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While extant research has outlined a list of strategic factors that might pressure organizations to adopt family-friendly programs, little work has been undertaken to develop a systemic understanding of what and how certain workgroup climate might motivate employees to announce their state of pregnancy (in contrast to concealment or delayed disclosure), and utilize the organization's on-leave benefits in a more extensive manner. Considering the persistent 'implementation gap' of family-friendly policies, the question of how such organizational initiatives become widely utilized may depend on how employees resolve their relational and professional uncertainties upon revealing their expected motherhood at work and requesting postpartum leave of absence. In this context, the present paper proposes team-level organizational justice climate as an antecedent of female employees' early pregnancy disclosure and the extensiveness (i.e., duration) of their subsequent maternal leave of absence. Under the overarching framework of uncertainty management model, dual-mediating mechanisms are proposed in such a way that pregnant employees will utilize the presence of positive team-level justice climate levels toward resolving perceived job insecurity while enhancing their sense of in-group belongingness, thereby alleviating the concerns of professional and relational uncertainties, respectively. [ABSTRACT FROM AUTHOR]