Your bonding time with baby should be free of workplace concerns. If you plan appropriately for your absence as early as possible, you'll get more out of your time off. It's a good idea to put all maternity leave plans in writing for your supervisor and appropriate managers and to make an extra copy for placement in your personnel file.

Planning Ahead for Leave

Lay the groundwork for your maternity leave so there won't be too many questions or crises in your absence. If appropriate for your position, delegate some tasks to coworkers and arrange coverage by others. Find out if your supervisor plans on hiring temporary help to fill in during your absence and prepare training materials and checklists so you won't face a mess upon your return to the office.

According to a 2005 benefits' survey performed by the Society for Human Resource Management, paid paternity leave was offered by only 16 percent of companies polled. If your workplace doesn't offer paid paternity leave, dads may qualify for unpaid time off under the Family Medical Leave Act.

Check and doublecheck that all appropriate paperwork for benefits has been filled out, signed, and sent in well in advance of your planned departure. Maternity leave should be a low-stress time, not one that requires twice-weekly contact with human resources to find out the status of your disability claim.

How Many Weeks?

So just how much, or how little, maternity leave should you take? Certainly the benefits your company provides will play a major factor in your decision. If you have quite a bit of seniority, you may be able to swing an even longer leave by tapping into accrued vacation time. Other factors to consider include:

Money. How much time off can you afford if your maternity benefits are minimal or nonexistent? Don't forget to factor into your equation any money you'll be saving (that is, dry cleaning bills, lunches out, transportation expenses) by not working.

Management. Even though you may be legally within your rights, in some organizations an extended maternity leave may be frowned upon by those above you. Consider what management might think and, more importantly, what kind of priority you should place on their disapproval.

Morale. Are your coworkers and/or subordinates happy and motivated or disillusioned and resentful? Employees who work as a team and feel invested in their workplace are more likely to rise to the challenge in your absence.

Malleability. Does employment have to be all or nothing? Think about offering some creative proposals for extending your leave, such as a reduced part-time schedule or the prospect of telecommuting.

Evaluating your leave options will reveal the pluses and negatives in your company's attitudes toward personal employee fulfillment. If morale is poor and management unyielding, once you've gotten past maternity leave it may be time to consider your work alternatives.