When it comes to pregnancy and parental leave, it can be difficult to navigate the maze of paid and unpaid leave and accommodation laws that can apply, not to mention organizational policies! In fact, managing all of the various types of leave laws that apply to employees is slated to be one of the top challenges facing human resources in 2019! That's why we created a brand new infographic to bring you up to date statistics and information about pregnancy and parental leave in the United States!
Simply click the image below (or here) to view and download a PDF of our infographic!
Are you interested in learning more about how you can use software to comply with all of the pregnancy and parental leave laws affecting your organization? We're here to help with our cloud-based Presagia Leave solution!
Can't get enough infographics? Make sure to check out our FMLA Infographic too!
Definitions of Leave Types
Pregnancy Leave: Time away from work granted for a pregnant employee, especially when their pregnancy does not prevent the employee from performing their essential duties.
Pregnancy Disability Leave: The period for which an employee is unable to perform the essential functions of their job because they are pregnant. This leave may involve complications in the pregnancy but does not require it. The pregnancy disability period is generally considered to start on the first instance of leave due to pregnancy disability and end upon the last day of the postnatal recovery period (generally accepted guidelines within the industry allow 6 weeks for vaginal delivery or 8 weeks for c-sections). The pregnancy disability period under the legislation must have ended for the disabled employee to qualify for most bonding leaves.
Bonding Leave: The period set aside for an employee and their new ward to become intimately acquainted. Whether this follows a birth, the finalization of an adoption procedure, or other legal proceedings that result in a new ward for which the employee will fulfill the role of parent/guardian, bonding requires that both the employee and the child are in good health. In the case of a natural birth, for example, both the mother and the child must generally have recovered from the birth, and have resolved any serious health issues relating to the pregnancy or birth process, before the bonding leave can begin.
Infographic References
2017 Employee Benefits Remaining Competitive in a Challenging Talent Marketplace, Society for Human Resource Management
About Natality, 2007-2017, Centers for Disease Control and Prevention
Americans Widely Support Paid Family and Medical Leave, but Differ Over Specific Policies, Pew Research Center
Employee Benefits Survey: Access to paid personal leave, Bureau of Labor Statistics
Enforcement Guidance on Pregnancy Discrimination and Related Issues, U.S. Equal Employment Opportunity Commission
Existing Temporary Disability Insurance Programs, National Partnership for Women & Families
Fact Sheet #28F: Qualifying Reasons for Leave under the Family and Medical Leave Act, U.S. Wage and Hour Division
Monthly and 12 month ending number of live births, deaths and infant deaths: United States, Centers for Disease Control and Prevention
National Vital Statistics Reports, Division of Vital Statistics
Pregnancy Accommodations in the States, National Women's Law Center
Pregnancy Discrimination Charges FY 2010 - FY 2017, U.S. Equal Employment Opportunity Commission
Pregnancy Discrimination: State Law, Workplace Fairness
Raising Expectations, National Partnership for Women & Families
State Paid Family and Medical Leave Insurance Laws, National Partnership for Women & Families
About Presagia
Founded in 1987, Presagia has a long history of helping organizations solve complex business problems with easy-to-use solutions. Today, this means providing cloud-based absence management solutions that enable organizations to be more efficient, control lost time and risk, and strengthen compliance with federal, state and municipal leave and accommodation laws.