You’re staring at that positive pregnancy test, and suddenly your mind starts racing. Between the excitement and the nerves, there’s one question that keeps popping up: when do I tell my boss?
It’s one of those decisions that feels way more complicated than it should be. Do you share the news right away? Wait until you’re showing? Hold off until you absolutely have to?
Here’s the truth: There’s no universal “right time” that works for everyone. Your timeline depends on your job, your health, your workplace culture, and honestly, what feels right for you.
Let’s break down everything you need to know so you can make the best decision for your situation without second-guessing yourself.
Are You Legally Required to Disclose Your Pregnancy at Work?
Here’s the short answer: No, you’re not legally required to disclose your pregnancy in the U.S. Two key federal laws protect pregnant employees:
- The Pregnancy Discrimination Act makes it illegal for employers to discriminate against you because you’re pregnant. You can’t be fired, demoted, or denied opportunities simply because you’re expecting.
- The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for the birth of a child. To qualify, you typically need to have worked for your employer for at least 12 months.
You’re not required to announce your pregnancy the moment you find out.
However, you will need to disclose it when you’re requesting FMLA leave or other maternity benefits, when you need workplace accommodations for health or safety reasons, or when your job involves tasks that could be unsafe during pregnancy.
Outside these scenarios, the timing is up to you. Most U.S. employees work “at-will,” meaning either you or your employer can end the employment relationship at any time.
While pregnancy discrimination is illegal, some people worry about job security when sharing their news. Understanding your rights helps you navigate this with confidence.
When Do Most People Tell Work About Pregnancy?
Wondering what’s typical? You’re not alone in asking. Most people share their pregnancy news with their employer between 12 and 20 weeks.
Many choose to wait until after the first trimester, while others tell earlier if they need accommodations or have visible symptoms.
| Timeline | Why People Choose This |
|---|---|
| 8-12 weeks | Need accommodations early, severe symptoms, safety concerns |
| 12-16 weeks | After the first trimester, I feel more confident about pregnancy |
| 16-20 weeks | Starting to show, planning maternity leave details |
| 20+ weeks | Personal preference, established in a new role, desk job with flexibility |
The first trimester carries the highest risk of miscarriage, which is why many people prefer to wait until around 12-13 weeks before sharing.
This timeline also often coincides with feeling more comfortable about the pregnancy’s progression. That said, timing varies widely by situation.
What works for someone else might not work for you. Your health, job responsibilities, and workplace culture all play a role.
Factors to Consider Before Telling Your Employer
Before you schedule that conversation, think through a few key factors. Your decision shouldn’t be rushed; take time to evaluate what matters most in your specific situation.
1. Workplace Culture and Management Approach
How does your company typically handle family leave? Do you know other colleagues who’ve had positive experiences with pregnancy announcements?
A supportive workplace culture might make you feel comfortable sharing earlier. On the flip side, if you’ve seen pregnant colleagues treated unfairly, you might want to be more strategic about your timing.
2. Your Job Role and Responsibilities
If your job involves heavy lifting, exposure to chemicals, or other activities that might not be safe during pregnancy, you’ll likely need to disclose sooner to arrange modifications.
Desk jobs with flexible schedules might give you more leeway on timing.
3. Health Needs and Appointment Scheduling
Prenatal appointments are non-negotiable. If you’re experiencing morning sickness or fatigue that affects your work.
If you need time off for doctor visits, you may need to share your news earlier than originally planned.
4. Employment Status and Probation Periods
Starting a new job? Still in your probationary period? These situations can complicate timing.
While legally you’re protected from discrimination, some people prefer to establish themselves in a role before disclosing pregnancy. There’s no perfect answer here, just weigh what matters most to you.
If You Need Workplace Accommodations
Sometimes your body makes the decision for you. Severe morning sickness, extreme fatigue, or other pregnancy symptoms might make it necessary to tell your employer sooner than you planned.
You can’t be expected to power through if you’re struggling. Common accommodations employers provide include:
- Modified job duties or reduced physical demands
- More frequent breaks or flexible scheduling
- Temporary reassignment away from hazardous conditions
- Permission to keep water and snacks at your workstation
- Adjusted work hours for medical appointments
Under the Pregnancy Discrimination Act and the Americans with Disabilities Act (in some cases), employers must provide reasonable accommodations for pregnancy-related conditions.
When health or safety is on the line, earlier disclosure protects both you and your baby. It also gives your employer time to arrange coverage or adjust your responsibilities thoughtfully.
When to Tell at the Work If You’re Planning Maternity Leave?
Planning ahead makes everything smoother. FMLA requires that you provide at least 30 days notice when the need for leave is foreseeable. This means you should plan to disclose your pregnancy with enough time to complete the necessary paperwork.
Check your eligibility early. You need to have worked for your employer for at least 12 months and logged 1,250 hours during that period. Not all companies are covered by FMLA either. Only those with 50 or more employees fall under the law.
Many companies have their own maternity leave policies beyond FMLA.
Review your employee handbook or speak with HR to understand what’s available and when you need to submit leave requests. Think about your projects and responsibilities, too.
Telling your employer earlier, say, around 20 weeks or mid-pregnancy, gives everyone time to plan for your absence and train coverage if needed.
Should You Tell HR or Your Manager First?
This is a common question, and the answer depends on your workplace. Here’s how each approach works:
| Tell HR First | Tell Your Manager First |
|---|---|
| Learn about benefits and rights before discussing with the manager | Shows professional courtesy to the direct supervisor |
| Get clarity on company policies and procedures | Allows the manager to plan workload coverage early |
| May feel more formal or procedural | Feels more personal and relationship-focused |
| Best for large companies with structured HR departments | Works well in small companies or close-knit teams |
In smaller companies, your manager and HR might be the same person or closely connected. In larger organizations, there may be formal protocols to follow.
Consider what makes sense given your company’s structure. Whoever you tell first, follow up with written confirmation.
An email summarizing your conversation creates a paper trail that protects you if any issues arise later.
How to Tell Your Employer You’re Pregnant Professionally?
When you’re ready, request a private meeting with your manager or HR. Don’t drop this news in passing or during a hectic moment. Choose a time when you can have a focused, uninterrupted conversation.
What to Share:
- Your expected due date
- When you plan to start maternity leave
- How long do you expect to be out
- Your ideas for managing workload during your absence
What You Can Keep Private:
- Specific health details or complications
- Whether this was planned
- Your childcare plans
- Personal feelings about the pregnancy
Frame the conversation around work continuity. Talk about your plans for managing your responsibilities, when you’ll need accommodations, and how you envision the transition before and after your leave.
After your conversation, send a brief email confirming what you discussed. Include your due date, proposed leave dates, and any accommodations you need. This creates documentation that protects both parties.
When Not to Tell Work About Pregnancy Yet?
Sometimes waiting is the right call. You have every right to keep your pregnancy private during those early weeks. Many people wait until they’ve had key health appointments or reached certain milestones before sharing.
If you’re interviewing for a new position or just started a job, the timing can feel tricky.
You’re not required to disclose pregnancy during an interview, and you can’t be denied a job because you’re pregnant.
However, many people wait until they’ve started the role and proven their capabilities before sharing.
Remember that your pregnancy is personal information. Share on your timeline when you feel ready and with whom you feel comfortable.
Don’t let pressure from well-meaning colleagues rush you into disclosure before you’re prepared.
Conclusion
Here’s what it comes down to: there’s no magic week or perfect script for telling work about your pregnancy. Some people share at 12 weeks, others wait until 20.
Some tell their manager first, others go straight to HR. What matters is choosing the timing and approach that protects your health, respects your privacy, and aligns with your workplace situation.
Trust your gut. If something feels off about your workplace’s response, document everything and don’t hesitate to advocate for yourself. You deserve support during this time, not stress.
Need help figuring out your specific situation?
Drop a comment below with your questions, or share your experience, your story might help someone else navigating the same decision.
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