Tip Tuesday: Six Ways Employers Can Help Prepare Expecting Parents
January 17, 2023

Expanding leave benefits for expecting parents can be great – but overlapping federal, state, and employer-provided policies can confuse the uninitiated. Is your HR department ready to answer these questions?

  • How much time off can I take?
  • How much leave is paid versus unpaid?
  • Do I have to use my sick, vacation, or PTO?
  • What information do I need to submit – and to whom – for my leave to be approved?
  • Can I take off sporadically or work part-time instead of taking off all at once?
  • When does my right to take leave end?

Below are six tips to make sure everyone is prepared for the big day:

  1. Review your employer-authorized pregnancy and parental leave policies to determine whether they are consistent with your current values and culture.
  2. Assess all your work sites and determine whether any are located in states with special pregnancy or parental leave laws. (Examples: New York, New Jersey, DC, California)
  3. Assess all your work sites and determine if you are a covered employer and have any covered work sites under the FMLA.
  4. If you operate in jurisdictions that have government-mandated pregnancy or parental leave laws, research the laws and determine how they apply to your employees. (Pro tip: Depending on your organization’s size, this could be a Herculean task. It may be worth hiring a competent consultant or attorney to ensure you have the most up-to-date information)
  5. Draft leave policies that incorporate all this information.
  6. Draft fact sheets for each jurisdiction. This way, your employees – including those in HR! – don’t have to second-guess what information applies to their situation.
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