Faculty paid parental leave policy
Table of Contents
Last updated: May 1, 2026
UWHR is hosting two virtual office hours sessions to help faculty prepare for the July 1, 2026 launch of Paid Parental Leave. Join us to ask questions, get clear on eligibility and timing, and understand how this policy works alongside PFML, FMLA, and other leave options.
Whether you’re planning your own leave or advising others, we encourage you to attend. Sessions will be held May 12 and May 19 from 11:00 a.m. to noon via Zoom: https://washington.zoom.us/j/6345938838. Connect directly with UWHR leave and accommodations specialists and get the answers you need.
Purpose
Consistent with the University’s commitment to support faculty in balancing their academic and family responsibilities, and UW Faculty Code Section 51-1, effective July 1, 2026, eligible faculty members may use paid sick leave in the form of Paid Parental Leave for birth and non-birth parents to bond with:
- their newborn or baby born by surrogacy,
- their newly adopted child under the age of 18, or
- a child under the age of 18 for whom legal guardianship has been newly appointed.
Paid Parental Leave is separate from temporary disability leave due to pregnancy, childbirth, and recovery therefrom that is available only to birth parents.
Length and Timing of Paid Leave
Paid Parental Leave does not accrue and must be taken as a single, continuous block of time within 12 months of the child’s birth, adoption, or guardianship appointment (“qualifying event”).
Paid Parental Leave may be used once per qualifying event within a 12-month period from the child’s birth, adoption, or guardianship appointment. Multiple births or simultaneous placements of multiple children are considered one event.
The combined total of Paid Sick Leave UW Faculty Code Section 51-1 and Paid Parental Leave under this policy may not exceed 90 calendar days per academic year during the period of July 1 to June 30.
Eligibility
A faculty member becomes eligible for Paid Parental Leave from date of hire into active paid status, or job change into an eligible faculty position.
Faculty receiving a salary through the UW and on a 9-month service period: Eligible for paid sick leave September 16 through June 15. If scheduled to receive a summer salary, eligibility continues for the period they are scheduled in the summer.
Faculty receiving a salary through the UW and on a 12-month service period: Eligible year-round while in active paid status (July 1 through June 30)
Pay and Benefits
Paid Parental Leave taken under this policy is a continuation of the faculty member’s regular salary, from the same funding sources, while on leave. Leave is not eligible for payout or reimbursement if birth, guardianship appointment or adoption does not occur.
For faculty who are paid by grants (for example, research faculty or WOT faculty), when Paid Parental Leave cannot be charged to the faculty member’s regular grant funding sources, the department, school, college, or campus, may, but is not required to, make up all or part of the funding for up to the 90-day period.
The University will continue to pay the employer portion of health insurance during Paid Parental Leave.
Requesting Leave
Faculty members may request parental leave by submitting the appropriate form at least thirty (30) days prior to the start of their leave. If the need for leave is unforeseeable (e.g., unanticipated adoption placement), notice should be provided as soon as practical.
- FMLA (campus) Faculty Parental Leave for Birth Parent (PDF)
- FMLA (campus) Faculty Parental Leave for Parent other than Birth Parent (PDF)
The parental leave start date is based on the anticipated date of birth or placement. Dates can be adjusted by contacting your HR leave and accommodation specialist.
Intersection with WA Paid Family & Medical Leave (PFML) and Family Medical Leave Act (FMLA)
Paid Parental Leave is considered a supplemental benefit under the WA Paid Family and Medical Leave (PFML) program administered by the State of Washington Employment Security Department (ESD). This means employees can choose to use Paid Parental Leave to supplement the money they receive as partial wage replacement from PFML.
Paid Parental Leave may be taken even if the faculty member is not eligible for leave under the Family and Medical Leave Act (FMLA). For FMLA eligible faculty members, Paid Parental Leave and FMLA run concurrently.
Additional Support Resources
Expectant Parent Planning Guide
From childcare options to lactation stations, UW WorkLife’s Expectant Parent Planning Guide will help you take advantage of all of the family benefits available to you as a UW employee.
Leave without Pay
Leave Without Pay is a temporary reduced-pay status and absence from duty which may be requested from the faculty member’s employing unit.
Clock Waiver
Faculty members may request to waive a year in the case of the birth or adoption of a child that occurs during the probationary period. Clock waivers for birth or adoption of a child are eligible for automatic approval by the provost if they are within the maximum total allowable limit and the request is made within the probationary period.
Pregnancy Accommodation
The University’s pregnancy accommodation process is intended to be interactive and collaborative, relying on open communication and active participation between you and the University.
Dependent health insurance coverage
If you have UW health insurance, you can add your new dependent child to your coverage. You have only 60 days from the date of birth or placement to enroll your child onto your health insurance. Please review the Life Event: Birth or Adoption web page for instructions and deadlines.
FAQs
When a faculty member has more than one qualifying condition in a year, e.g., having a severe illness/injury and parental leave, the total paid leave available is 90 days total for all paid sick and parental leave reasons.
The up to 90-day leave of absence must be taken within/during the first year, meaning it must start and end during the 12-month period.
Paid parental leave must be taken in one continuous block of time within 12 months of the child’s birth, adoption, or guardianship appointment. You may be eligible to take an additional block of leave based on other entitlements, but a second leave would not be covered by paid parental leave.
Yes. Temporary pregnancy disability + bonding time = a total of 90 days of parental leave for birth parents.
The State of Washington Employment Security Department (ESD) approves PFML benefits claims, not UW, so we can’t promise you will be approved, but PFML benefits are not dependent upon being scheduled to work.
ESD approves PFML benefits claims, not UW, so we can’t promise you will be approved, but PFML does not have the same hours worked threshold as FMLA. You should be eligible for PFML benefits by virtue of having worked for UW for more than 180 days.
Scenarios
The scenarios below illustrate how Paid Parental Leave works in real situations. Each example highlights how timing, faculty appointment type, and other leave programs—like PFML and FMLA—interact, so you can better understand what to expect and how to plan your own leave.
- Dr. Mohammed is a 9-month faculty member who will give birth in July. From the day of baby’s birth (7/25/2027) until the beginning of the Fall Quarter, Dr. Mohammed is on summer hiatus and applies for and receives PFML partial wage replacement. When Fall Quarter starts on 9/16/2027, Dr. Mohammed begins 90 days of paid parental leave. After 90 days, they return to work. During this time, 84 days of FMLA (the maximum entitlement) are also tracked and used in conjunction with paid parental leave.
- Dr. Smith delivers a healthy baby by C-section on July 7. Following the birth, Dr. Smith takes 57 days of postpartum disability leave (7/7 – 9/1), followed by 28 days of continuous parental leave (9/2 – 9/30). During this time Dr. Smith applies for PFML and uses the supplemental benefit program to receive both paid sick and parental leave and PFML payments at the same time. During this time, 84 days of FMLA are also tracked and used.
- Dr. Plant’s partner gave birth to their baby on 6/1. Dr. Plant uses faculty paid sick leave to be paid in full for 90 days (6/1 – 8/29). 84 days of FMLA are also tracked and used. After they exhaust the 90 days of paid sick leave, Dr. Plant applies for leave without pay (LWOP) from his college for two additional months (8/30 – 10/30) and applies for PFML to be paid partial wage replacement for that period.
- Dr. Lee (12 month faculty) adopts a child who is placed with their family on 10/01. Dr. Lee requests to take paid parental leave from 10/01 – 12/18, they use 80 days of paid parental leave and FMLA. They request to take an additional two months of leave the next summer from 06/19 – 08/01. Dr. Lee is not eligible for a second paid parental leave, but they request leave without pay from 06/01 – 08/01. They are covered by FMLA until 06/07.
Additional resources
APS 45.5, Family and Medical Leave Act (FMLA) Coverage for University Employees
APS 46.7, Reasonable Accommodation of Employee Pregnancy and Related Conditions
Questions
Contact your leave and accommodation specialist.