When to Stop Working During Pregnancy
It’s common for new moms to take maternity leave after giving birth to allow their body to recover and to bond with baby. But what about during pregnancy? Between morning sickness, back pain, round ligament pain and seemingly endless prenatal appointments, balancing pregnancy and your job can be a real challenge. You’re likely wondering when to stop working during pregnancy—or if you should just stick it out until you go into labor. Read on for expert advice—and real-mom experiences—on signs to stop working during pregnancy and more.
Most women can safely work until they go into labor. “Most pregnant women can perform normal, non-hazardous jobs that don’t involve lifting greater than 30 pounds repetitively,” says Greg Marchand, MD, FACS, FICS, FACOG, an ob-gyn and expert in minimally invasive gynecologic surgery. However, he notes, it’s crucial to make the proper accommodations. “It’s important that pregnant women have the opportunity to sit down when needed, and aren’t forced to be standing for long periods of time.”
That said, the US is famously behind other countries on paid family leave, and our hustle culture tends to leave workers depleted. Your body is already working very hard during pregnancy. If you’re able to take some time off—or just take it easy—you should absolutely do so. With all the added stress pregnancy can bring to your body and mind, stress from work during pregnancy is the last thing you need.
As a mom of two, I worked through both of my pregnancies, although it wasn’t ideal. I’ll never forget trying to push through waves of nausea during an important meeting with executive leadership or having to flip my office trash can upside down so that I could elevate my very puffy feet. Still, I did what many women in the US have to do for their and their families’ financial well-being—I made it work.
Kelley D., a mom of two in Indiana, is a nurse who worked on her feet throughout both of her pregnancies. “I had to take a lot more breaks to sit and rest, and I made sure never to skip meals for the sake of getting my work done,” she says.
In some situations, experts don’t recommend working during pregnancy based on your job responsibilities or environment. “Jobs that work with hazardous chemicals or communicable pathogens may not be suitable for pregnant women,” says Marchand. Jobs that expose you to excessive noise, extreme temperatures, climbing or heavy lifting are also not recommended. If you travel for work, you’ll want to cancel any plans once you reach 36 weeks of pregnancy, as air travel isn’t recommended at this point.
The question of when to stop working during pregnancy is highly individual. If you’re experiencing any concerning symptoms, be sure to talk to your provider, who can help you make the decision about whether you should stop working.
If you have a high-risk pregnancy, your doctor may recommend special accommodations like remote work or taking a leave of absence to protect your health. “Some examples include premature rupture of membranes (water breaking), cervical insufficiency (where the mouth of the uterus is weak and failing), and pregnancies suffering from preterm labor,” explains Marchand, adding, “In these cases, mothers may need to spend most or all of the day resting in bed or reclined.”
Still, Marchand says it’s rare for doctors to put pregnant people and moms-to-be on complete bed rest, as there are risks associated with that as well. And even then, you may still be able to work remotely. “I once had a patient complete many college credits and actually finish her degree while hospitalized for several weeks with a high-risk pregnancy with preterm, premature rupture of membranes,” Marchand says. Of course, this kind of dedication is entirely your decision and isn’t right for everyone. As someone who was also hospitalized and on bed rest due to PPROM, I decided to just go ahead and start my leave—and my ob-gyn was happy to write a letter to help make it happen.
If you’ve decided to work until you go into labor, your signs to stop working during pregnancy will be aligned with signs of labor, like your water breaking or contractions that are coming consistently (between two and five minutes apart), last between 60 to 90 seconds and become more intense as time progresses. Don’t forget that Braxton Hicks contractions can feel a lot like real labor contractions, so before you put up your out-of-office email and shut your laptop, check with your doctor to ensure it’s the real thing.
Again, this is a highly personal decision—and things can change too. “I had planned on working until I went into labor,” says Jillian B., a mom of one in North Carolina, “but after my due date passed and labor didn’t seem imminent, I decided to start my leave anyway because I was tired, uncomfortable and, honestly, just not in the mood anymore.”
Starting your leave before baby arrives may be a tempting option, but there are real-life factors to consider. First, if there’s no medical reason, this may not qualify for a medical leave of absence, so you might have to use paid time off (and if you have a limited amount of PTO hours, this could cause problems down the road when you need time off but don’t have enough time banked). If you don’t have PTO, then taking off early could mean taking unpaid time off, which could have implications on your finances.
Finally, consider whether your job is protected under the Family and Medical Leave Act (FMLA). If your doctor signs a note saying taking off work before baby arrives is medically necessary, then FMLA would apply—but only if you qualify.
“Employees are eligible for FMLA protection if they work for a covered employer, such as a public agency, school or private company with 50 or more employees,” says Daniel Braverman, attorney and chair of the employment department at Romano Law in New York.
Erika Jacobsen White, an employment and civil rights lawyer with Joseph Greenwald & Laake, P.A., in Maryland, explains, “In order to qualify, the worker must be employed at a location where the employer has at least 50 employees employed within a 75-mile radius. For remote workers, this means that they’re covered if they report to and/or receive assignments from an office with 50 or more employees within a 75-mile radius.”
If you do qualify for FMLA, Braverman explains, “[You] can take up to 12 weeks of unpaid, job-protected leave per year for specific family or medical reasons,” which means you start the 12-week clock before baby arrives, you’ll have less job-protected time for maternity leave. However, Braverman recommends checking into your state laws around pregnancy and parental leave as well. “The FMLA is a federal law, [but] some states also have their own version of the FMLA, which may provide greater protection or additional rights to employees.”
If you can’t work during pregnancy and you qualify for FMLA job protection, then you’ll need your doctor to provide documentation that a leave is medically necessary. From there, you’ll need to work with your employer to learn about their leave policies, including whether or not this time off will be paid, as the FMLA doesn’t require employers to provide pay during protected leave.
For employees who aren’t eligible for FMLA protections, Braverman says the Pregnancy Discrimination Act (PDA) “prohibits employers from firing or discriminating against you due to pregnancy or childbirth,” and may offer you some protection if you have to take time off due to pregnancy. Additionally, he says the Americans with Disabilities Act (ADA) is similar to the PWFA in that it requires employers to offer reasonable accommodations if your pregnancy-related condition qualifies as a disability, and medical leave is considered a reasonable accommodation under the ADA.
Depending on where you live, your state may also offer broader protections for pregnant people. If this isn’t an option, Braverman suggests: “Communicate with your employer to explore alternative leave options such as vacation, sick days and short-term disability (if available), or try to negotiate a solution with your employer that protects your job.”
When my water broke at 34 weeks with my second pregnancy, I, fortunately, qualified for FMLA protection, which also allowed me to keep my employer-provided health insurance benefits. My employer at the time didn’t offer paid maternity leave, but I was able to take advantage of my short-term disability coverage and get partial pay for several weeks (short-term disability benefits will vary by plan).
If you’re not necessarily looking to take leave, but need extra accommodations like remote working, White highlights the Pregnant Workers Fairness Act (PWFA), “which requires employers with 15 or more employees to provide ‘reasonable accommodations’ to employees or job applicants with pregnancy-related conditions.”
Under this law, employers are required to provide pregnant employees with “reasonable accommodations,” which White says can include time off, job restructuring, temporary reassignment, time off for medical appointments, adjustments to work stations (such as providing seating options), additional breaks or telework.
Frequently Asked Questions
What are my rights at the workplace during pregnancy?
“Federally, and in all states, a pregnant employee is protected from discrimination on the basis of pregnancy and from retaliation for opposing discrimination or from using any type of protected right—such as leave, time off for appointments or any other reasonable accommodation,” explains Margo Ross Pillischer, a partner and employment law attorney at Ross Scalise Employment Lawyers in Austin, Texas.
Pillischer emphasizes a pregnant person’s right to reasonable accommodations. “A company must reasonably accommodate a pregnant employee for any pregnancy-related issue, so long as it doesn’t impose an undue hardship on the company,” she explains, “The company, at the very least, must engage the pregnant employee in an ‘interactive process’ to determine a reasonable accommodation.”
Can stress from work during pregnancy hurt baby?
According to Marchand, a pregnant parent’s stress will not directly affect baby. “Baby doesn’t feel the stress the mother feels and isn’t harmed by this stress or emotions in any way,” he says. However, how Mom responds to stress could affect baby indirectly. Stress can result in trouble sleeping, loss of appetite (or overeating) and headaches, which can be harmful to a developing baby. Similarly, significant stress can result in high blood pressure in pregnancy, which may increase the risk of preterm labor.
How can I stop working early during pregnancy?
Both White and Pillischer say the first step is to see if you’re eligible for FMLA, and if so, inform your employer that you need the leave. You’ll likely also need a note from your doctor saying that this leave is medically necessary in order to qualify. “You don’t have to disclose all of your medical files to your employer,” says White, “Instead, you only need to provide sufficient information to support the need for leave.”
If you’re not eligible for FMLA, Pillischer says, “Consider whether your condition qualifies you for time off under any other law, such as the [Pregnant Workers Fairness Act].” In some cases, you may be able to negotiate with your employer. When my water broke at 35 weeks with my first pregnancy, I was two weeks shy of FMLA eligibility, but my boss worked with HR and the company’s CEO to keep my job protected and ensure there’d be no lapse in my medical benefits.
How many hours can a pregnant person work?
There’s no legal limit to how much you can work during pregnancy. “Companies must comply with the Fair Labor Standards Act and [Occupation Safety and Health Administration] regulations … when it comes to working hours. Pregnant employees must be permitted to work as long as they’re able to perform their jobs,” says Pillischer. In fact, not only are employers not allowed to limit a pregnant person’s working hours, but White says they also can’t force a pregnant employee to go on leave if other reasonable accommodations are available that would allow them to continue working.
That being said, you may need to reduce your hours for health reasons. “Any hour limitations would typically come from recommendations by a provider, which employers may need to accommodate if it doesn’t cause an undue hardship to the employer,” Braverman explains.
Deciding when to stop working during pregnancy is personal, and there are health, financial, professional and legal factors to consider when making this choice (assuming you have the choice, of course). If you’re concerned about your health, talk to your doctor to see what they suggest, and if you’re worried about your job, talk to an employment lawyer who can help you navigate your unique situation.
Please note: The Bump and the materials and information it contains are not intended to, and do not constitute, medical or other health advice or diagnosis and should not be used as such. You should always consult with a qualified physician or health professional about your specific circumstances.
Plus, more from The Bump:
Daniel Braverman is an attorney and chair of the employment department at Romano Law in New York.
Greg Marchand, MD, FACS, FICS, FACOG, is an ob-gyn and expert in minimally invasive gynecologic surgery, as well as the founder of the Marchand Institute for Minimally Invasive Surgery in Arizona. He leads the Society of Laparoscopic and Robotic Surgeons-accredited fellowship at Steward Health. He earned his medical degree from Spartan Health Sciences University in St. Lucia.
Margo Ross Pillischer is a partner and employment law attorney at Ross Scalise Employment Lawyers in Austin, Texas.
Erika Jacobsen White is an employment and civil rights lawyer with Joseph Greenwald & Laake, P.A., in Maryland. She’s the immediate past president of the Board of First Shift Justice Project, a Washington, DC-based nonprofit that provides free legal services to low-wage working parents and caregivers to help them assert their workplace rights in order to prevent job loss.
Children’s Hospital of Philadelphia, Premature Rupture of Membranes (PROM)/Preterm Premature Rupture of Membranes (PPROM)
Mayo Clinic, Working During Pregnancy: Do’s and Don’ts, March 2024
Stanford Medicine Children’s Health, Work and Pregnancy
US Department of Health and Human Services, National Institute of Child Health and Human Development, Will Stress During Pregnancy Affect My Baby?, March 2023
US Department of Labor, Family and Medical Leave Act
US Department of Labor, Wage and Hour Division, Fact Sheet #28A: Employee Protections under the Family and Medical Leave Act, March 2023
US Department of Labor, Wage and Hour Division, Wages and the Fair Labor Standards Act, March 2023
US Equal Employment Opportunity Commission, Pregnancy Discrimination Act of 1978
US Equal Employment Opportunity Commission, Pregnant Workers Fairness Act
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