I'm currently navigating a challenging situation at my mid-sized firm, which is set to be acquired in late Q1. I've been with the company for 9 years and my spouse is due to give birth in early Q2, which adds another layer of complexity to my circumstances. I'm seeking advice from HR professionals or anyone experienced with corporate acquisitions, particularly regarding parental leave and job security during this transition. The acquisition is expected to close by the end of March, and while leadership has assured that no organizational changes will occur before then, I know that transition planning is already in motion. They have communicated that annual incentive bonuses will be paid out as usual in mid-March, but I'm concerned about potential layoffs that could happen as part of the acquisition process. I’m eligible for company-paid parental leave that runs concurrently with FMLA and state family leave, and I'm contemplating whether I should formally submit my request for this leave in the first week of January. My main questions are: 1. Would submitting my leave request early in January provide me with any meaningful protection against being laid off? I understand that FMLA doesn’t guarantee immunity from a Reduction in Force, but could having a formal request on record create hesitation for HR before approving layoffs? 2. Is there a risk that disclosing my leave intentions too early could backfire? I worry that it might make me a target during the critical post-merger integration period, or does the risk of retaliation generally discourage leadership from selecting someone who has requested leave? 3. How does a pending parental leave request typically affect severance packages, paid notice periods, and bonus eligibility if a WARN notice is issued before the acquisition closes? I appreciate any insights into how these situations are typically handled behind the scenes during corporate acquisitions.
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