The common human mind and physique will do higher with six months of go away. However, is your human mind and physique being paid for that point away? And, even when so, is your employer (and are your colleagues) supportive of six months in a tradition that, by legislation, has normalized 12 unpaid weeks as “sufficient?” These are huge questions to contemplate, and I’d be irresponsible to share the essential analysis with out additionally telling you to consider how these different bias-driven elements might make issues onerous all the identical.
So, if the monetary piece of the puzzle is okay for you, however you’re in a office the place the considered six months makes folks do a bizarre factor with their face while you say it, I encourage you to do three issues:
1) Read up and internalize the entire good information and analysis that backs up 6+ months so you possibly can broadcast that message to any doubters and see it as a energy to push issues towards what’s proper and truthful for all (this report from Brigid Schulte and group at New America is loaded with compelling proof).
2) Talk about your future at your employer—tasks which might be on the horizon for after your go away, your long-term profession development—so that folks see, clearly, that you just’re dedicated to staying.
3) Insist that your associate additionally take some go away. I do know you’re pondering, but when I’ve six months do they even want go away? Yes. Because in the event that they don’t have it, the hole between their non go away and your humane six months may set you up for uneven co-parenting for the lengthy haul. By six months, belief me, you may be actually good on the child stuff, and in case your associate isn’t as properly, you threat turning into the default main father or mother, which makes going again to work (or simply arm wrestling over who’s staying dwelling when the daycare floods) a lot, a lot more durable.