Massachusetts’ Parental Leave Law (PLL) is a state labor law lets pregnant employees and their employed partner/spouse receive protected leave for a pregnancy, birth, or adoption. Employees that qualify for PLL are given work protection and continued health coverage during leave. However, PLL does not apply to all employers.
A private employer that employs six or more employees is subject to the Parental Leave Law. A private employee must have worked full-time with the same employer for at least 3 continuous months and finished any probationary period(s) that may apply in order to qualify.
PLL applies to all state government employers. However, different government employers have different qualifications for an employee to receive PLL. Currently, there are different sets of qualifications for four different government entities:
Under the Parental Leave Law, a private employee has 8 weeks of work-protected leave. As mentioned above, private employees have continued health coverage during their PLL leave. This healthcare coverage must be at least the same level of coverage that they enjoyed prior to taking their parental leave. If the employee had health coverage from work before leave, then the employer must continue coverage.
Employees also have reinstatement when they return. If an employee’s position is terminated due to layoffs while they are on PLL, their employer must offer a comparable position or give the employee first consideration for a new position. An employee may ask for more than 8 weeks of leave. If an employer grants leave extending beyond the 8 weeks, they must put in writing that the employee's position is not guaranteed after 8 weeks.
Under PLL, public employees have many of the same protections as private employees. However, the payment of the employee’s salary for that leave and the length of permissible leave vary greatly among different government departments:
Employees must give notice at least 2 weeks before leave begins. Also, employees must give their employer notice 2 weeks before they return. However, in case of emergencies such as a premature birth, the employee may notify the employer as soon as it is possible to do so.
If you are an employee who qualifies for parental leave under the Parental Leave Law, your rights have been violated if your employer does any of the following:
Massachusetts was the first state to recognize same-sex marriage. Thus, it is not surprising that the provisions of PLL also apply to married same-sex couples. This includes the length of leave and the protections from employer discrimination.
A gay couple will be able to take paid leave to bond with an adopted child or for a child that they are having with a surrogate mother. A lesbian couple may take time for their pregnancy or adoption, as well as time for caring and bonding with the new child.
Inviting a child into your home, whether through a birth or through adoption, is an incredibly busy and overwhelming time. The last thing that you should need to worry about during this time is your job security. If you have any questions about whether you qualify for Massachusetts’ Parental Leave Law or how you can apply for that leave, contact a Massachusetts lawyer.
Last Modified: 01-17-2017 06:21 PM PSTLaw Library Disclaimer
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