I think you should tell them now, or at least soon. (Many people don't tell anybody until they get past the 12 week point when the chance of miscarraige is a lot lower.)

First, what if you aren't eligible for paid maternity leave if you've only been there two months?  Second, what if they will really think you were being sneaky or worse?  If you don't say anything before it is unreasonable, people will speculate about your motives and it is never good to have people speculating about you before you even begin work somewhere.  I have learned that a lot of partners really think that first year associates make way too much money, they don't need a reminder that we also have 12-18 weeks of paid maternity leave that they didn't have 20 years ago too.

Also, I would take off as much time as you can.  You don't want to resent your first job because you took too little maternity vacation when, in all actuality you could probably take as much time off as you need.

Finally, and this is just me and it totally goes against everything that this site and feminism stands for, I think it would be better if most people never saw you pregnant.  When you do come to work after taking 12 or so weeks with the baby, you will have the same fresh start as every other first year associate.  Even if people know that you are starting late because you just had a baby, they will still not have the image in their heads of seeing their brand-new hire already one step away from getting off the main road and onto the mommy track.

But I don't think you should be apologetic about it. I'm just starting my law career too, so I can't offer any perspective on how your pregnancy will be viewed by more senior people, but I think that if firms are serious about work/life balance and retaining women, then they need to put into practice what they're claiming to support. I've heard before that a lot of women never make use of the maternity policies because they are made to feel that if they do, it will adversely affect their careers. Unfortunately, I think this situation is one where everyone has to jump or no one will. If everyone uses the policy, then it will be normal, and there won't be adverse consequences. You weren't plotting to get pregnant to get your firm to pay you maternity leave, so I don't think you should act as though you were. You've been hired, you're entitled to the leave, and you should take it, but since there's no reason to be ashamed, you also should tell them right away (holding out only makes it look like you feel like there's something wrong with you being pregnant and taking the maternity leave while coming forward says the exact opposite). Finally, congratulations! What an exciting time for you!

I think this is a particularly tricky question on many, many levels, and just having gone through the same thing, I think it takes some real thought about your goals, personal life, and relationship with the firm.

I am a pregnant 3L as well, although due in June. My hope and plan was to graduate, have the baby, take the February bar, and start work after that, and I have been lucky and fortunate enough because that's what's happening. I'm not taking any maternity benefits or getting anything from the firm until I start work, so basically what I'm doing can be viewed as unpaid leave or a delayed start. I was nervous about telling my firm my plan, and was worried they would want me to start sooner (and since part of the reason we are having a child now is the unpressured time off, that was a concern), or something even less attractive.

I spoke with a lot of friends who are lawyers before I told the firm to get a general reaction. Most thought there would be no problem; one good friend who is a partner at another V10 firm said that my firm was lucky to get me (1) without having to pay maternity leave, and (2) because it's extremely difficult to retain mothers. Having canvassed my friends (which I highly recommend), I reached out to an associate at the firm to get some advice about how I should tell them. Interestingly, this associate was not one of my mentors, and it was a guy. While I had a female partner-mentor this summer who was herself a working mother, I felt uneasy trying to broach this topic with her because I think it's very hard to predict how someone (especially a woman) will react to this kind of news. We had a great professional relationship and I really liked her, and I was worried that coming to her with a "personal" issue would be unwelcomed and lower my professional worth in her eyes. Anyway, the associate I talked with was himself a father and a little older, and we had a good relationship over the summer, so I felt he was someone who would understand my situation a little better. He gave some great advice, and after actually thinking about it, he recommended that I go directly to our recruitment director (rather than speak with another partner, or someone on the hiring committee). And it worked out completely fine.

I guess my main advice is to do a lot of behind-the-scenes inquiry to try to get a sense of what the reaction will be at your firm. Also, I would not bank on receiving maternity benefits--many (most?) firms do not give such benefits until you've worked there at least one year, so read the fine print on your benefits package. I'd also give serious consideration to just delaying your start, rather than stopping and starting so soon, but that might be something to discuss with the firm. Financially it might be difficult to swing (I set aside the money I made this summer to help with this period when I'm not working). Still, I'd also be afraid to promise the firm a quick return to work--while it might seem feasible right now to start work again after eight weeks, many of the new lawyer moms I know make me believe that you might more time than that to adjust to the huge changes in your life, not to mention physically recooperate. I personally know that I want a longer period of time than even the twelve or eighteen weeks that is the going maternity rate for firms, and was willing to do it without pay to get that. But again, I've been very lucky, both timing-wise and with my firm's accomodation of my alternative schedule.

First of all, CONGRATUALTIONS!! I hope you have a smooth pregnancy. I knew two women who were pregnant during the bar: both passed, both have happy babies.

I'm not working at a firm so my perspective on this is limited to second hand accounts, but if you're going in to litigation your firm may not have been planning to bill for your time until right around your due date. I know at least three large national firms start associates in September and just kind of let them hang out until around mid-November, when their annual billable clock starts ticking. The situation seems different for those who have gone in to corporate or specialized litigation teams (tax, bankruptcy, etc.). But if you're general litigation, it may be that you are asking to take leave at the moment the firm is planning to finally make some money from your work. I think Manamana's advice about doing a little research is an excellent one - I would add this issue to the list of questions.

I really appreciate your advice.  I guess I will just go in to the office next week and talk to the recruiting gal to see what my options are.  Luckily, the newly appointed managing partner of the office is a champion for women's issues and has written several articles on balancing motherhood with a legal career, etc, so I feel a little more comfortable with how people will react to my situation (who wants to piss off the managing partner, right?).  But I absolutely agree that I must be up-front and unapologetic about it.  I will let you know what happens!! 

Thanks again!

- Sandy

I'm glad to hear that everyone was helpful, and I hope that everything works out well for you. Don't be afraid to do some canvassing first, which I think cannot be emphasized enough. I'd also forgotten to mention: be flexible. I think I use that word and "reasonable" many times in my conversations with my firm.

Good luck!

Thanks again Manamana.  You brought up a great point about duration of service before maternity benefits kick in.  Here's what I found out: Only a few firms require an employee to be there one year before maternity benefits kick in.  Slightly more require 3 months of service before benefits.  However, the majority have no requirement.  Here's how they do it.  Apparently, there are 2 components to paid maternity leave at firms: a short-term paid medical leave that is 6-8 weeks and covered by insurance, followed by a paid parental leave that is covered by the firm.  So even if a firm requires one year of service, employees who have been there less time would probably still be eligible for the paid medical leave component. It's a great thing you brought it up, though, because it is definitely a consideration in planning the duration of leave. Manamana - do you know if you're having a boy or girl?  How exciting - just a little more than a month to go for you!!  Congratulations! 

Sandy

I went in and talked to the Recruiter at my firm yesterday, and it went fantastically!  She was extremely happy for me, told me that I get the paid 12 weeks (despite the fact that I will be taking it less than 3 months after starting), and that the firm has no problem working with new parents on alternative schedules.  She then went on to rave about all the expecting parents and new parents in the office right now, followed by a theory that there must be something in the water :-)  Soon after I left the meeting, one of the hiring partners called to congratulate me, and to make sure that I understand that the firm is 100% committed to supporting new parents.  He explained the very generous benefits they offer (again), and went on to tell me about some special arrangements they have going on with new parents.  He also described how several new mothers were able to take leave and jump right back in without missing a beat. 

I'm not sure if my firm is an anomaly, or if it is typical.  I also realize that there might be a little "fluff" going on, but the underlying fact is that firms (at least this one) seem to be making a REAL effort toward retaining mothers :-)  I am glad to know that so many people are making it work.  There is no need to feel embarrassed or afraid - as my hiring partner said: "It's a fact of life. ENJOY IT!!!" 

 Sandy

I'm just really really happy there was a supportive reaction. Good luck with everything!

It was really helpful to hear about how you handled things. Congratulations on the new addition to your family!

Congratulations! I've been following this post and commentary with anticipation. Thank you for updating everyone on the outcome and for sharing some of your research. Thanks also to all the posters who shared their information and advice. Those of us reading and wondering really appreciate it!