Paid Parental Leave

Paid Parental Leave

Few moments are as special and meaningful as when a new child comes into your life. With Parental Leave, you’re able to take up to six weeks of paid time off to bond and care for a new child through birth, adoption, or foster placement.

Your Parental Leave checklist

  • Apply for Parental Leave: Refer to the Request a Leave section of this guide.
  • Notify your manager as soon as possible: This ensures smooth continuation of business so your responsibilities will be covered while you are away.
  • Review other time away from work policies and programs: If you are on a medical maternity leave due to pregnancy or childbirth, you may be eligible for Short-Term Disability (STD) benefits through Wolters Kluwer. You may also be eligible for unpaid job protection under the Family Medical Leave Act (FMLA).
  • Check the policy: Please refer to the Parental Leave policy posted in Workday Help.

Eligibility

You must be a full-time employee who has worked at Wolters Kluwer for at least one continuous year and worked 1,250 hours in the past 12 months. You may be eligible for Parental Leave if you are the parent or the parent’s spouse/domestic partner.

Salary continuation while on Parental Leave

If eligible, you may take up to six weeks of Parental Leave, and your regular salary will continue as follows:

  • Weeks 1-2: 100% of regular salary
  • Weeks 3-4: 80% of regular salary
  • Weeks 5-6: 60% of regular salary

What is regular salary?

Benefits while on leave

Your Wolters Kluwer benefits in effect the day before your leave will continue, with the amount you pay in contributions deducted from your Parental Leave payments. The only exception is the Dependent Care Flexible Spending Account (DCFSA), which is not available while on leave. If you were participating in the DCFSA immediately prior to your leave, you can re-enroll within 31 days of returning to work. If you were not previously participating in the DCFSA, you may enroll within 31 days of returning to work as a result of a qualifying life event.

How long it can be used

Parental Leave cannot exceed a total of six weeks during any rolling 12-month period (measured backwards from the first day of your leave), regardless of the number of children you are caring for while on leave. Your leave must conclude within six months of birth or placement of the child(ren) for adoption or foster care and must be taken continuously, meaning you cannot use the time intermittently and return to work.

If you are the birth parent, you may apply for salary continuation through Parental Leave and start receiving benefits after your 6-8 weeks of benefits through medical maternity leave (provided through the STD benefits program). If you are the spouse/domestic partner, adoptive parent, or foster parent, you may apply for Parental Leave and start receiving benefits at the beginning of your leave.

Concurrent leaves

Parental Leave, which provides salary continuation, will run concurrently with FMLA, which provides job protection. This means if you are on a Parental Leave and receiving FMLA, you will be covered under your Parental Leave and FMLA at the same time.