how to deny maternity leave extension

[Anonymous]

I'm at a very small employer with 5 employees and no HR department. One of my direct reports is scheduled to return from maternity leave soon and she just announced that she's taking several additional weeks using her accrued vacation. She had a fully paid 12 week leave which was difficult for us given our small size and the additional weeks are a burden to the office and other employees who have been covering for her. On one hand I understand that she is entitled to use vacation days but on the other it seems like the wrong time to do so. Can you help me with the words to explain this to her?

[Anonymous]

Anonymous wrote:I'm at a very small employer with 5 employees and no HR department. One of my direct reports is scheduled to return from maternity leave soon and she just announced that she's taking several additional weeks using her accrued vacation. She had a fully paid 12 week leave which was difficult for us given our small size and the additional weeks are a burden to the office and other employees who have been covering for her. On one hand I understand that she is entitled to use vacation days but on the other it seems like the wrong time to do so. Can you help me with the words to explain this to her?

If you want to retain her as an employee, and her her continued loyalty, don't obstruct her extended maternity leave. If she accrued the vacation, she's entitled to use it. And try to have a little compassion for a woman who is probably finding it difficult to plunk such a small baby into daycare. She'll be resentful if she feels you're not supportive. If I were her, though, I'd reserve half of that accrued vacation time to account for the days her baby will be sick once s/he starts daycare.

[Anonymous]

I recommend a phone call and then documenting in email. I'm assuming others also have to get vacation requests approved, like you wouldn't let 3 people be out the same week.


"Jane, unfortunately I'm not able to accommodate the timing and length of that vacation request. You of course are entitled to use your vacation time, but the timing has to be approved to fit with the nerds of the business and the rest of the team's schedule. I have a couple of ideas for how we could find a schedule that works for everyone, but it would be really helpful to know what made you request the extended leave. That way maybe we can find a solution that works for everyone."

Then see her reaction. I'm thinking you could:
- Offer her to use them in partial days
- Offer an ease in period of working 2 days the first week, 3 days the next week, 4 days the week after that, etc
- Give her the windows of time it will work for her to take vacation
- let her go "part time" for several weeks, maybe working 3 or 4 days a week

Try to get to the root of her issue. She may be having child care issues, but has something lined up for 3 weeks from now. That will mean a different option will be appealing to her than if she is just trying to use up her vacation time before she quits vs if the baby has some doctors appointments vs if her spouse is traveling for work vs she just wants a longer time off and so on.

[Anonymous]

What does your vacation policy say? Most say that you need prior approval. If you really need her back, perhaps offer a 1 or 2 week extension.

[Anonymous]

Anonymous wrote:
If you want to retain her as an employee, and her her continued loyalty, don't obstruct her extended maternity leave. If she accrued the vacation, she's entitled to use it. And try to have a little compassion for a woman who is probably finding it difficult to plunk such a small baby into daycare. She'll be resentful if she feels you're not supportive. If I were her, though, I'd reserve half of that accrued vacation time to account for the days her baby will be sick once s/he starts daycare.

She had a FULLY PAID 12 week leave at a company that wasn't even required to offer unpaid time or hold her position. Come on. There's a limit to what smaller employers can do, and they have already gone above and beyond.

Shes entitled to use the vacation, but not at any time if it doesn't fit with the business needs. I imagine some of the other 5 employees would like some time off this summer too after covering for her.

[Anonymous]

Realistically, she's not going to be at her best right now. You're better off letting her take a longer time off while she is exhausted and sleep deprived and likely going to have to deal with pumping than having her use her vacation later when she's actually sleeping through the night.

Seriously, it's better off for everyone to just let her use the time she has accrued this way if that's what she wants to do.

[Anonymous]

Anonymous wrote:I recommend a phone call and then documenting in email. I'm assuming others also have to get vacation requests approved, like you wouldn't let 3 people be out the same week.


"Jane, unfortunately I'm not able to accommodate the timing and length of that vacation request. You of course are entitled to use your vacation time, but the timing has to be approved to fit with the nerds of the business and the rest of the team's schedule. I have a couple of ideas for how we could find a schedule that works for everyone, but it would be really helpful to know what made you request the extended leave. That way maybe we can find a solution that works for everyone."

Then see her reaction. I'm thinking you could:
- Offer her to use them in partial days
- Offer an ease in period of working 2 days the first week, 3 days the next week, 4 days the week after that, etc
- Give her the windows of time it will work for her to take vacation
- let her go "part time" for several weeks, maybe working 3 or 4 days a week

Try to get to the root of her issue. She may be having child care issues, but has something lined up for 3 weeks from now. That will mean a different option will be appealing to her than if she is just trying to use up her vacation time before she quits vs if the baby has some doctors appointments vs if her spouse is traveling for work vs she just wants a longer time off and so on.

Agree with this. Also, keep in mind that, depending on her financial situation, she may be right on the line of returning to work or staying home and not being able to take an extra week or two may push her to not return at all. I think it's perfectly reasonable for you to not be able to accommodate her request but be aware that the alternative may be her not coming back at all and you being shorthanded for however long it takes for you to hire a replacement.

[Anonymous]

I bet she never comes back. I would start looking to replace her. ~Another small business owner

[Anonymous]

wow! I also work at a small company and only got 6 weeks and paid 1/2 my salary, which was generous b/c my boss didnt have to cover anything. I then used 2 weeks vacation which I told him upfront so he knew I would be gone 8 weeks total.

I think you need to document everything in writing. Could you make her an offer to take 1 more week but then do 1/2 weeks or something like that?

[Anonymous]

Anonymous wrote:I bet she never comes back. I would start looking to replace her. ~Another small business owner

+1 Do you pay out unused vacation?

[Anonymous]

Anonymous wrote:I bet she never comes back. I would start looking to replace her. ~Another small business owner

+1

[Anonymous]

She could have PPD or other health problems. I agree with the posters who suggested you see if you can come up with a compromise plan that works for her but relieves some of the pressure on other employees. Could you get a temp to cover any of her duties?

[Anonymous]

She aint never coming back. BTDT.

[Anonymous]

I think you should probably consider the pros and cons in the longer term. If your concern is the workload of other employees, consider that hiring someone new and training them will likely take longer than waiting until this employee's maternity leave is over.

I'd also see if there are ways to resolve her concerns with your concerns. Normally I'd say that you shouldn't ask WHY she wants to extend things, but I think in this case, it's pretty relevant. If she's not able to find childcare for that 3 week gap (which happened to me with my first), that's a different issue than just not wanting to come back.

[Anonymous]

Anonymous wrote:Realistically, she's not going to be at her best right now. You're better off letting her take a longer time off while she is exhausted and sleep deprived and likely going to have to deal with pumping than having her use her vacation later when she's actually sleeping through the night.

Seriously, it's better off for everyone to just let her use the time she has accrued this way if that's what she wants to do.

This. Let her take it. You made it 12 weeks. What's another 2 or so.