How to Prepare for Unpaid Maternity Leave

Author: Emily Guy Birken / Source: Wise Bread

Back in 2008, when my husband and I were newlyweds just starting to think about having children, I was still working as a high school English teacher. Another teacher in my department had a baby that year, and I was horrified to discover that our school district did not offer paid maternity leave.

Instead, my friend had to save up all her sick days and personal days to equal the amount of time she wanted to take off.

Fast forward to 2010, when I was pregnant with our first child. I found it was exceedingly difficult to save up sick time and personal time, what with all of the prenatal appointments I needed to go to, only some of which I was able to schedule for after school.

Though it’s been eight years since I had my first baby, the options available for paid maternity leave are no better than they were a decade ago. Women are still stuck either returning to work long before they have fully physically recovered, or they must take unpaid time off after their babies are born.

While it’s a crying shame that new parents are in this tough situation in the United States, it’s still on individual mothers to figure out a way to pay for maternity leave. Here is what you need to know about preparing for unpaid maternity leave. (See also: 5 Financial Reasons Paid Parental Leave Is Essential for Moms and Dads)

Understanding FMLA

The Family and Medical Leave Act of 1993 offers new parents (mothers and fathers) up to 12 weeks of unpaid leave to care for a newborn or newly adopted child. FMLA also allows caregivers to take the same amount of time off to help out with aging parents or other family members with a medical need.

What this law does is ensure that your job or an equivalent job will be held for you during your time away to care for a new baby. However, ensuring that you will not be fired for taking maternity leave is the barest minimum of job protection — and fewer people are covered by FMLA than you might realize.

Workers only qualify for FMLA leave if they have worked for the company for more than 12 months, have logged at least 1,250 hours in the past year, and are employed at a location where their company has 50 or more staffers within 75 miles. Only 60 percent of employees meet the criteria and eligibility for leave under FMLA regulations.

Expecting mothers need to make sure they understand whether or not they can even take FMLA leave based on these criteria. Your human resources department can help you determine whether or not your leave will be covered by FMLA.

Even if you are not covered by FMLA, there is no need to panic. Many employers will be happy to let you take the time you need and hold your job for you, even if you are not covered by FMLA. Talk with your employer so you know what to expect. (See also: The 29 Companies With the Best Maternity Benefits)