Don't Panic! Your Direct Report Is Pregnant. Here's What To Do Now

Picture this:

Direct report: "I'm expecting..."

Many managers: <Awkward silence> while internally thinking, "Oh god, what do I say? I'm so happy for them! Wait, how are we going to cover their work? Can I ask when they're due? Do we have a policy for this?"

Respond like a pro

It's OK not to have all the answers when your employee shares that they are expecting. Using The Mintable's 5 Dimensions of Great Management, here's how to respond like a pro.

#1 - Be Aware

You might feel emotions beyond happiness—fear, anxiety, concern. That’s normal. Process those feelings with someone other than your direct report, like HR or your own manager.

👉 Remember: This is a big moment for your employee. Sharing this news isn’t always easy, and your first response sets the tone for collaboration and success. Be intentional.

Also, this information is confidential until you agree on a plan to share. Always ask permission before looping in HR or others.

#2 - Lead with Care

The only correct first response? Care.

💬 Try this: “Congratulations! I’m so happy for your family. Thank you for sharing this with me.”

Leave the logistics for later.

Build trust and connection before big moments like this. Invest in quality 1:1s and simple weekly check-ins (even a Slack message: “How was your week? (Scale of 1-5)” with a personal response can make a difference).

👉 Remember: You don't have to become a pregnancy or baby expert. In fact, trying to be someone you are not is super cringe-y. The kindest thing you can do? Help your direct report be successful in their role and transition with clarity.

#3 Prepare ASAP

You don’t need all the answers immediately, but you should know where to find them.

• Understand your company’s parental leave policies or, at minimum, know where to get that info.
• Talk with HR to clarify policies and expectations.
• Draft a loose timeline with key milestones (e.g., “I’ll share our policy by [date]” and “We’ll agree on a leave plan by [date]”).

👉 Remember: HR and your manager are important critical partners. Keep them informed and share regular updates to avoid fire-drills. This is also a great way to ensure you and your team are well-supported.

# 4 - Share with intention

Now it's your job to make sure there are clear, 2-way expectations.

• Align on what success looks like for both your employee and the team.
• Keep communication open—your direct report should know when and how to reach you.
• You don’t need to treat them differently, but you do need to be available when they need support.

👉 Remember: Do not comment on how your direct report looks.

#5 - Dare to be there

Advocate for your employee when they’re not in the room.

When hard stuff comes up (because it can around big, life-changing moments like this), a foundation of trust and communication makes all the difference.

👉 Remember: Many managers forget that returning to work is often the hardest part. By then, you may not have spoken in months, and things at work may have changed.

This is your moment to invest in their return, ensuring both of you continue to be successful.