Every birth journey is unique. It’s important to have time to recover and bond with your newborn. Associates who are expecting to give birth are eligible for a combination of programs that provide time, pay, and flexibility while going through this experience.
Expecting Associates may utilize multiple types of leave for pre-partum, post-partum, and bonding needs. These leave types are described below as well as the New Parent Phase-In program. Please note that FMLA and statutory leaves run concurrently with provided leave.
Short-Term Disability (STD) generally provides up to 8 weeks of leave while you experience birth and recovery. During this time, you’ll receive full income replacement after an initial seven calendar day waiting period during which the HR Benefits Team will apply your unused sick/vacation time.
Paid Parental Leave (PPL) follows STD and provides up to an additional 8 weeks of full income replacement while you bond with your baby. PPL can be completed in two ways: either in a single, continuous period of 8 weeks, or in multiple periods of 1-week increments. The entire PPL duration must be completed within 12 months from the date of birth. Please let Unum know if you plan to use Paid Parental Leave to initiate the process.
New Parent Phase-In Program (NPPI) gives you the option to return to work on a temporary part-time schedule for up to 8 weeks following Short-Term Disability Leave or Paid Parental Leave. At least 30 days prior to your return-to-work date, notify Unum and your manager if you’ve chosen to use NPPI. Select a temporary, part-time work schedule for the duration of the NPPI period:
Important! After you select a schedule, it cannot be changed during the NPPI period. You are allowed only one consecutive period of NPPI in a 12-month period.
FMLA provides up to 12 weeks of job-protected leave for certain situations including if you need to care for your own serious medical condition. On its own, this leave is considered unpaid.
Supplemental Medical Leave provides eligible Associates an additional 14 weeks of job-protected leave if you’ve exhausted FMLA or if you do not qualify for FMLA. On its own, this leave is considered unpaid.
During paid leaves (including STD and PPL), your paycheck, health benefits, 401(k) deductions, and vacation accrual will continue. Your leave may impact other benefits such as variable compensation (VC) and Sales Incentive (SI), if eligible.
Unum will mail you additional details regarding your leave, notify you of required documents, and more. A Unum specialist may reach out if additional documentation is needed to support your claim. Be on the lookout to avoid any delays in processing your claim.
If you need to change your leave dates or need an extension to your leave, contact Unum, and be sure to notify your manager, your Human Resources Business Partner, and the HR Benefits team.
Important! After you select a schedule, it cannot be changed during the NPPI period. You are allowed only one consecutive period of NPPI in a 12-month period.
We're looking forward to seeing you back!
Notify your manager and Unum claim specialist before your leave ends. You’ll need to select your temporary, part-time work schedule for the duration of the NPPI period:
We offers a variety of benefits which may have increased importance to you during this time:
For more information on your benefits, see the Benefits Guide or Benefits Bookshelf.
Some states provide leave benefits that you may be entitled to. When you file a leave claim, Unum will let you know if you are eligible for any state benefits. If applicable, you’ll need to file a claim directly with your state. Company-provided leave benefits are generally offset by statutory benefits and run concurrently. You should review the Leaves of Absence and Other Time Off Policy for additional information.
The Family Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for a variety of circumstances. You’re eligible for FMLA if you have worked for at least 12 months and have worked 1,250 hours during the previous 12-month period. FMLA is taken concurrently with other types of leave. If you have exhausted FMLA or are not yet eligible for FMLA, you may be eligible for job protection through Supplemental Medical Leave.
Questions about Leave Benefits? Visit the Frequently Asked Questions page for a list of common questions and answers. For all other questions, contact the HR Benefits Team at email
