Supporting Parents At Work: Covering Your Legal Bases & Building a Stronger Culture
Parents make up a significant part of today’s workforce. And behind every policy or regulation is a person—navigating childcare, healing after birth or loss, and doing their best to balance work and family life.
As an employer, you play a meaningful role in that experience.
Here’s what you need to know:
Leave rights to be mindful of
Maternity + paternity leave: Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for birth, bonding, or placement of a child. Many states also offer paid leave.
Adoption + foster care: Covered under FMLA with similar protections.
Pregnancy loss + bereavement: No federal requirement, but some states offer leave. Compassionate support goes a long way.
Returning to work: Planning ahead helps. Consider phased returns, flexible schedules, and clear communication throughout.
During pregnancy and beyond
Pregnancy accommodations: The Pregnant Workers Fairness Act (PWFA) and Title VII require reasonable accommodations and protection from discrimination.
Workplace safety: Adjust roles or duties when medically necessary to protect health.
Breastfeeding accommodations: The Fair Labor Standards Act (FLSA) requires break time, private space (not a bathroom), and if possible, safe storage for expressed milk.
Flexibility matters
There’s no federal right to request flexible work, but some states and localities have requirements. Even when it’s not required, many employers choose to offer it—to support retention and wellbeing.
Your next step doesn’t have to be complicated
You don’t have to figure it all out alone. We help businesses create compliant, compassionate practices that make space for both care and performance.
Let’s talk about what’s right for your team—and how you can support working parents with confidence.
