Should Company Parental Leave be Equal for Birthing and Non-Birthing Parents

When designing a paid parental leave program, one common question is: should birthing and non-birthing parents receive the same amount of leave? This decision can impact workplace culture, talent retention, and gender equality as businesses aim to be more inclusive and supportive of employee well-being.

In this post, we’ll look at the benefits of equal parental leave, the challenges of balancing fairness and practicality, and the important distinction between medical and bonding leave for new parents. 

Government Parental Leave Laws

In the U.S., parental leave laws vary. The Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid leave for both birthing and non-birthing parents at companies with 50+ employees, but many workers can’t afford unpaid leave. Federal employees get 12 weeks of paid leave under the Federal Employee Paid Leave Act (FEPLA), but private-sector employees don’t have this benefit. Only 13 states and Washington D.C. offer paid leave for all parents.

The U.S. is still the only high-income country without universal paid leave, which especially affects low-income workers and women of color. Currently, only 27% of private-sector workers have paid family leave access. 

With limited federal solutions, companies can step up to bridge the gap with their own policies.

Benefits of Equal Parental Leave

Offering equal parental leave helps create a more inclusive work environment. It promotes gender equality, reduces career interruptions for women, and encourages shared caregiving, which can narrow the gender pay gap. Companies that offer equal leave often see higher employee morale, loyalty, and lower turnover.

Beyond the workplace, equal leave benefits society too. Children thrive when both parents are involved in caregiving, and companies that offer robust leave policies are more attractive to top talent. Such policies can also boost productivity and employee satisfaction by reducing stigma around taking leave.

Challenges and Considerations

Offering equal leave can present challenges, especially for small and mid-sized businesses. Extended leave may strain resources, and financial concerns are common, especially for businesses still recovering from the pandemic. It’s important to balance supportive policies with fiscal responsibility, along with managing operational, legal, and compliance challenges across different states.

However, businesses can ease the financial burden by using state-funded bonding benefits and short-term disability (STD) insurance, which cover part of the costs, particularly for birthing parents. Tools like Aidora’s leave management software can also help businesses streamline these processes and maximize reimbursements.

Medical Leave vs Bonding Leave

It’s also important to distinguish between medical and bonding leave. Birthing parents experience a period of medical disability due to childbirth. As such, they should have access to additional leave to cover their recovery time beyond the standard bonding leave offered to non-birthing parents. Providing extra leave for birthing parents ensures they have the necessary time to heal while still offering equitable bonding leave, helping create a fair and supportive workplace for all employees.

Conclusion

Equal parental leave isn’t just a progressive policy—it’s a smart business move. Gaps in the U.S. parental leave system highlight the need for more inclusive policies that promote gender equality, reduce turnover, and support families. Despite challenges, successful companies have shown that investing in equal leave can enhance employee engagement and operational efficiency. Aidora’s leave management software can make this process smoother, helping businesses offer equitable, compliant, and inclusive leave policies.