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The University of Washington provides parental leave for all professional and classified staff — mothers and fathers, birth and nonbirth parents — regardless of how long they have worked here.
You may take parental leave even if you are not eligible for FMLA. If you qualify for FMLA, your parental leave and FMLA will run at the same time. If you have not used up your FMLA entitlement as of the first day of parental leave, then all or part of your parental leave may be designated as FMLA.
Contact your leave specialist if you have any questions about parental leave.
Length of leave
Your employment program determines the amount of parental leave time you may take to bond with your newborn or newly placed adopted or foster child.
|If you are:||You may take up to:|
|Professional staff||4 months|
|Contract classified staff||4 months|
|Temporary (hourly) staff||4 months|
|Classified non-union staff||6 months|
Parents usually take leave as one continuous time period. However, with departmental approval, you may be able to take parental leave intermittently or as a modified work schedule.
Additionally, most parents take leave when the child arrives. But you are allowed to take your parental leave any time during the 12 months following your child’s birth, adoption, or placement.
In addition to parental leave, if you are pregnant or are the birth mother, you are also eligible for temporary pregnancy and childbirth disability leave for prenatal and postpartum medical needs, including postpartum recovery.
To continue your pay during parental leave, use any of the following accrued paid leaves:
- Personal holiday
- Holiday credit
- Compensatory time
- Discretionary (professional staff only)
- Sick (The amount of sick leave you can use during parental leave is determined by your employment program or collective bargaining agreement.)
|If you are:||You may use:|
|Professional staff||Up to 30 days of sick leave|
|Contract classified staff||Refer to your collective bargaining agreement|
|Classified non-union staff||Up to 30 days of sick leave|
You may also have the option to take leave without pay.
If your leave is covered by FMLA, the University will continue to pay its employer portion of your health insurance. You will still be responsible for any portion of your benefits that you normally pay.
Once your 12 weeks of FMLA are exhausted, if you are going to be absent from work for a full calendar month, you must remain in pay status for at least eight hours that month in order for the University to continue paying its portion of your health insurance.
To remain in pay status, you must do one of the following:
- Work at least eight hours
- Use at least eight hours of accrued leave (sick, annual, or discretionary leave; compensatory time; or personal holiday)
Using one day of leave per month to maintain benefits is known as “interspersing.” You are allowed to intersperse while you are on approved parental leave. However, if you are contract classified, check your collective bargaining agreement for limitations on how many months you may intersperse.
If you go an entire calendar month without being in pay status, you will need to self-pay (in other words, pay both your and the University’s portion) to keep your health insurance coverage.
Dependent health insurance coverage
If you carry UW health insurance, you can add your new dependent child to your coverage.
You continue to accrue annual and sick leave if you do not take more than 10 days of leave without pay in a calendar month.
To be paid for a scheduled holiday, you must be in pay status as follows:
|If you are:||Then you must be in pay status:|
|Professional staff||At least four hours on the workday preceding the holiday|
|Contract classified||At least four hours on the workday preceding the holiday|
|Classified non-union||The entire work shift on the workday preceding the holiday|
If you do not meet the requirement above, the holiday will be designated as leave without pay.
Requesting parental leave
Request parental leave by following your department’s usual leave request procedure.
In addition, you will need to provide a certification form from a health-care provider (or adoption or foster agency) to your leave specialist to verify your child’s expected or actual arrival date.
- Parental/Maternity Leave for Birth Mother - FMLA (campus) (MS Word)
- Parental Leave for Parent other than Birth Mother - FMLA (campus) (MS Word)
- FMLA (med centers) Personal Serious Health Condition - Maternity/Pregnancy (PDF)
- FMLA (med centers) Family Member's Serious Health Condition - Parental Leave (not birth mother) (PDF)
Returning to work
Two weeks before you are scheduled to return to work, contact your supervisor to discuss your department’s return-to-work process.
Follow these steps for managing parental leave:
- Confirm that the employee has followed the departmental leave request procedure and also submitted a completed health-care provider certification form to your leave specialist.
- Contact the employee within two weeks of their return date to discuss the return-to-work process. If you are unable to reach the employee, speak with your HR consultant or leave specialist.
- Contact your HR consultant or leave specialist if the employee requests a leave extension, reduction in hours, or change in job duties.
Contact your supervisor or leave specialist.
- Temporary Pregnancy and Childbirth Disability Leave
- APS 43.15 Leave Policy for Classified Non-Union Staff
- APS 45.5 Family and Medical Leave Act (FMLA) Coverage for University Employees