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I think it really depends on your employer. I would check to make sure you are eligible for FMLA too (if your company employs less than 50 people, they don't have to offer it). Also, at 4 weeks pp, there was no way I would have been able to work even one day a week.

It's my understanding that it's up to your employer to work out that kind of arrangement (it isn't a guarantee) unless it's medically necessary. For instance, I took FMLA when DH had surgery. I was able to take intermittent leave following that in order to drive him to doctor's appointments.

http://www.dol.gov/whd/fmla/fmlaAmended.htm#SEC_102_LEAVE_REQUIREMENT

In my office, they've allowed for new mothers to transition into work by working shorter days or partially from home. For us, it's in our best interests because that's cheaper than hiring a freelancer.

Avivoca is right, it depends on your employer. They can allow intermittent leave, or deny it. Here's a good FAQ on it: http://www.dol.gov/whd/regs/compliance/whdfs28f.pdf

@mrscobee: another thought - most daycares won't take infants until they are at least 6 weeks old, so taking just a month off might not work if your LO will be in daycare.

FWIW, I wanted to go back to work at 4 weeks pp because I had a colicky infant at home who never slept, and physically I felt like I would have been ok to return to work. It would have been a disaster had I been allowed to go back to work, but there are moms who have to go back sooner than 4 weeks, so it's certainly not impossible to do mentally/emotionally/physically. good luck with your decision.

@mrscobee: I know you said the one day per week you were hoping to be at home. But I'm guessing when you'd move to two days a week you'd be using some outside the home care for your LO. If you plan on using a center, the part-time rates are often only marginally less than full-time rates. Just another piece to consider.

An in-home might be more flexible, but I would imagine they'd want to maximize their income potential and prefer a full time kiddo over one that's only paying for 2 days per week.

I know that wasn't the question, but wanted to make sure you were considering it as well.

Not sure what state you're in, but you will want to check out your options re short term disability (through the state or your company)(in CA you can take 4 weeks off before the birth and 6-8 weeks off after the birth depending on vaginal or c-section) and whether your state offers paid family leave/baby bonding (CA offers 6 weeks to all new parents, dads included). FMLA, if you are eligible as PP said, is unpaid job protection that may run concurrently with other types of paid leave (including PTO) or consecutively, whichever your employer designates. As PPs have said, a lot will depend on your employer's policies so I'd make sure to familiarize yourself with those. Good luck! It takes a lot of time to figure it all out

This wasn't for me but someone I know had her maternity leave fall over the changing of the years so it messed with her PTO. She used her vacation/sick days first and had to use them all and then only used part of her FMLA. She used the rest of her FMLA within the year of her baby being born but used it here and there for when the baby was sick or had appointments. But like others have said I think it depends on your employer's policies for that.