Let’s be honest—parental leave policies weren’t built with Account Executives in mind.

While more companies are offering paid leave (and that’s a good thing), too many policies fall short for those of us in roles where a huge portion of our income is tied to commissions. And if you're in SaaS, tech, or any high-pressure sales org, you’ve likely seen what happens when someone steps out for leave without a plan: they lose pipeline, earnings, and even status on the team.

It doesn’t have to be this way. You can advocate for a better, more equitable leave experience—and you absolutely deserve to.

Here’s what I want every AE to know when preparing for maternity leave:

1. Know Your Numbers—and Use Them

Start by documenting your performance. Pull your average commission earnings over the last 12 months (or even longer if it paints a more accurate picture), along with closed-won deals, pipeline velocity, and quota attainment.

This isn’t about justifying your leave. It’s about creating a clear, data-backed case for what fair pay should look like while you’re out. If your company doesn’t already offer guaranteed commissions during parental leave, use your historical data to advocate for a "Parental Leave Earnings Average" to ensure you're not penalized for taking the time you need.

2. Push for a Shared Commission Model, Not a Pipeline Dump

Too often, when AEs go on leave, their pipeline is handed off without clarity or fairness. You’ve built those relationships and moved those deals forward. That value doesn’t disappear when you step away.

A best-in-class model splits commissions between the AE on leave and the rep who closes the deal. It acknowledges the work already done while ensuring coverage in your absence. If your org doesn’t have a model like this, suggest one—and be specific. Propose a 50/50 or 60/40 split for deals already in motion.

3. Advocate for Quota Relief and Fair Re-Ramping

Taking time off shouldn’t set you back for the rest of the fiscal year. Yet in many orgs, AEs are expected to hit the same annual quota, even if they’re out for 3+ months.

Ask your manager and HR partner: Will your quota be prorated? What kind of ramp period will you have when you return? Will you receive any inbound support or help rebuilding pipeline?

This is also the time to document and agree upon a re-onboarding plan—what does success look like in your first 30, 60, 90 days back?

4. Get Everything in Writing

It might feel awkward, but putting your agreement in writing is crucial. Whether it’s compensation coverage, deal splits, or quota adjustments—having clear documentation ensures there are no surprises later. This protects you and sets a precedent for the next AE who goes on leave.

5. Ask for Manager Support—and Set Expectations With the Team

Your manager plays a critical role in how your leave is experienced. Are they advocating for you behind closed doors? Are they reinforcing that your deals are still your deals? Are they helping protect your pipeline or reassigning it without your input?

Have a direct conversation. Let them know what you need. And if they’re not sure how to support you? Point them to resources, policies, or even loop in HR early.

6. Don’t Wait Until You’re 38 Weeks Pregnant

Start the conversation early—ideally 3–4 months ahead of your leave. That gives time to plan pipeline coverage, finalize compensation details, and ensure a smooth transition (for you and your team).

Final Thought: You Shouldn’t Have to Fight for This

Advocating for yourself while preparing to have a child shouldn't be another job. But in most sales environments, it is.

That’s why it’s so important to speak up—not just for yourself, but for the other AEs coming up behind you. When you set a precedent, you help make your org a better place for all working parents.

And if your company doesn’t get it? That’s a red flag—and maybe a sign it’s time to take your talents somewhere that does.

Want help creating a parental leave plan that protects your pipeline and your paycheck? That’s what we do at WRK/360. Let’s talk.