Federal Family and Medical Leave Act/California Family Rights Act: In the US, eligible workers can take 12
weeks of job-protected unpaid family or medical leave.
The Healthy Mothers Workplace Coalition is a collaboration of non-profit organizations, government agencies, and employers created to improve the working conditions and health of new parents.
The Legal Aid Society Employment Law Center, San Francisco Department of Public Health
Maternal and Child Health, and students from the UC Berkeley School of Public Health have
collaborated to study and improve workplace policies to support employers and working parents.
Note: UC Berkeley graduate students worked on this project as part of a class assignment under the supervision of Dr. Sylvia Guendelman during the Fall semester of 2013.
Competitive US labor market: US employers trail behind most industrialized wealthy nations in terms of leave
allowances. Under the Family Medical Leave Act (FMLA),
US employees can take 12 weeks of unpaid, job protective leave. However, only 60% of workers are eligible for
FMLA (5). The US is the only industrialized nation not to
mandate paid pregnancy and parental leave. Most industrialized countries, including the United Kingdom and Sweden, offer between three months and one year of paid leave
for a two-parent family. Many industrialized countries
also offer more unpaid leave than the United States (6).
Offer pregnancy and parenting leave to all employees: All working parents deserve an adequate amount
of time away from work to care for and bond with
new children. Currently, many employees are excluded from pregnancy and parental leave benefit policies (4). Therefore, employers should offer some type
of job-protected leave, for all their employees (12).
Extend quality employer-provided leave: To promote optimal health conditions for mother and baby,
the Healthy Mothers Workplace Coalition recommends
that employers extend job-protected leave to 4 to 6
months and continue to pay salary and benefits to all
employees on leave (12). Employer provided leave policies should also be available to employees with older children who are in need of additional care as well as
to employees with sick spouses, partners, or parents.
Grant pregnancy accommodation requests: Employers should provide reasonable accommodations for pregnancy, such as allowing pregnant workers to sit on a
stool or transferring pregnant workers to a less hazardous position, if available (12). Employers may request a
medical certification to verify that the employee is either
unable to work or needs a modified work schedule (2).
Sources
1. Kamerman, Sheila. From maternity to parental leave policies: womens health, employment
and child and family well-being. American Medical Womens Association. 55.2 (2000): 96-99.
Print.
2. Taking Leave from Work: Pregnancy/Prenatal Care/Bonding with a New Child. Legal Aid Society- Employment Law Center. The Legal Aid Society of San Francisco. Web. 27 Nov 2013. Available
from http://www.las-elc.org/factsheets/leave-pregnancy.pdf
3. Lynda Laughlin. Maternity Leave and Employment Patterns of First-Time Mothers. Current
Population Reports. Washington DC: Census Bureau, 2008. Web. 11 Oct 2013. Available from
http://www.census.gov/prod/2011pubs/p70-128.pdf
4. Appelbaum, Eileen, and Ruth Milkman, Awareness of Californias Paid Family Leave Program
Remains Limited, Especially Among Those Who Would Benefit From It Most. Center for Economic and Policy Research. Center for Economic and Policy Research. (2008 Sept) Web. 7 Oct 2013.
Available from http://www.paidfamilyleave.org/pdf/ParentalLeave21Countries.pdf
5. A Look at the US Department of Labors 2012 Family Medical Leave Act Employees and
Worksite Surveys. Research Library. National Partnership of Women and Families, 01 February
2013. Web. 27 Nov 2013. Available from http://go.nationalpartnership.org/site/DocServer/DOL_
FMLA_Survey_2012_Key_Findings.pdf?docID=11862
6. Ray, Rebecca, Janet Gornick, and John Schmitt. Parental Leave Policies in 21 Countries: Assessing Generosity and Gender Equity. Paid Family Leave. Center for Economic and Policy Research, 1
Sep 2008. Web. 22 Oct 2013. Available from http://www.paidfamilyleave.org/pdf/ParentalLeave21Countries.pdf
7. Staehelin, Katharina, Paola Coda Bertea, and Elisabeth Zemp Stutz. Length of maternity leave
and health of mother and child a review. International Journal of Public Health. 52. (2007):
202209. Web. 22 Oct 2013. Available from http://www.ncbi.nlm.nih.gov/pubmed/18030952
8. Brown, Stephanie, and Judith Lumley. Physical health problems after childbirth and maternal
depression at six to seven months postpartum. British Journal of Obstetrics and Gynaecology.
107. (2000): 1194-1201. Print.
9. Schore, Allan. Perspectives of Regulation Theory: Early Brain Development and the Increased
Prevalence of Severe Mental Disorders in U.S. Youth. UCLA Extension and Lifespan Learning Institute. UCLA David Geffen School of Medicine. Los Angeles. 10 Mar 2012.
10. Baum CL. 2003. Does early Maternal Employment harm Child Development? An Analysis
of the Potential Benefits of Leave Taking. Journal of Labor Economics. 21(2);381-408. Web. 7
Oct 2013. Available from http://www.academicroom.com/article/does-early-maternal-employment-harm-child-development-analysis-potential-benefits-leave-taking
11. Heymann SJ, Toomey S, Furstenberg F. 1999. Working parents: what factors are involved in
their ability to take time off from work when their children are sick? Arch Pediatrics and Adolescent Medicine. 153:870-4. Print.
12. Healthy Mothers Workplace Coalition, Self-Assessment for Excellence as a Health Mothers
Workplace: Criteria for 2013 San Francisco Healthy Mothers Workplace Awards. 3 Jun 2013.
Print.