| ext">In 1993, the federal Family and Medical Leave | | | | mouth to feed, and for many families, the loss of an |
| Act (FMLA) granted American men and women up to | | | | income at this time would be devastating, particularly |
| 12 weeks of unpaid time off from their jobs for the | | | | if the mother is already taking an unpaid maternity |
| birth or adoption of a child. This period of time off is | | | | leave. |
| generally known as family leave or parental leave. For | | | | The fear of what will happen to their jobs when |
| women, it is commonly called maternity leave; for | | | | they return is another factor that may make men |
| men, it may be referred to as paternity leave. | | | | hesitate to take paternity leave. While it is illegal for |
| To be eligible for parental leave under the FMLA, a | | | | an employer to discriminate against an employee who |
| person has to work for a federal, state, or local | | | | has taken a leave, some male employees still have |
| public agency or an organization that has 50 or more | | | | concerns about how they will be treated after doing |
| employees working within a 75-mile radius. He or she | | | | so. If their coworkers haven’t already set a |
| must have worked for the organization for at least | | | | precedent for taking paternity leave, a |
| 12 months and for at least 1,250 hours during the | | | | company’s male employees may not know |
| past 12 months. If a person meets these criteria, the | | | | what to expect if they try to do so themselves. |
| FMLA requires that his or her employer continue | | | | Another possible reason why men are reluctant to |
| paying for employer-sponsored benefits during the | | | | take paternity leave is rooted in social norms. While |
| family leave and allow the employee to come back | | | | husbands and wives today commonly share the |
| to the same or a similar position upon his or her | | | | breadwinner role in their families, many men still feel |
| return. | | | | an obligation to act as the primary breadwinner. For |
| In addition to the parental leave established by the | | | | some, this is a hard role to give up, even temporarily. |
| FMLA, some states have their own family leave laws, | | | | The first few months after a baby is born are critical |
| which are often more generous than the provisions | | | | to the bonding that takes place between parent and |
| of the FMLA. What’s more, many employers | | | | child. Moreover, the National Partnership for Women |
| also offer their own family leave policies. | | | | & Families states that parents’ taking parental |
| Despite these gains in federal, state, and employer | | | | leave can provide long-term benefits to a child, |
| policies, many men are reluctant to take paternity | | | | including improved brain and social development and |
| leave. There are a number of possible reasons why | | | | better overall health and well-being. |
| this is the case. | | | | If you are a man who is starting to plan a family, |
| Most importantly, perhaps, is the fact that many men | | | | look into the parental leave options that are open to |
| simply cannot afford to take an unpaid break from | | | | you through the FMLA, your state’s laws, and |
| work--let alone a 12-week unpaid leave. According to | | | | your employer’s policies. If you cannot afford |
| the National Partnership for Women & Families, 78% | | | | to take an unpaid leave, consider the other options |
| of individuals (men and women) who are eligible for | | | | that may be available to you. For instance, your |
| leave under the FMLA but don’t take it, | | | | employer may offer paid sick time or paid vacation |
| don’t take it because they cannot afford to | | | | time that you may be able to repurpose into a |
| do so. The arrival of a new baby means one more | | | | paternity leave. |