Many agencies are updating their handbooks to reflect new work from home policies and other changes that have come about since or because of covid.

One of the policies they’re re-thinking is their maternity and paternity leave benefits.  I thought it might be helpful to share what seems to be the norm for most small to mid-sized agencies.

NOTE: The details below are specifically for US based agencies.  As we all know, most other countries are much more generous with their maternity and paternity leave (in some cases it’s cultural and in other cases, it’s mandated by their government.)

Here’s a look at global maternity and paternity benefits based on a study by the Pew Research Center (12/19).

If you do not have unlimited PTO:

  • Birth mom (they pay first six days and then up to 6 weeks paid for by short term disability policy paid for by the agency. Anything more is unpaid.)
  • Birth dad (Two weeks paid plus whatever PTO they have coming to them)
  • Adopted parents (Three to four weeks paid plus whatever PTO they have coming to them)

If you have unlimited PTO:

First — it’s critical that you clearly spell out that they cannot use PTO for this beyond the limits and that is all the PTO they get for that year)

  • Birth mom (they pay first six days and then up to 6 weeks paid for by short term disability policy paid for by the agency. Anything more is unpaid.)
  • Birth dad (Three weeks of PTO and whatever they want to take unpaid)
  • Adopted parents (Three to four weeks of PTO and whatever they want to take unpaid)

It’s important to note that this is their official policy. Most agencies are pretty flexible if a family needs more time or if it’s a long-time, very valuable employee.