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As of , many states are adding paid leave laws that require employers to provide paid or unpaid sick leave as well as parental leave.

Please check your states labor law website for additional details. For example, as of , those employing workers in Wash D.

Here are some updates since the article was written according to SHRM. This article was so helpful, Laura — thanks so much for sharing all the info, links, and templates.

Very much appreciated! Hi Lauren—are you seeing a push for calling the leave a parental leave vs maternity leave for non fmla leaves to prevent discrimination?

However, we do have an article and leave template that covers daddies too. Perhaps we need to write a generic article on non-FMLA parental leave to prevent discriminating against either female or male gender, especially since these leave policies apply to adoption of a child, which can be done by a person regardless of their gender identification.

Thanks for your thoughtful question! I appreciate your article so very much, and thank you! Would you happen to have any guidelines on an HR plan if an employee goes into labor while at work?

Would you be able to direct me anywhere to find some resources on how to prepare? It should include what to do in a medical emergency like your employee going into labor as well as what to do in case of a fire, national disaster, weather incident, public safety incident, etc.

The responsibility for planning for a labor issue is on the employee, not the business. The business should have an emergency response plan for all kinds of health and safety emergencies.

You must be logged in to comment. Click a "Log in" button below to connect instantly and comment. Sign up to receive more well-researched small business articles and topics in your inbox, personalized for you.

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Learn More. Some States Have Additional Parental Leave Requirements While there is no federal law requiring parental leave for businesses with fewer than 50 employees, your state may have additional laws that you are obligated to comply with.

Paid Maternity Leave is Not Required There is no federal or state law that requires any company regardless of size to pay for parental leave.

To be eligible for these benefits: You must have worked full time for ABC Company for a minimum of 12 continuous months.

You are in good employment standing with ABC Company i. We ask that you request leave a minimum 30 days in advance if possible.

If this is not possible, please place your request ASAP once you become aware of it. You may request up to weeks of additional unpaid leave.

Total maternity leave time should not exceed 16 weeks. We will continue to cover your health insurance premiums during your maternity leave given that you do return to work for ABC Company as previously agreed upon.

The benefits are as follows: Up to 12 weeks of unpaid leave. We will continue to cover your health insurance premiums during your leave time given that you do return to work for ABC Company.

This is an added benefit that has true value during unpaid leave. Phase 1: Employee Working While Pregnant Source: WorkingMother.

State Difference from Federal Maternity Leave Law California Employers with at least five employees must give employees a reasonable period of leave generally 6 to 8 weeks for disability relating to pregnancy, childbirth, or related conditions.

This period is not to exceed four months. Learn more here. District of Columbia D. Employers with at least 20 employees must allow eligible employees to take up to 16 weeks of family leave plus 16 weeks of medical leave in any month period; employee must have worked at least 1, hours in the past 12 months.

Learn more here or download the poster. Hawaii Hawaii employers must allow employees who have worked at least six months to take four weeks of unpaid leave while they are disabled due to pregnancy, childbirth, and related conditions.

All working women are eligible; company size does not matter. Iowa Employers with at least 4 employees must allow eligible employees to take time off for disability relating to pregnancy, childbirth, or related conditions.

Unless the employee is otherwise entitled to sick leave, disability leave, or other time off, the employer must allow the employee to take leave for the period of time she is unable to work, up to 8 weeks.

Kansas Kansas does not require private employers to have a maternity policy. However, if an employer does offer leave to care for a newborn, the state antidiscrimination law would most likely be interpreted to require that the leave be offered to both male and female employees.

Kentucky All employers must allow employees to take time off for the placement of an adoptive child.

Employees are entitled to take reasonable personal leave for this purpose, not to exceed 6 weeks. Louisiana Employers with more than 25 employees must give eligible employees time off for disability relating to pregnancy, childbirth, or related conditions.

Employers must provide up to 6 weeks off for normal pregnancy and childbirth, and up to 4 months off for more disabling pregnancies. Maine Employers with more than 15 employees must give eligible employees up to 10 weeks off in a two-year period for the birth or adoption of a child.

Maryland Employers that provide paid parental leave following the birth of a child must make the same amount of leave available to adoptive parents.

This law applies to employers with 15 employees or more. Massachusetts Employers with at least 6 employees must give eligible employees up to 8 weeks off for the birth or adoption of a child.

Minnesota Employers with at least 21 employees must allow eligible employees to take up to twelve weeks off for prenatal care, pregnancy, childbirth, and bonding with a new child.

Bonding leave is available to biological and adoptive parents, but must be taken within 12 months of the child's birth or adoption.

To be eligible for leave, the employee must have worked at least half-time for the employer for 12 months prior to the leave request. Montana All Montana employers must allow employees to take a reasonable leave of absence for pregnancy.

New Hampshire Employers with at least 6 employees must allow eligible employees to take time off work if they have a disability relating to pregnancy, childbirth, or related conditions.

Employees are entitled to be restored to the same or a comparable position when they are able to return to work, unless business necessity makes this impossible or unreasonable.

New Jersey New Jersey has a state temporary disability program, which pays eligible employees who are temporarily unable to work due to disability including pregnancy up to two-thirds of their usual wages.

New York All employers that offer parental leave for the birth of a biological child must make the same amount of leave available to an employee who adopts a child preschool age or younger or who is up to 18 years old, if the child has a disability.

New York has a state temporary disability program, which pays eligible employees who are temporarily unable to work due to disability including pregnancy up to half of their usual wages.

Starting in , employees on leave will be able to receive up to half their regular pay. Oregon Organization with more than 25 employees; employee must have worked at least 90 days; covers birth or adoption of child, prenatal care, and pregnancy disability.

Employees can take up to 12 weeks for pregnancy disability plus 12 weeks maternity leave up to 24 weeks total in 1 year. An employer who employs both parents can limit leave to one parent at a time.

They may take a total of up to 12 weeks of family and medical leave in a month period. In , Vermont enacted a law that gives employees the right to request a flexible working arrangement up to twice a year.

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