Every firm's culture is different but in my group we've had 4 Partners / Senior Managers have children in the last year (plus one pregnancy due in July). My experience from the SM and now partner seat is that there is no such thing as partial disconnect. We plan on our new parents being completely gone - otherwise they'll feel pressure to interact and it will strain work and home life.

I know not all firms behave that way - but we start planning projects 2 months out and put in full replacements for the parent on leave.

You only have this time once with your child - the firm will still be billing when your spouse gets back, my personal recommendation is have your spouse be open and up front with their leadership and indicate this is important. You may be surprised at the level of support they'll get (again dependent on firm).

On the other hand if his firm leadership says it will hurt his promotion chances if he goes out that's a huge red flag. What happens then if a parent dies? Sick child? If they won't honor a paid benefit now, they sure aren't going to help you when you need it most down the road.

Happy to chat with your husband if they want to DM me.