When an employee shares that they are expecting a child or planning to take parental leave, managers play an important role in supporting the employee and planning for workload and coverage. This guide provides a quick overview of what managers need to know.
Maternity Leave
Eligible employees who give birth may receive up to six weeks of paid maternity leave (240 hours for a full-time appointment) to support recovery from childbirth.
- Maternity leave begins on the date of childbirth and must be taken immediately following childbirth.
- Additional paid leave may be available when medically necessary, such as sick leave or vacation.
Parental Leave
Eligible parents and legal guardians may receive up to six weeks of paid parental leave to bond with a new child.
Parental leave must be used within 12 months of the child’s:
- Birth
- Placement for adoption
- Placement for foster care
- Placement for legal guardianship
Parental leave is available to eligible parents and legal guardians, regardless of whether they gave birth.
When an Employee Notifies You
When an employee shares their plans, you should:
Provide Support & confidentiality
- Thank the employee and acknowledge the information.
- Respect the employee’s privacy and allow them to determine when and with whom they share their news.
- Do not request medical details or documentation directly from the employee.
Discuss timing & coverage
- Discuss anticipated leave dates and how work and responsibilities will be managed during the employee’s absence.
- Work with the employee to plan for workload coverage and a smooth transition before and after leave.
- Contact taubmancollegehr@umich.edu if you need assistance with staffing, scheduling, or leave questions.
Coordinate the leave schedule
- Employees should discuss their requested leave dates with their supervisor.
- Supervisors approve the employee’s anticipated leave schedule in accordance with applicable university policies and operational needs.
Requesting Leave
The Maternity (Childbirth) and Parental Leave Request eForm is completed through Shared Services by the staff member.
The eForm:
- Should be submitted as soon as possible on or after the child’s birth or placement.
- May include both maternity and parental leave for the same event.
- Releases the appropriate time reporting codes needed for the employee to submit their timesheets while on leave.
Time Reporting
- Maternity Leave – MRL
- Parental Leave – PRL
Employees should submit their own timesheets while on leave (managers should not agree to do this on the employee’s behalf), and managers should review and approve timesheets as normal.
Holidays and Season Days
Maternity Leave: Staff members who are on maternity leave on a day observed by the university as a holiday or season day will be considered observing that holiday or season day for timekeeping purposes. Having a holiday or season day during maternity leave does not extend the six-week paid block of time.
Parental Leave: Staff members who are on parental leave on a day observed by the university as a holiday or season day will be considered observing that holiday or season day for timekeeping purposes. They will not be charged parental leave on that day.
When to Involve Work Connections
Refer employees to U-M Work Connections when:
- The employee is requesting a modification or exception to their work schedule or working arrangements due to pregnancy, childbirth, or a related medical circumstance.
- If the employee needs additional time away from work before or after childbirth, including additional recovery time following a cesarean section or medically complicated delivery.
Managers should not determine whether medical documentation is appropriate. Refer the employee to Work Connections directly and contact taubmancollegehr@umich.edu if you need assistance.
Child Care Leave of Absence
Employees who need additional time away from work to care for a child may request an unpaid child care leave of absence.
- If foreseeable, the request should be made 30 days in advance or as soon as possible when unexpected.
- A non-medical child care leave requires the employee to exhaust all available paid maternity/parental leave and vacation banks first.
- When the need is medically related, available short-term sick and extended sick leave may also need to be exhausted.
Contact taubmancollegehr@umich.edu if you have questions related to a child care leave of absence.
Lactation & Returning to Work
Managers should work with employees to support their lactation and pumping needs upon their return to work. Taubman College HR can help identify an appropriate space and answer questions about available resources.
U-M also maintains lactation spaces across campus and provides resources and protections for pumping at work.
Before the employee returns:
- Confirm the anticipated return date.
- Coordinate any approved work arrangements or lactation needs with HR.
- Plan for a smooth transition back to regular responsibilities.
Remote Work & Family Care
Managers should remind employees that remote work is not a substitute for child care or ongoing family care during established working hours. Employees are expected to have appropriate caregiving arrangements in place during established work hours. Employees working remotely are expected to remain available, maintain their regular work responsibilities, and follow their established work schedule.
If an employee indicates that their family care responsibilities may affect their ability to meet work expectations or maintain their schedule, connect with taubmancollegehr@umich.edu before making changes to the employee’s work arrangement or schedule. HR can help determine whether additional resources, leave, or an appropriate work arrangement may be available.
Manager Quick Checklist
When notified
- Support the employee and maintain confidentiality.
- Discuss anticipated leave dates and coverage needs.
- Direct the employee to the Taubman College Maternity & Parental Leave resources sheet
- Do not request medical details or documentation.
Before leave
- Coordinate and approve leave dates.
- Plan for coverage of essential responsibilities.
- Confirm the Shared Services eForm has been completed.
- Contact HR with questions or concerns.
During/after leave
- Review and approve timesheets as appropriate.
- Confirm the anticipated return date.
- Coordinate any approved work arrangements or lactation needs with HR.
- Support a smooth transition back to work.
Key Resources
- Taubman College HR: For questions about leave, scheduling, staffing, employee communication, or navigating the process.
- U-M Maternity (Childbirth) & Parental Leave Resources