Ask the Business Coach Joyce K. Reynolds is an expert Business Coach who works with CEOs, Sr. Execs, entrepreneurs and countless others providing knowledge, solutions, motivation and support that assist her clientele in successfully meeting workplace challenges. Find out more about Joyce's coaching practice. Telling Employer about Pregnancy Question: I recently got a contingent job offer with the government -- contingent upon passing a very thorough background check. About a month after getting the contingent offer, I got pregnant. I am still going through the background check so I probably will not actually start the job for another 2 months. My question is, when should I tell my new employer the news? Now? Or wait until the security clearance goes through? Erica Answer: While there is no guaranteed 'right time' to inform a potential employer of your pregnancy - whenever it is done - recognize that there are uncertainties in the situation that you will want to be prepared to discuss. As to timing - for women already on the job, it's accepted practice to wait to inform the organization of a pregnancy until after the highest risk time for miscarriage has passed - generally 14 to 20 weeks along. Given your more unique circumstance, this may not be the wise course to follow. While you were not aware of your pregnancy during the interview process, the reality is - if you get the job offer, accept it and don't mention it at all - once informed, your new employer may feel that you were deceptive which could affect you going forward. In order to prevent such a situation, bring up your pregnancy after the job has been officially offered thus preventing your being eliminated on that basis. In other words, conduct all business first and then mention your pregnancy during the final negotiation phase of your interview. Understand, even if unbiased, your new employer will be facing a more challenging dilemma - that a brand new employee will be off the job within just a few months of having been hired and, perhaps, even before being fully trained. While not impossible to overcome, there are a few things you'll want to address in properly handling this situation in a win-win fashion. Recognize that you will not have the advantage of having prior shown yourself to be a productive and committed employee leaving your employer less than knowledgeable about how you will return to the workplace after your baby. It will, therefore, add reassurance if you thoroughly address any potential concerns your employer might have about your leave and your commitment to the company. This might come in the form of reiterating your dedication to your career path and reaffirming your complete interest in the new organization. Whatever form it takes, being proactive will send a message that you are serious about your new job. In that direction, do your best to anticipate your employer's concerns and be prepared to overcome them. Develop a game plan that specifies how long you intend to be off work and how you might prepare the organization for your absence. Whether or not your plan is feasible, it will demonstrate that you are responsible with regard to the job you are about to accept. That you are realistic about the challenges you and your new employer might face - including whether or not you can learn your new job in the five or six months before you leave for the birth and how you will stay current with it during your leave. Finally, keep in mind that while you are entitled to come back to your job after your child is born, there are no guarantees that your exact position will be waiting for you. The more you do to present yourself as well-intentioned and professional during this initial phase, the better your chances of being well-received on your return. Also see: • Ask Joyce your workplace questions • More questions • One-on-one business coaching Disclaimer: The information in this column is intended to provide the reader with general ideas or concepts to be used as part of a broader base of knowledge they collect to determine their own best course of action and solutions most suitable for solving their workplace challenges. The information in this column is not guaranteed to be the appropriate solution for each individual.