supervisor sooner might allow for a more flexible transition.

Tip: When you’re ready to tell, start with your direct manager or HR representative. Come prepared with a general idea of your timeline and what kind of support you might need.

2. Know Your Legal Rights as a Pregnant Employee- Pregnant workers are protected by federal laws in the U.S., and often additional state laws. Here are key protections:

• The Pregnancy Discrimination Act (PDA)- This federal law prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Your employer can’t fire, demote, or mistreat you for being pregnant.
• The Americans with Disabilities Act (ADA)- If pregnancy-related conditions (like gestational diabetes or preeclampsia) qualify as disabilities, the ADA may entitle you to reasonable accommodations.
• The Family and Medical Leave Act (FMLA)- Eligible employees can take up to 12 weeks of unpaid, job-protected leave for childbirth and caring for a newborn. This applies to:
• Employers with 50+ employees
• Employees who have worked at least 12 months and 1,250 hours
• The Pregnant Workers Fairness Act (PWFA)- Effective June 2023, this law requires employers (with 15+ employees) to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related conditions, unless doing so would cause undue hardship.

3. Understanding Reasonable Accommodations- Workplace accommodations help you stay healthy and productive throughout your pregnancy. Under the PWFA and other laws, accommodations may include:

• More frequent breaks
• Light duty or modified work tasks
• Flexible hours or remote work
• Sitting or standing options
• Temporary reassignment away from hazardous tasks
• Time off for prenatal appointments

​
You don’t need to know exactly what to ask for—HR and your healthcare provider can help you identify what’s reasonable and medically necessary.

4. Creating a Work Transition Plan- Planning ahead helps both you and your employer. Consider:

• Workload delegation: Identify projects to hand off and colleagues who can fill in.
• Timeline: Pin down your intended leave dates and possible return plans.
• Communication: Keep open lines with HR and your manager, and document important conversations via email.
• Return-to-work strategy: Discuss flexible arrangements like phased return, part-time work, or remote options if needed.

5. Taking Care of Yourself- It’s easy to overlook your own needs while trying to maintain your professional pace. Here’s what to keep in mind:

• Set boundaries: Don’t be afraid to say no to extra assignments or overtime.
• Use your sick and vacation time: This can supplement unpaid FMLA or be used for rest as needed.
• Take breaks: Hydration, snacks, and short walks go a long way in maintaining energy.
• Speak up: If something feels unsafe or unmanageable, talk to HR or your healthcare provider right away.

6. Support Resources

• HR Department: Your first stop for understanding internal policies.
• Healthcare Provider: Can provide medical documentation and advice on safe work conditions.
• Legal Aid Groups: Organizations like A Better Balance and the Center for WorkLife Law offer guidance if you feel your rights are being violated.
• Peer Networks: Join online communities or local mom groups to exchange advice and emotional support.

Navigating pregnancy while working isn’t easy, but knowing your rights and advocating for your well-being can make a huge difference. Employers are increasingly aware of the need to support pregnant workers—not only because it’s legally required, but because it leads to better outcomes for everyone. Remember: you deserve to feel safe, supported, and empowered during your pregnancy—at work and at home. Now that you know your rights as a working parent, next will be planning your parental leave.