Every birth journey is unique. Employees who are giving birth have access to programs that provide time to recover and, if applicable, bond with their newborn.
This page focuses on leave available to employees who are giving birth. For bonding leave available to all parents, visit the “Bonding with a New Child” page.
Employees who are giving birth may use multiple types of leave for pregnancy, recovery, and bonding. Paid Parental Leave (PPL) includes Pregnancy Related Medical Leave and Child Bonding Leave.
Chipotle provides eligible Staff employees with paid leave for pregnancy-related medical needs and recovery from childbirth. This leave works together with Short-Term Disability and offers a combined total of up to 8 weeks (40 days) of paid leave, based on eligibility and Short-Term Disability approval.
If you are not eligible for FMLA, you may still request an unpaid medical leave for pregnancy-related medical needs and recovery from childbirth. This leave is subject to approval based on your individual circumstances, medical documentation, and business needs.
In general, the duration of non-FMLA medical leave will not exceed 12 weeks within a rolling 12-month period. However, the length of leave may vary depending on your situation and applicable laws.
Chipotle provides eligible Staff employees with up to 4 weeks (20 days) of paid Child Bonding Leave to bond with a newborn child. This leave must be taken within 12 weeks of the child’s birth 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. FMLA leave runs at the same time as Paid Parental Leave and generally does not increase the total amount of leave available.
Depending on your state, you may be eligible for additional leave benefits, including paid family leave or disability benefits during pregnancy, recovery, or bonding.
If applicable, state benefits may offer income replacement while you are on leave, 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.
If you’re enrolled in an Anthem medical plan, you may have access to the Building Healthy Families program, which offers support during pregnancy and after your baby is born.
This includes:
This program is available at no extra cost to you if enrolled in an Anthem medical plan. If you’re enrolled in a Kaiser medical plan, similar support is available as part of your integrated care experience.
You have 60 days from birth to add your child to your medical coverage in Workday.
If you do not enroll your child within 60 days, your child will not have coverage until the next eligible enrollment period.
We're looking forward to seeing you back!
To support a safe return to work, please provide medical clearance from your healthcare provider to benefits@chipotle.com. You’ll be able to return once the documentation is received and the Benefits team has confirmed your return. Return to work is not permitted until the documentation has been received and approval has been granted by the Benefits team.
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.
