Adding a new member to your family? Congratulations! It’s a wonderful time, but it can be nerve-racking, too, as you make preparations both at home and at work. Getting familiar with how to set up your time on leave and how your benefits coverage works can bring peace of mind as you prepare for this life-changing event.
Under PDLL, you may take up to 4 months of medically necessary leave for disability related to pregnancy, childbirth and/ or a related medical condition. You may also use this leave for prenatal care. If you are eligible for leave under the FMLA, the first 12 workweeks of your pregnancy disability leave will run concurrently under the FMLA and PDLL; the remainder of the leave up to the 4-month maximum will be only under PDLL. If you are not eligible for leave under the FMLA, your pregnancy disability leave will only be under PDLL for the entire leave. If you are a birth parent and eligible for leave under the FMLA and CFRA, your leave entitlement under CFRA will not be used during the pregnancy disability portion of your leave. Therefore, you may have up to 12 workweeks of leave available under CFRA to use for parental bonding after the pregnancy disability portion of your leave concludes. Please note that if you return to work after your pregnancy disability leave and decide to take parental bonding leave later, you may need to satisfy the eligibility requirements described earlier. To find out whether you’re eligible for Pregnancy Disability Leave or what leave options may be available to you, please contact your Leave of Absence Coordinator for consultation and guidance.