The following paid time off is available to all benefits-eligible teammates (regular teammates1 scheduled in Workday to work 20 or more hours per week).
Maternity leave of absence
Regular teammates are eligible for up to 10 weeks of maternity leave, which runs concurrently with FMLA or other job-protected entitlements.
Maternity leave begins for the birth parent the day the baby is born. If the baby is born on a Saturday or Sunday, maternity leave begins the following business day. When combined with parental leave, you can receive a total of 20 weeks of paid leave.
Parental leave of absence
Birth parents and nonbirth parents can take up to 10 weeks of paid parental leave of absence, which runs concurrently with FMLA or any other job-protected entitlements. This type of leave includes time needed to care for or bond with a newborn and is separate from disability by pregnancy or childbirth.
Parental leave also includes time needed after receiving a child into your home and to help the child adjust after placement for adoption or foster care. You must use parental leave within one year following the birth, adoption, or new foster arrangement.
New parent time off
If you prefer to take your parental time intermittently rather than as a leave of absence, you can use up to 400 hours of new parent time off (prorated for part-time benefits-eligible teammates) to bond with a newborn or a child you’re fostering or have adopted. You must use it within one year directly following the birth, adoption, or new foster arrangement. This benefit is designed to help the parent who did not give birth or take maternity leave or paternity leave.
In the event of multiple children (such as twins, or sibling adoptions) or multiple events (such as birth, adoption, foster placement), the maximum benefit is still 400 hours per calendar year per teammate.
You can’t use more than 400 hours (prorated for part-time benefits-eligible teammates) even if dividing the time between calendar years. Any new parent time off taken in the current calendar year for an event that occurred in the prior year will reduce the current year’s new parent time off balance.
For example, if you use 160 hours of new parent time off in December of last year to bond with your newborn, you may only use 240 hours of new parent time off in January of the current year to continue bonding with your newborn, leaving you with 160 hours of new parent time off to use if you have another event.
Unless required by law, parental time is not job protected time off when taken intermittently.
Record this time in Workday as “New Parent (Time Off).”