Parental Leave Policies: Rules and Options

Pam Morton • April 11, 2025

Developing a Policy

An inclusive parental leave policy can signal that you care about your team's happiness, which helps retain workers, which in turn boosts your company's bottom line. So even though offering paid parental leave as part of your employee benefits package costs money, the price of losing top talent, which could ripple across your company and damage your reputation, is well worth the investment.

Paid parental leave is already available to federal employees, while nongovernmental companies with 50 or more employees are required to comply with the Family and Medical Leave Act. The FMLA requires that companies give new parents 12 weeks of unpaid leave during a 12-month period before or after a child's birth, adoption or foster care placement. Employees must have worked 1,250 hours prior to requesting the leave.


But for many people, three months without a paycheck is not financially feasible. Additionally, employees in companies with 49 or fewer employees are not covered by the FMLA.


Therefore, your company may want to write its own policy.


Developing a policy


Here are some tips for developing your own leave policy:

  • Don't assume your policy has to follow anyone else's; let your team be creative. Instead of 12 weeks of paid leave, your company might offer:
  • A small portion of paid leave, with the balance to remain unpaid.
  • The chance to elect a three- or four-day workweek, with one or two days off.
  • The option to postpone leave until the employee's co-parent's leave ends.
  • A leave-share program in which parents who work for you give their leave to their partners who do not have leave coverage from their employer.
  • Define who gets to take advantage of parental leave (and ask what happens if both parents work for your company). You might define "parent" as:
  • A biological mother or father, gender-neutral partner, or same-sex partner
  • A stepparent
  • A foster parent
  • An adoptive parent
  • Create a transition program to help new parents return to work, which will increase the odds that they will. (The FMLA stipulates that employees are entitled to return to their previous position or to an equivalent role with the same pay and benefits.) Consider:
  • Sponsoring an in-house or community-based parental mentoring program in which parents who have already returned to work mentor parents-to-be or new parents on questions related to juggling parenting and career.
  • Allowing new parents to work from home or work part time, easing their way back to a full-time schedule.
  • Because every family is different, be sure the policy's language and rules apply regardless of gender, sexual orientation, or family composition or structure.


Above all, be sure to tell your employees that you encourage parental leave. Your leave policy should be included in your employee handbook and updated periodically.


As a final step, refer to the Bipartisan Policy Center guide to determine whether your state has a stricter parental leave policy that supersedes other leave regulations.


Copyright 2025 Industry Newsletters


By Pam Morton April 1, 2026
When people sign up for a new health insurance plan—whether it’s an employer-sponsored plan or one purchased through the Affordable Care Act (ACA) exchange—they are often confused about when coverage starts, what services are covered, and how much they will need to share in the cost of care. The Kaiser Family Foundation recently compiled a list of seven takeaways from stories about people who ended up paying large out-of-pocket expenses for medical care. Reviewing these tips can help health plan enrollees better understand their coverage and avoid unexpected financial surprises. 1. Most insurance coverage doesn’t start immediately Many new plans include waiting periods, so it’s important to maintain continuous coverage until your new plan takes effect. Usually, health insurance starts on the first of the month and ends on the last day of the month. There are special circumstances when someone loses job-based health coverage. In that case, they may elect COBRA or purchase a plan through the ACA marketplace. With COBRA, once payment is made, coverage applies retroactively—even for care received while someone was temporarily uninsured. Losing employer coverage qualifies someone for an ACA Special Enrollment Period , which generally allows them to enroll in a Marketplace plan up to 60 days before or 60 days after their employer coverage ends. If someone enrolls before their job-based coverage ends, their new plan can usually begin right away and help prevent a gap in coverage. If someone enrolls after their job-based coverage ends, Marketplace coverage usually begins on the first day of the month after enrollment, so they could experience a short coverage gap before the new plan starts. 2. Check coverage before checking in Some health plans include restrictions that may not be obvious at first. These restrictions can affect coverage for services such as contraception, immunizations, and cancer screenings. Before receiving care, enrollees should contact their insurance company (or for job-based insurance, their human resources or retiree benefits office) to confirm coverage. Ask whether there are exclusions for the care you need, whether there are limits per day or per policy period, and what out-of-pocket costs you should expect. 3. “Covered” doesn’t always mean insurance will pay right away It’s important to read the fine print about network gap exceptions, prior authorizations, and other insurance approvals. These requirements may apply only to certain doctors, services, or dates. In addition, even if a service is covered, the insurance company may not pay for it until you have met your deductible or other cost-sharing requirements. 4. Get estimates for non-emergency procedures Before scheduling a non-emergency procedure, patients may be able to compare prices among different providers. Request written estimates whenever possible. If the cost seems too high, it may be possible to negotiate the price before receiving care, or find an alternate provider. 5. Location matters The cost of care can vary significantly depending on where services are performed. For example, if blood work is required, ask your doctor to send the order to an in-network lab. Sometimes a doctor’s office affiliated with a hospital system will automatically send samples to a hospital lab, which may result in higher charges if the lab is out of network. 6. When hospitalized, contact the billing office early If you or a loved one is admitted to the hospital, speaking with a billing representative early in the process can help prevent confusion later. Consider asking questions such as: Has the patient been fully admitted, or are they under observation status? Has the care been classified as “medically necessary”? If a transfer to another facility is recommended, is the ambulance service in-network—or can one be selected? 7. Ask for a discount Medical charges are often higher than the rates insurers typically pay, and providers frequently expect some level of negotiation. Patients may also be able to negotiate their own bills. In addition, uninsured or underinsured patients may qualify for self-pay discounts or financial assistance programs such as charity care. If you need assistance with your health insurance in California, contact Benefits By Design Insurance Services in San Diego. www.benefitsbydesignca.com or email admin@benefitsbydesignca.com.
By Pam Morton October 26, 2025
Here Is What You Need to Know
By Pam Morton October 3, 2025
How Might This Effect Me If I Get My Health Insurance Through Covered California?
By Pam Morton October 3, 2025
Know The Changes
By Pam Morton September 4, 2025
A Real Life Example
By Pam Morton September 3, 2025
When Travel Insurance is Recommended
By Pam Morton August 2, 2025
What Employers Need To Know
By Pam Morton August 2, 2025
What to consider when purchasing dental insurance
By Pam Morton July 19, 2025
Want to Save Money on your Health Insurance? Ask Pam.
By Pam Morton July 18, 2025
Are You A Small Company That Does Not Have An HR team? We can help!
Show More