As surprising as it may seem, there is no "rule" for announcing your pregnancy to your employer. So how do you go about it? Here are a few tips to help you get rid of this sometimes delicate process.
Announce... when you want (or almost)!
Is it necessary to wait 3 months? Is it wiser to inform your superior from the very first few weeks? Although the question of announcing a pregnancy always arises quickly, there is no legal requirement to do so (at least for employees in the private sector). You are only required to inform your employer, with a medical certificate, of your departure on maternity leave. In reality, you could therefore wait almost 6 weeks before the birth (for a first child) to make the news official at your workplace.
On the other hand, if you are a public sector employee, the legal framework is much clearer: the pregnancy must be announced before the 14th week of pregnancy. It is therefore better to do this at the same time as the declaration to the CAF and the CPAM.
Announcing your pregnancy to your employer: the sooner, the better?
Postponing the procedure does not work in your favour, for two reasons. First of all, announcing the pregnancy allows you to be protected by law. Thus, according to articles L1225-1 and following of the Labor Code, a pregnant woman cannot be dismissed (except in cases of serious misconduct) until 4 weeks after the birth. Similarly, the law authorizes you to request a temporary transfer in case of hardship of your activity and to be absent in case of a compulsory medical examination. Not to mention that some collective agreements allow for significant additional accommodations (working hours reduced by one hour per day, etc.).
Secondly, announcing your pregnancy as early as possible will generally allow you to better reconcile your professional and personal lives. "It is always advisable to wait until the 12th week of pregnancy (14 SA) and the end of the period at risk of miscarriage," explains Véronique de La Cochetière, midwife. "However, once this period has passed, it is better to announce your pregnancy as soon as possible to avoid unnecessary stress (and potentially harmful to the baby) and to see with your employer how your working conditions can be improved (telecommuting, schedule adjustments, etc.)," she continues.
Letter, informal exchange: what form should the big announcement take?
Here again, the law imposes nothing. While an informal interview with your employer may be sufficient, it is generally recommended to formalize the announcement of the pregnancy in a letter, to be sent by registered mail A/R or to be hand-delivered against discharge. Be sure to include the following information:
- a reminder of the law,
- the start and end dates, as well as the duration of your maternity leave, not forgetting the expected date of delivery (EDD).
It is also advisable to enclose a copy of the medical certificate attesting to your pregnancy provided by your practitioner as part of your pregnancy follow-up.
Testimony of Edith, 30 years old: "During my first pregnancy, I worked in a small company where everything, including human resources, was managed in a very informal way. So it seemed natural to announce my pregnancy in a simple discussion with my employer. I bitterly regretted my choice. My boss took advantage of the opportunity to make me feel extremely guilty by saying 'you don't realize what position you are putting us in' or 'I hope you will continue to work seriously until you leave'. I ended my day in tears, convinced that I wouldn't last until the beginning of my maternity leave. For my second pregnancy, I avoided going down four paths with my new employer: a registered letter, an acknowledgement of receipt and everyone continued to maintain effective working relationships!"
