How To Prepare for an Employee’s Maternity Leave

If this is your first time having an employee go..

How To Prepare for an Employee’s Maternity Leave

If this is your first time having an employee go on maternity leave, you may feel overwhelmed. Fortunately, there are ways to make the transition as smooth as possible for your employee and for the workers that stay behind. Here’s how you can prepare your workplace for the new arrangement.

Reevaluate the Company’s Policy for Maternity Leave

After an employee announces that they are pregnant, brush up on the company’s policy and procedures for maternity leave. Then you should meet with the worker to discuss their options. You should also schedule a meeting between the worker and a representative of your business’ Human Resources department. That way, you will have a clear understanding of the worker’s needs and the amount of time they plan to take off, which will help you prepare for their absence.

Provide Accommodations Within Reason

If the employee has a condition that was induced by the pregnancy and it is covered under the ADA, they are eligible for workplace accommodations. However, it is in your best interest to provide accommodations regardless of the employee’s pregnancy status as long as they fall within the boundaries of company policy. 

Examples of workplace accommodations include offering more flexibility for working hours and allowing your employee to work remotely with the appropriate equipment. Seek HR and legal counsel to discuss these possibilities.

Delegate the Employee’s Responsibilities

Ask the employee to create a list of their daily responsibilities. The list should include all of their usual tasks, professional login credentials, and information on current projects and their due dates. If the list is extensive, you can hire a temporary worker through Boston staffing agencies to take on all of the employee’s responsibilities until they return.

If you believe that the team can handle it, you should try to be as fair as possible when splitting up the employee’s workplace obligations so that the workload is shared equally. If possible, the departing employee should train those who are taking on the extra work. This will facilitate an easier transition to the worker’s absence.

Workspace transitions can be stressful for everyone involved. For this reason, it is imperative that you have a work plan laid out ahead of time and that your staff is trained and informed to the best of their ability. Following these steps will minimize confusion and anxiety among your workers and help them thrive in this time of change


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