You sit at your desk, your hand absently drifting to your still-flat belly, and the thought keeps circling: When will I finally say it? The conversation with your boss is approaching, and to be honest, it makes your heart race a little. But the good news is: You are not alone with this feeling – and there is a way that feels right and secure.

Why Week 14 is the Golden Moment

Legally, you are not obliged to say anything. You could theoretically stay silent until just before the birth – but that would be neither practical nor fair. The 14th week of pregnancy is considered an ideal time because the critical first twelve weeks are behind you and the risk of miscarriage has significantly decreased.

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By now, you’ve likely also completed the first-trimester screening and know that everything is going well. Additionally, it allows your employer to plan in advance – for holiday coverage, project handovers, and maybe even searching for a substitute. This demonstrates professionalism and makes things easier for everyone involved in the coming months.

The Advantages of Early Disclosure

  • Protection starts immediately: As soon as your employer is informed, the protective provisions of the Maternity Protection Act apply – protection against dismissal, work hour regulations, risk assessments.
  • Planning security: Your team can prepare for your absence; projects are redistributed in time.
  • Less stress: You no longer have to sneak off to the doctor or hide your nausea.
  • Foundation of trust: Openness creates a good basis for collaboration in the coming months.

How to Prepare for the Conversation

A little preparation eases the nerves and gives you confidence. You don't need to memorize a script, but having a few key points helps immensely.

What to Have Ready

  • Medical certificate: Your employer may request proof of your pregnancy and the expected due date – have your gynecologist or midwife issue this.
  • Your appointments: Note down the estimated due date, when maternity protection begins (normally 8 weeks before birth), and how long you wish to take off afterwards.
  • Your wishes: Think about whether you want to work part-time, work from home, or avoid certain tasks.
  • Open projects: Consider how your current tasks can be handed over.
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The Right Setting

Request a personal one-on-one meeting – no hallway chats, no emails. Choose a time when both of you are not rushed. Monday mornings or Friday afternoons are usually less ideal than a quiet Tuesday or Wednesday morning.

The Conversation Itself: Clear, Friendly, Professional

You don’t need to justify yourself or apologize – pregnancy is something wonderful and completely normal. At the same time, you may show that you keep business interests in mind.

A Possible Conversation Opener

"I have some wonderful news: I am pregnant and expect my baby on [date]. I wanted to inform you in good time so we can plan together how to shape the coming months."

Then you can get specific: When does maternity protection start? How do you envision the handover? Are there any health restrictions that need to be taken into account right now?

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Possible Reactions and How to Handle Them

Most employers respond positively and congratulate you. Some may be surprised or worried about work organization – that is human. Stay calm, show understanding for the business situation, and emphasize your willingness to collaborate.

If you encounter rejection or inappropriate reactions: You are legally protected. Don't let yourself be intimidated and seek support from your union or a counseling center if needed.

Your Rights: What Applies to You Now

From the moment your employer knows about your pregnancy, extensive protection regulations come into effect. These are non-negotiable – they are your rights.

  • Protection against dismissal: During pregnancy and for 16 weeks after the birth, you cannot be dismissed (in Switzerland).
  • Work hour regulations: No night or Sunday work, no overtime on request, sufficient breaks.
  • Dangerous activities: Your employer must assess whether your workplace poses risks (heavy lifting, chemicals, infection hazards) and protect you accordingly.
  • Doctor’s appointments: You are entitled to take time off for check-ups.
  • Maternity protection: 8 weeks before and 8 weeks after the birth (in Switzerland) – during this period, there is a work prohibition with continued payment.
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What Your Employer Must Do

Your employer is required to inform the labor inspectorate in writing about your pregnancy. Additionally, they must conduct a risk assessment of your workplace and make necessary adjustments – whether through redesigning the workplace, transferring you to another position, or granting leave with pay.

After the Conversation: Next Steps

Congratulations – you've done it! Now it's about collaboratively shaping the upcoming months.

Document Everything

Keep important agreements in writing: When does your maternity protection begin? How long do you want to take off afterwards? What handovers are planned? A short confirmation email after the conversation clarifies things for both sides.

Stay in Communication

Your needs may change throughout your pregnancy. Perhaps you suddenly need more breaks, want to start maternity leave earlier, or wish to work from home. Communicate openly – most employers appreciate this and will work together with you to find solutions.

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Inform Your Team

When and how you inform your team is your decision. Some may want to tell everyone right after the conversation with the boss, while others may wait a few weeks. Trust your gut feeling – in the literal sense.

Frequently Asked Questions

Do I have to tell my employer that I am pregnant?
No, there is no legal obligation. But as soon as you say it, you benefit from legal protection. At the latest when you wish to apply for maternity leave, you will of course have to inform them.

What if I am in the probation period?
Even during the probation period, protection against dismissal applies from the moment your employer knows about your pregnancy. A dismissal that occurs afterwards is invalid.

Can my employer ask about my future plans?
Yes, they can ask how long you would like to take off and whether you want to return afterwards. However, you do not have to make a final decision yet – many things get clarified only after the birth.

What if I feel discriminated against?
Discrimination based on pregnancy is prohibited. Contact your HR department, works council, union, or equality office. You don't have to go through this alone.

The conversation with your employer is an important step – and when you have it behind you, you will breathe a sigh of relief. You have the right to protection, respect, and support. And you have the strength to stand up for yourself and your baby. All the best for this special conversation!