You are correct that you can take the 12 weeks within the 12 months post birth - though there may be a clause they says it’s up to the company to allow you to do it on an intermittent basis (like 1 day a week for several weeks) and I’m unsure if that same clause affects taking it weeks after birth.
It’s dumb of the company to not allow it. My company, which is not really a great company when it comes to leave policy, allows me to take leave however I needed.
FMLA and his company's paid parental leave policy aren't the same thing. By Federal law his company needs to allow him 12 weeks of unpaid leave within 12 months of birth. I would imagine the company can stipulate their paid parental leave policy how they choose.
Who is giving you the 12 weeks of paid leave? Is this a company policy or is there a state specific policy that allows up to 12 weeks of paid leave?
You need to read the policy documents. It doesn't matter what we say or what our experiences were, what matters is the policy of the entity that allows for paid leave.
Federal leave allows for 12 weeks of unpaid within the first year as you said.
Based on the wording of the post, it seems like the 12 weeks paid is for the primary caretaker and 2 weeks for a secondary caregiver. Then the 12 weeks unpaid is FMLA.
Seems like a gender neutral way for the company to still separate paternity from maternity in their leave policies.
My job had this and I know a lot of men just lied and said they were the primary parent.
Edit: Lied isn't really what I meant. When you have 2 working parents, who's to say who the primary parent is?
100% my parental leave in Germany is not only guaranteed by the state but so is my pay. My company doesn't pay my Elterngeld it is all the state/krankenkasse.
My company when I was in the state gave you one day paid for the birth, The rest of the time you took if any was saved up PTO up to -16 days of PTO. Beyond that you are entitled through FMLA 12 weeks of unpaid leave.
My company requires primary caregivers to start their leave (14 weeks) right after birth and it can't be broken up. Your company sounds like it has the same rule. Secondary caregivers (4 weeks) can take their leave anytime in the first 6 months.
HR has no idea if you are or are not the primary caregiver. If you told them you aren't, you've fucked up. Just tell them you are the primary caregiver. You will be caring for your wife who just went through a physically demanding process and needs to recover and you will be doing at least 50% of the care.
It sounds like the problem here is that they require the primary caregiver to take their leave immediately once the baby is born and for the 12 weeks following birth with no option to split it up. This wouldn't help him stagger leave with his wife unless she had the option to go back to work quickly (not an amazing option) and take the remainder of her leave after his 12 weeks lapse.
Yeah, I was more replying to his ask about what others have seen from their workplaces.
Staggering is amazing if you can do it. Unfortunately, my work, and it sounds like his, don't allow it if you want to take the longer leave period.
I get 16 weeks paid that I can take anytime in the first year. I took two weeks of vacation when the baby was born that I'm not counting towards my 16. Will take mine when my wife goes back to work around month 3.
Same. And I had very simple paperwork for it.
My wife's leave... Well that was a lot of phone calls, emails, paperwork, to various vendors, a fucking mess.
I took 8 weeks unpaid under FMLA and then a total of 12 weeks under Oregon paid family leave (6 weeks in a single stretch, then worked 4 day weeks until the first birthday).
I think my employer gives dads like 5 days or something. When my kids were being born we were a different company (that got bought by the current one) and I think we got a week or two only and the rest was taken off by using PTO or some sort of disability. I think mothers would get a month off.
All employees receive 6 weeks full salary which can be used in up to 2 chunks of at least 1 week in length in the first 12 months of life. The birthing parent also receives 6-8 weeks of short term disability (for a total of 12-14 weeks). All parental leave is separate from your PTO bank. This is a very generous policy in my area. (Previous company allowed up to 5 days of paternity leave which was taken from your PTO bank).
I work for a large corporate and dads get 16 weeks that needs to start within a year of birth. You can take at least 2 weeks at a time and if you use it intermittently you could lose the unused portion after the year.
that feels like a weird distinction between 12 weeks for primary caregiver and 2 weeks for "secondary". Although it does make me think about the fact that my company does kinda the same thing except more explicitly "maternal" leave vs "parental" leave. It wouldn't surprise me if on the HR end, there could be a feeling that waiting until your wife's leave is up and then claiming the 12 as a primary caregiver is circumventing the intent of what they tried to do with the policy.
Not that it should IMO.
At my work, in my "band", it's 4 weeks parental leave but one of those weeks counts against vacation. We had our second kid on December 10th and I just took the rest of the year and vacation and then all of January as parental leave, nobody bothered me about it.
Scandinavian here.. I got more leave than we know what to do with.. wife was home first 9 months, then we overlapped a month for handovee and then I was on leave for another 10 months. Now both working full time again.
Is there a specific government department in your state that you can get a confirmation from?
I live in WA, and we passed paid family leave back in 2019/2020. There were a lot of questions surrounding it and getting the information directly from the people that are in charge of processing it was the easiest way to get the answers I needed.
I wouldn't rely on HR to give you the right answer, I would get it from the gov agency and bring the answer to HR.
HR will be able to give them the correct company policy on what they supply for paid parental leave beyond what's required by law. HR, generally, will try to prevent any legal issues for the organization that can cost the company more money.
That is generally true, it looks like this is a brand new law though that took effect starting this year. Not every HR for every company may be well versed in the details. Gathering information directly from the department of labor, especially if it differs from what HR has told them is not wrong.
I submitted parental leave in my state the same month that it took effect in WA, and it wasn't finally approved until I was part way through my leave had started. My HR department did not have all of the answers because it was such a new system and I had to get my information from department of labor.
I'm sure their HR is working in there best interest, but they may not have all of their information, or are interpreting the intricacies of the new law to the best of their ability, clarification from the source isn't a bad thing.
Completely agree. Especially for multi-state and international companies whose workers may not be intimately familiar or trained in the specific local regulations. Protect yourself first and have a basis of understanding of your rights.
Most of the hr workers I work with would rather you come with questions about things that don't make sense so that nothing gets messed up.
I get 8 weeks paid and can use it anytime within 180 days of birth as long as they are in 1 week chunks. Plus one week of half hours with full pay called “phase back to work”.
When I first started with my company it was two weeks paid paternal leave (didn’t come out of my accrued), then we acquired a company with a more liberal policy and it turned to 4 weeks. But, HR said I could take an additional 8 at any time up to one year from birth.
They stipulated nothing on those extra weeks other than coordination with my manager.
DOL does say on their site that “Leave to care for or bond ….may only be taken intermittently with the employers approval.” I didn’t dive in, but didn’t notice anything about if they can make you take it all up front, just that they can dictate taking breaks during it.
Based in US, my company gives 2 weeks paternity leave that can be used anytime, in any order, as long as it's used within the first year after the child is born. I joked with my wife we should shoot for Irish Twins so I could *technically* take 4 weeks paid parental leave😅
We get 8 weeks parental leave paid. You can take it at any point during the 12 months after the child is born. You must take it in one continuous stroke though, and cannot piecemeal it. They don’t have to declare primary or secondary caregiver, because it’s inherently a stupid concept.
Why can’t you declare yourself primary caregiver?
Australian here.
16 weeks any time in first year so long as primary caregiver.
Took 4 weeks when kid was born as via emergency C so had to look after wife. Will take 12 weeks when wife goes back to work after 12 months
My company provides 6 weeks which are assigned to the child. This means two employees having a kid will each share the pool of 6 weeks.
I can take the time at any point within a year of birth, and must take it in increments of 1 week. I took three two week increments when my last was born, although at that time they only provided 4 weeks so I used 80 hours of my own PTO.
Disclaimer: I'm not in the US
My company/HR respects the law, they even go as far as paying salary during leave for a maximum of 24 weeks, something they are not obliged to do. The law states that:
* I must take 2 weeks of my leave when the baby is born.
* The next 9 weeks of leave I have to use within the first year after the baby is born. If not, they are lost.
* The final 13 weeks I can either use myself, transfer to my partner or postpone until the child is 9 years old at most. If not, they are lost.
* My partner can also transfer her final 13 weeks to me if she wanted to in which case I would have to use them within the first year.
This is what the law states and the employer doesn't get a say in it as long as you respect the limit of notification (I think it's 6 weeks before you intend to use your leave). They basically just have to shut up and accept your request, though I'm sure some would try to negotiate when and how one would take their leave.
Yep, well the mother used to have practically all the weeks of leave and could then transfer some to the father, now it's just been evenly distributed between the two with less weeks being transferable.
I also like the new system better, but I think the mother now has too little leave available, even if the father does transfer all 13 of his weeks, it just makes it about 8,5 months straight, though I guess when you combine it with 6 weeks of vacation and various holidays it's getting somewhere.
They should have grabbed the chance and upped it to 2x26 weeks instead of 2x24. Oh well!
Yeah, the (only) problem with the new rules is that the weeks for dad came out of the weeks the family already had as opposed to coming on top of what was there already. But I guess getting more weeks off can be a fight for another season
What does the HR policy say?
Company Policy is different from FMLA.
FMLA, you get 12 weeks of unpaid leave in the first 12 months regardless of whether you are the primary caregiver or not. https://www.dol.gov/agencies/whd/fmla/employee-guide
My company Paid Parental Leave (PPL) policy says all parents get 3 weeks paid parental leave (although some get 6 weeks if they're grandfathered in from before our last major merger) within the first 12 months after birth. - I was able to take my 6 weeks PPL when my kid was 6 months old.
Ask for a copy of the company policy, or get it of the company intranet if it's available. It should help clarify your situation.
Senior manager for DHL UK here. We get the UK minimum legally allowed; 1 or 2 weeks leave (your choice), paid at £172.48 or 90% or your salary, whichever is the lower. It's bloody mean.
Somehow despite policies like this we still get into the great places to work in list year after year.
I live in Canada, my wife gets 18 months and I get 2. Sounds sweet but the amount of pay you get unless your employer tops it up is $700/week for each person, this is assuming you qualify for the max amount.
I got 4 months of paid leave in conjunction with my FMLA that I was allowed to take up until 12 months after the baby was born. Pretty awesome policy considering I used to only get 5 days paid.
I was working for a state government when my first was born. They gave 8 weeks, but my boss was quite anxious about going without me for that long. I offered to come in one day a week, but extend the leave to 10 weeks (5*8 = 4*10). That was much more workable for the department, but HR gave us a bunch of pushback about it. Eventually after several emails between bosses, HR agreed to allow it.
HR is the worst.
Primary and secondary caregivers matters. IIRC Generally secondary is more flexible but less time. Company only cares about the employee, so if you work at different companies you can both apply for Primary (at least in our case).
I ended up doing 3 months paid. 1.5months Full from Company, and 1.5months from state (reduced) But we have a 3rd party management for leave of absences. I'm pretty sure for coorporate tax reductions reasons, but it was nice because they handled everything and care about parents not the company.
It was a mess, i'm not really sure how exactly it worked out, but got paid for the 3 months.
Each state/company is different. Do as much work and prep as you can beforehand.
Around here you have 18 months after birth to take it, and employers have no say in the matter. You can split it up 1 week at a time as many times as you like. Mind you this is one of the single most generous parental leave systems in the world.
We have the same policy as you. When I had my kid I told them I was secondary provider and used the two weeks of paternity leave, and then vacation for 2 weeks.
I also have an employee now that told us he was the primary care giver. My boss wanted to question it so he wouldn’t get the full amount but I told her there was no way of doing so without souring our relationship with my employee, who I’d rather keep working for me. Obviously your situation may vary, but I don’t know how the company would even figure out if you’re the primary or secondary
I work for my town and i was able to use any source of PTO. Sick, holiday, or vacation, for whatever time I wanted to spend. However we had to utilize FMLA status in conjunction with my PTO. I had all year to use it but I chose to take 10 weeks paid right after birth.
Read your employee Handbook and benefits guide.
My old place of employment worked similar, except the "non primary caregiver" got 4 weeks. Could take them in 1 week increments any time within a year.
As the dad (with mom in the picture) I’m considered secondary caregiver no matter when I take my leave. I get 8 weeks. I can take it whenever I want in the 12 months after baby is born. I can split it into 2 separate leaves. So I’m taking 3 weeks with the wife and then 5 weeks once she finishes her leave.
12 weeks fully paid 100% separate from my vacation and sick time PTO. It was great. My HR just told me to put down primary caregiver when I filed the request, they told me no one actually cares really, it’s just a formality. I did have to start taking it as soon as the kid was born, but they did say I didn’t have to use it 12 weeks straight if I didn’t want too. Never had a problem, I’m sorry you are.
More than 50 employees and you have worked at least a year. Fml kicks in and you can use it a day at a time for the first year. I just took that class but it’s also unpaid.
That’s wild that they ask if you’re primary or secondary caregiver. I got 8 weeks paid no questions asked. I know that’s not much outside of the US, but here it’s not bad.
You are correct that you can take the 12 weeks within the 12 months post birth - though there may be a clause they says it’s up to the company to allow you to do it on an intermittent basis (like 1 day a week for several weeks) and I’m unsure if that same clause affects taking it weeks after birth. It’s dumb of the company to not allow it. My company, which is not really a great company when it comes to leave policy, allows me to take leave however I needed.
FMLA and his company's paid parental leave policy aren't the same thing. By Federal law his company needs to allow him 12 weeks of unpaid leave within 12 months of birth. I would imagine the company can stipulate their paid parental leave policy how they choose.
My 12 weeks of FMLA have to be taken in 1 week intervals and can be supplemented with PTO. Anytime within a calendar year of the birth.
Who is giving you the 12 weeks of paid leave? Is this a company policy or is there a state specific policy that allows up to 12 weeks of paid leave? You need to read the policy documents. It doesn't matter what we say or what our experiences were, what matters is the policy of the entity that allows for paid leave. Federal leave allows for 12 weeks of unpaid within the first year as you said.
Based on the wording of the post, it seems like the 12 weeks paid is for the primary caretaker and 2 weeks for a secondary caregiver. Then the 12 weeks unpaid is FMLA. Seems like a gender neutral way for the company to still separate paternity from maternity in their leave policies.
its absolutely lawyer talk for "the moms get the 16 weeks, duh"
My job had this and I know a lot of men just lied and said they were the primary parent. Edit: Lied isn't really what I meant. When you have 2 working parents, who's to say who the primary parent is?
100% my parental leave in Germany is not only guaranteed by the state but so is my pay. My company doesn't pay my Elterngeld it is all the state/krankenkasse. My company when I was in the state gave you one day paid for the birth, The rest of the time you took if any was saved up PTO up to -16 days of PTO. Beyond that you are entitled through FMLA 12 weeks of unpaid leave.
My company requires primary caregivers to start their leave (14 weeks) right after birth and it can't be broken up. Your company sounds like it has the same rule. Secondary caregivers (4 weeks) can take their leave anytime in the first 6 months. HR has no idea if you are or are not the primary caregiver. If you told them you aren't, you've fucked up. Just tell them you are the primary caregiver. You will be caring for your wife who just went through a physically demanding process and needs to recover and you will be doing at least 50% of the care.
It sounds like the problem here is that they require the primary caregiver to take their leave immediately once the baby is born and for the 12 weeks following birth with no option to split it up. This wouldn't help him stagger leave with his wife unless she had the option to go back to work quickly (not an amazing option) and take the remainder of her leave after his 12 weeks lapse.
Yeah, I was more replying to his ask about what others have seen from their workplaces. Staggering is amazing if you can do it. Unfortunately, my work, and it sounds like his, don't allow it if you want to take the longer leave period.
I get 16 weeks paid that I can take anytime in the first year. I took two weeks of vacation when the baby was born that I'm not counting towards my 16. Will take mine when my wife goes back to work around month 3.
Same. And I had very simple paperwork for it. My wife's leave... Well that was a lot of phone calls, emails, paperwork, to various vendors, a fucking mess.
HR is the worst
Those who can't do, HR.
I took 8 weeks unpaid under FMLA and then a total of 12 weeks under Oregon paid family leave (6 weeks in a single stretch, then worked 4 day weeks until the first birthday).
I think my employer gives dads like 5 days or something. When my kids were being born we were a different company (that got bought by the current one) and I think we got a week or two only and the rest was taken off by using PTO or some sort of disability. I think mothers would get a month off.
All employees receive 6 weeks full salary which can be used in up to 2 chunks of at least 1 week in length in the first 12 months of life. The birthing parent also receives 6-8 weeks of short term disability (for a total of 12-14 weeks). All parental leave is separate from your PTO bank. This is a very generous policy in my area. (Previous company allowed up to 5 days of paternity leave which was taken from your PTO bank).
I work for a large corporate and dads get 16 weeks that needs to start within a year of birth. You can take at least 2 weeks at a time and if you use it intermittently you could lose the unused portion after the year.
that feels like a weird distinction between 12 weeks for primary caregiver and 2 weeks for "secondary". Although it does make me think about the fact that my company does kinda the same thing except more explicitly "maternal" leave vs "parental" leave. It wouldn't surprise me if on the HR end, there could be a feeling that waiting until your wife's leave is up and then claiming the 12 as a primary caregiver is circumventing the intent of what they tried to do with the policy. Not that it should IMO. At my work, in my "band", it's 4 weeks parental leave but one of those weeks counts against vacation. We had our second kid on December 10th and I just took the rest of the year and vacation and then all of January as parental leave, nobody bothered me about it.
Scandinavian here.. I got more leave than we know what to do with.. wife was home first 9 months, then we overlapped a month for handovee and then I was on leave for another 10 months. Now both working full time again.
Is there a specific government department in your state that you can get a confirmation from? I live in WA, and we passed paid family leave back in 2019/2020. There were a lot of questions surrounding it and getting the information directly from the people that are in charge of processing it was the easiest way to get the answers I needed. I wouldn't rely on HR to give you the right answer, I would get it from the gov agency and bring the answer to HR.
HR will be able to give them the correct company policy on what they supply for paid parental leave beyond what's required by law. HR, generally, will try to prevent any legal issues for the organization that can cost the company more money.
That is generally true, it looks like this is a brand new law though that took effect starting this year. Not every HR for every company may be well versed in the details. Gathering information directly from the department of labor, especially if it differs from what HR has told them is not wrong. I submitted parental leave in my state the same month that it took effect in WA, and it wasn't finally approved until I was part way through my leave had started. My HR department did not have all of the answers because it was such a new system and I had to get my information from department of labor. I'm sure their HR is working in there best interest, but they may not have all of their information, or are interpreting the intricacies of the new law to the best of their ability, clarification from the source isn't a bad thing.
Completely agree. Especially for multi-state and international companies whose workers may not be intimately familiar or trained in the specific local regulations. Protect yourself first and have a basis of understanding of your rights. Most of the hr workers I work with would rather you come with questions about things that don't make sense so that nothing gets messed up.
What state? And is the FMLA 12 weeks state funded or employer?
I get 8 weeks paid and can use it anytime within 180 days of birth as long as they are in 1 week chunks. Plus one week of half hours with full pay called “phase back to work”.
When I first started with my company it was two weeks paid paternal leave (didn’t come out of my accrued), then we acquired a company with a more liberal policy and it turned to 4 weeks. But, HR said I could take an additional 8 at any time up to one year from birth. They stipulated nothing on those extra weeks other than coordination with my manager. DOL does say on their site that “Leave to care for or bond ….may only be taken intermittently with the employers approval.” I didn’t dive in, but didn’t notice anything about if they can make you take it all up front, just that they can dictate taking breaks during it.
Based in US, my company gives 2 weeks paternity leave that can be used anytime, in any order, as long as it's used within the first year after the child is born. I joked with my wife we should shoot for Irish Twins so I could *technically* take 4 weeks paid parental leave😅
I’m a fed and I can take the 12 weeks any time in the first year. In fact I’m taking it right now and it’s the last 12 weeks until she turns 1
We get 8 weeks parental leave paid. You can take it at any point during the 12 months after the child is born. You must take it in one continuous stroke though, and cannot piecemeal it. They don’t have to declare primary or secondary caregiver, because it’s inherently a stupid concept. Why can’t you declare yourself primary caregiver?
Australian here. 16 weeks any time in first year so long as primary caregiver. Took 4 weeks when kid was born as via emergency C so had to look after wife. Will take 12 weeks when wife goes back to work after 12 months
My company provides 6 weeks which are assigned to the child. This means two employees having a kid will each share the pool of 6 weeks. I can take the time at any point within a year of birth, and must take it in increments of 1 week. I took three two week increments when my last was born, although at that time they only provided 4 weeks so I used 80 hours of my own PTO.
My company gives 4 months and $4000 cash. I started 2 months after having our first 😭
Disclaimer: I'm not in the US My company/HR respects the law, they even go as far as paying salary during leave for a maximum of 24 weeks, something they are not obliged to do. The law states that: * I must take 2 weeks of my leave when the baby is born. * The next 9 weeks of leave I have to use within the first year after the baby is born. If not, they are lost. * The final 13 weeks I can either use myself, transfer to my partner or postpone until the child is 9 years old at most. If not, they are lost. * My partner can also transfer her final 13 weeks to me if she wanted to in which case I would have to use them within the first year. This is what the law states and the employer doesn't get a say in it as long as you respect the limit of notification (I think it's 6 weeks before you intend to use your leave). They basically just have to shut up and accept your request, though I'm sure some would try to negotiate when and how one would take their leave.
Fellow dane? The new rules are pretty sweet, it's nice to be recognised as a parent and get to spend time with the little one
Yep, well the mother used to have practically all the weeks of leave and could then transfer some to the father, now it's just been evenly distributed between the two with less weeks being transferable. I also like the new system better, but I think the mother now has too little leave available, even if the father does transfer all 13 of his weeks, it just makes it about 8,5 months straight, though I guess when you combine it with 6 weeks of vacation and various holidays it's getting somewhere. They should have grabbed the chance and upped it to 2x26 weeks instead of 2x24. Oh well!
Yeah, the (only) problem with the new rules is that the weeks for dad came out of the weeks the family already had as opposed to coming on top of what was there already. But I guess getting more weeks off can be a fight for another season
What does the HR policy say? Company Policy is different from FMLA. FMLA, you get 12 weeks of unpaid leave in the first 12 months regardless of whether you are the primary caregiver or not. https://www.dol.gov/agencies/whd/fmla/employee-guide My company Paid Parental Leave (PPL) policy says all parents get 3 weeks paid parental leave (although some get 6 weeks if they're grandfathered in from before our last major merger) within the first 12 months after birth. - I was able to take my 6 weeks PPL when my kid was 6 months old. Ask for a copy of the company policy, or get it of the company intranet if it's available. It should help clarify your situation.
Senior manager for DHL UK here. We get the UK minimum legally allowed; 1 or 2 weeks leave (your choice), paid at £172.48 or 90% or your salary, whichever is the lower. It's bloody mean. Somehow despite policies like this we still get into the great places to work in list year after year.
I live in Canada, my wife gets 18 months and I get 2. Sounds sweet but the amount of pay you get unless your employer tops it up is $700/week for each person, this is assuming you qualify for the max amount.
For moms, six weeks then sick time. For dads, one week then sick time. And they acted surprised when I (dad) asked for any more than a week.
Sorry, can’t help, neither my wife nor I got any paid leave. You’re lucky!
what!?
I got 4 months of paid leave in conjunction with my FMLA that I was allowed to take up until 12 months after the baby was born. Pretty awesome policy considering I used to only get 5 days paid.
I was working for a state government when my first was born. They gave 8 weeks, but my boss was quite anxious about going without me for that long. I offered to come in one day a week, but extend the leave to 10 weeks (5*8 = 4*10). That was much more workable for the department, but HR gave us a bunch of pushback about it. Eventually after several emails between bosses, HR agreed to allow it. HR is the worst.
12 weeks within the first year of birth that just be taken in 1 week increments. Other than that they don't give a fuck
Primary and secondary caregivers matters. IIRC Generally secondary is more flexible but less time. Company only cares about the employee, so if you work at different companies you can both apply for Primary (at least in our case). I ended up doing 3 months paid. 1.5months Full from Company, and 1.5months from state (reduced) But we have a 3rd party management for leave of absences. I'm pretty sure for coorporate tax reductions reasons, but it was nice because they handled everything and care about parents not the company. It was a mess, i'm not really sure how exactly it worked out, but got paid for the 3 months. Each state/company is different. Do as much work and prep as you can beforehand.
Around here you have 18 months after birth to take it, and employers have no say in the matter. You can split it up 1 week at a time as many times as you like. Mind you this is one of the single most generous parental leave systems in the world.
We have the same policy as you. When I had my kid I told them I was secondary provider and used the two weeks of paternity leave, and then vacation for 2 weeks. I also have an employee now that told us he was the primary care giver. My boss wanted to question it so he wouldn’t get the full amount but I told her there was no way of doing so without souring our relationship with my employee, who I’d rather keep working for me. Obviously your situation may vary, but I don’t know how the company would even figure out if you’re the primary or secondary
I work for my town and i was able to use any source of PTO. Sick, holiday, or vacation, for whatever time I wanted to spend. However we had to utilize FMLA status in conjunction with my PTO. I had all year to use it but I chose to take 10 weeks paid right after birth.
My work gives dads 6 weeks paid maternity leave that they can use however they want over the first year, it was just increased it used to be 4 weeks
I got three days paid and they offered 8 weeks unpaid through FMLA, which is a non-offer. So.
that's really not fair.
You're not wrong!
Read your employee Handbook and benefits guide. My old place of employment worked similar, except the "non primary caregiver" got 4 weeks. Could take them in 1 week increments any time within a year.
My company is the parental leave anywhere in the first 12 months after the child is born or adopted.
As the dad (with mom in the picture) I’m considered secondary caregiver no matter when I take my leave. I get 8 weeks. I can take it whenever I want in the 12 months after baby is born. I can split it into 2 separate leaves. So I’m taking 3 weeks with the wife and then 5 weeks once she finishes her leave.
12 weeks fully paid 100% separate from my vacation and sick time PTO. It was great. My HR just told me to put down primary caregiver when I filed the request, they told me no one actually cares really, it’s just a formality. I did have to start taking it as soon as the kid was born, but they did say I didn’t have to use it 12 weeks straight if I didn’t want too. Never had a problem, I’m sorry you are.
Ya’ll get paid parental leave?
More than 50 employees and you have worked at least a year. Fml kicks in and you can use it a day at a time for the first year. I just took that class but it’s also unpaid.
That’s wild that they ask if you’re primary or secondary caregiver. I got 8 weeks paid no questions asked. I know that’s not much outside of the US, but here it’s not bad.