Welcoming a new child is an important life event. Employees who are not giving birth may have access to leave options that provide time to bond with their child and support their growing family.
This page focuses on leave available for bonding with a new child. If you’re giving birth, visit the “Giving Birth” page for additional leave options related to pregnancy and recovery.
Chipotle provides eligible Staff employees with up to 4 weeks (20 days) of paid Child Bonding Leave to bond with a newborn, adopted, or placed child. This leave must be taken within 12 weeks of the child’s birth, adoption, or placement and is subject to approval based on business needs and applicable laws.
If eligible, FMLA may provide up to 12 weeks of unpaid, job-protected leave within a rolling 12-month period for bonding with a new child. FMLA leave runs at the same time as Child Bonding Leave and generally does not increase the total amount of leave available.
Depending on your state, you may be eligible for paid family leave benefits to bond with a new child. These benefits may provide income replacement during your leave.
State leave benefits typically run at the same time as Chipotle leave programs and do not increase the total amount of leave available.
The Hartford may help determine if state benefits apply and guide you through next steps. If eligible, you may need to file a claim directly with your state.
Your benefits may continue while you are on leave. To maintain coverage, you are responsible for paying your portion of the premiums for any plans you’re enrolled in.
If you return to work, any unpaid premium amounts will be repaid through payroll deductions over time until the balance is fully repaid.
Bonding leave must be taken within 12 weeks of birth, adoption, or placement. Leave may be taken in one continuous period or in approved increments of at least 2 weeks. Be sure to plan ahead and coordinate timing with your manager.
You have 60 days from birth to add your baby to your benefits in Workday. If you don’t, your baby will not have coverage and cannot be added until the next Open Enrollment period (unless you experience a qualifying life event).
We're looking forward to seeing you back!
If you decide not to return to work during your approved leave, you should notify your manager or HRBP at least two weeks before your scheduled return date. If you do not return or attempt to return to work following the end of your leave, you will be considered to have voluntarily resigned as of your leave end date.
If you decide not to return to work during your approved leave, you should notify your manager or HRBP at least two weeks before your scheduled return date. If you do not return or attempt to return to work following the end of your leave, you will be considered to have voluntarily resigned as of your leave end date.
Chipotle offers a variety of benefits which may have increased importance to you during this time:
Learn more on the Chipotle Benefits Website.
Some states provide leave benefits you may be eligible to receive. If your leave involves a medical leave or FMLA request, our leave administration partner The Hartford may help identify whether state benefits apply and guide you on next steps.
If eligible, you may need to file a claim directly with your state. Chipotle leave benefits and state benefits may run at the same time and are coordinated so total payments do not exceed 100% of your pre-leave earnings.
Visit the Frequently Asked Questions page for a list of common questions and answers.
For all other questions, call the Benefits Service Center at 877-625-1919 or email benefits@chipotle.com.
