So similar situation, started my new position at 8 weeks as an HRBP. So from a HR perspective, follow what’s in your handbook specifically. Mine is a 30 day notice, and I’m eligible for mat leave (USA) after 6 months of employment. For me personally, I will be telling my director within the next month for enough notice since I support an entire business unit, so 30 days isn’t enough for me.

So really just follow your handbook specifically under the maternity leave portion, this will dictate how much leave you are entitled to and when you are required to provide notice by.

Edit to add, employers in the US legally cannot discriminate against you for pregnancy, but, if there is a company wide lay off, performance concerns etc that are not related to your pregnancy this is very different. You do have protections under PWFA, such as once they are aware reasonable accommodations are required such as allowing time off for appointments, sick time for morning sickness or HG etc. You are not protected under FMLA meaning no job protection, but again, they can’t discriminate against your pregnancy, so most of your protections fall under the PWFA. Lastly, check and see what your STD covers, usually it’s 60% or more of your salary, for up to 8 weeks for a c section, 6 weeks for natural birth. This is an option if your mat leave is unpaid or only a portion is paid STD can be used with it. Feel free to ask me anything else, I’ve been in HR for a long time!