FMLA and unassisted birth, is it even possible?

DId you know you can take FMLA when having an unassisted birth? Learn more on the blog.

One of the most important questions when having an unassisted birth and working in the corporate world is how to take time off and know your job will be there when you come back. This is known as Family Medical Leave Act of (FMLA) and it allows you to take 12 weeks off after the birth of your child. If any or what amount of time will be paid to you will be determained by HR. It is important you reach out and get all the information you need.

Where to start your research?

I recently went to my community of families and asked how one would go about applying for FMLA if they were going unassisted and no one really knew. When searching the group achieves and didn’t really find anything other than the “contact your HR department” which granted is great information but I am the type of person who likes to be prepared when I make a call.

Turning to a Google search and again was left empty handed so either I am the only one in corporate America thinking to have an unassisted birth or no one else has ever thought to share the information they have. I will warn you it took about 6 calls to gather all the information I needed because no two departments speak to each other or share information.

You’ll want to call your HR department and asking how to file a FMLA claim for pregnancy. The HR representative may advise you of either the steps to take or if they use a third party for the claims you’ll be provided their contact information. Before you let HR go make sure to also ask them how much time you will be able to take paid, and unpaid. You may also ask about the pay rate in case it is different and if you have insurance with the company how that will be paid while you are out.

My company uses Liberty Mutual for the FMLA claims so I will be providing the information I collected from them. Use this as a reference but again make sure you make your own call as it may vary.

Does an unassisted birth qualify?

The short answer is yes but the process is a bit different.

The representative advised that when you have a typical pregnancy and file a claim you can take your leave if your provider feels you need bedrest sooner. The fine print is you have to sign a waiver for them to have access to your medical information. That was a big heck no for me.

Honestly, why would anyone be ok with the company they work for having access to their medical information? I can’t possibly be the only one who feels uncomfortable for that idea. When I asked what happens when it is an unassisted birth I was told that I wouldn’t be able to take any time off until the birth.

That I am ok with. Of course, if there are signs to transfer I would and at that point the leave would start when needed.

Starting FMLA

One month before my estimated due date (EDD) I will need to call and file the actual claim. At that point paperwork will be sent to me and once I have given birth and have a birth certificate I would send everything back in. I did confirm once you call and let them know you have given birth your pay will kick in. For my company and because of the short term disability coverage I have I am able to take 6 weeks off. The first week is not paid unless you use vacation or sick days after which point the short term disability will kick in.

I am still able to take the rest of the time off to complete the 12 weeks covered under FMLA but those will be unpaid. Imagine that only have 6 weeks to bond with your new baby, to build a breastfeeding journey. How is it even possible.

Join me next time on the blog entitled “What’s up with our maternity leave”. We will dig in with the barely there maternity leave in the United States and try to figure out ways to get our government to see the need for change.

Have you taken your FMLA leave and had an unassisted birth? I’d love to hear your story.

Tell me what you think

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