Explain parental leave policy to new hires

Leave Entitlements (Policy Version 2.1, Updated: November 2025):

Primary Caregiver

Paid Leave: 12 weeks
Salary Coverage: 100% base salary
Additional Unpaid Leave: Up to 4 additional weeks
Eligibility Requirements: 6+ months employment, full-time status

Secondary Caregiver

Paid Leave: 6 weeks
Salary Coverage: 100% base salary
Additional Unpaid Leave: Up to 2 additional weeks
Eligibility Requirements: 6+ months employment, full-time status

Eligible Life Events: Birth of a child (biological parent), adoption finalization, foster care placement, surrogacy arrangements

Application Process:

1. Notice Required: 30 days preferred notice, minimum 2 weeks (emergency situations excepted)
2. Required Documentation: Birth certificate or adoption papers, completed parental leave request form, manager approval signature
3. Processing Timeline: HR review within 5 business days, benefits coordination with payroll team
4. Leave Coordination: FMLA integration, state benefit supplements, short-term disability coordination for birth parents

Practical Examples:

Example 1: New Parent (Primary Caregiver)

Employee: Full-time software engineer, 18 months with company
Leave Taken: 12 weeks paid leave at full salary, took additional 2 weeks unpaid
Benefits: Health insurance continued, gradual return with flexible schedule first month back
Timeline: Applied 6 weeks before due date, seamless transition

Example 2: Adoptive Parent (Secondary Caregiver)

Employee: Marketing manager, 2+ years with company
Leave Taken: 6 weeks paid leave, coordinated timing with adoption finalization
Benefits: Flexible leave timing around court dates, full salary continuation
Timeline: Applied when adoption process reached final stages

Additional Support Benefits:

• Gradual Return Options: Part-time schedule or flexible hours for first 4 weeks back
• Lactation Support: Private nursing rooms, flexible break time, breast pump coverage through insurance
• Dependent Care FSA: Tax-advantaged savings account for childcare expenses
• Employee Assistance Program: Counseling services, parenting resources, work-life balance support

Getting Started:
Questions? Contact HR Benefits team at benefits@company.com
Planning Timeline: Start planning 2-3 months before anticipated leave
Manager Discussion: Early conversation helps with coverage planning and smooth transition