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Ei Dynamics Sky

Date Posted: 4/25/2014

Payroll Pro Tip: Managing Maternity Leave

By Stefan Schumacher, editor of The Payroll Blog

As an employer or payroll administrator, a common situation you may run into that can impact  the payroll is a maternity or pregnancy-related disability leave. It’s important that you not only follow the applicable federal, state and local laws, but also have a written policy to communicate to employees what they can expect should they need this leave. 

Employers may be covered under the Federal Family and Medical Leave Act, the Pregnancy Discrimination Act, the Americans with Disabilities Act, and one or more state leave laws. Your company may also be required to provide state-mandated short term disability insurance benefits. And finally, your company may choose to provide an unpaid disability leave for employees needing time off for non-job-related illnesses and injuries, including pregnancy-related disabilities.

In addition to complying with applicable leave and insurance laws and ensuring consistent implementation of company policies, you’ll also want to talk with the employee about their workload, what projects can be delayed, what will happen if they begin the leave sooner than expected, who will take on their responsibilities and anything else they can share about their duties before they go on leave. 

Remember, too, you want to make the person going on leave comfortable with the situation, because you don’t want to lose a good employee. 

Also note: employees may be eligible for short term disability benefits if mandated by state law or offered under the company’s short term disability insurance policy.


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