Parental Leave Policy

Effective Date:
July 1, 2014
Last Revised Date:
August 13, 2026
Applies To:
Classified Staff, Appointed Personnel, University Staff
Responsible Unit(s):
Human Resources
Responsible Unit Email(s):
hradmin@arizona.edu
Status:
Active

Purpose and Summary

The University of Arizona (University) is committed to providing a work environment that is supportive of employees’ work and family life obligations. In demonstration of this commitment, the University offers paid and unpaid Parental Leave to Eligible Employees.

Scope

This Policy applies to all Eligible Employees.

Definitions

Child means a person under the age of 18.

Eligible Employee means a University employee who:

  • Currently serves in a position that is eligible for full benefits (University of Arizona, Arizona Department of Administration, and Arizona Board of Regents sponsored benefits); and
  • Has been employed in a full benefits eligible position by the University for at least 12 continuous months prior to the Qualified Event.

For employees on a nine-month academic-year work schedule, the summer months between academic years apply toward the 12 months of continuous employment.

Foster Placement means the placement of a Child by a state agency with an individual who is not the Child's parent or legal guardian and who seeks the opportunity to adopt the Child. 
    
Legal Guardianship Placement means a court-ordered relationship in which a person is assigned the responsibility and authority to provide physical care and supervision for a Child.

Miscarriage means the loss of a pregnancy before 20 weeks of pregnancy.

Parental Leave means a benefit that provides up to 12 workweeks of paid leave and up to 12 workweeks of unpaid leave for Eligible Employees upon a Qualified Event, or up to two (2) workweeks of paid leave for a Miscarriage.  

Qualified Event means the:

  • birth of a Child
  • adoption of a Child
  • Surrogacy of a Child
  • Foster Placement of a Child
  • Legal Guardianship Placement of a Child, or
  • a Stillbirth

Stillbirth means the death or loss of a Child at or after 20 weeks of pregnancy or during delivery.

Surrogacy means an arrangement whereby a person agrees to bear a Child for another person or persons who are the Child’s intended parents.

Policy

  1. The University offers Eligible Employees the following Parental Leave:
    1. Up to 24 workweeks of Parental Leave for a Qualified Event, to include up to 12 workweeks of paid Parental Leave and up to 12 workweeks of unpaid Parental Leave. Eligible Employees will accrue vacation and sick time during paid Parental Leave and when earned sick, vacation, and compensatory time is being used.
    2. Up to two (2) workweeks of paid Parental Leave for a Miscarriage. This applies to the parent who has the Miscarriage and/or to their spouse/partner.
  2. Parental Leave is available only once during a consecutive 12-month period (with the exception of Parental Leave for Miscarriage, which may be used more than once in a 12-month period). The calculation of the 12-month period begins on the first day of approved Parental Leave or the Qualified Event, whichever is first.
  3. Parental Leave must be taken continuously within the first 12 months beginning on the first day of the approved Parental Leave or the Qualified Event, whichever is first. The Eligible Employee's supervisor may grant an exception to this requirement and approve an intermittent or reduced work schedule.
  4. At the request of the Eligible Employee, Parental Leave may start up to two (2) workweeks prior to the anticipated Qualified Event.  
  5. Parental Leave may only be used once for the same Child. For Foster Placements and Legal Guardianship Placements, Parental Leave will only be provided for the period that the Child is placed with the Eligible Employee. In the event of a birth, adoption, or placement of multiple children, the Parental Leave period will not be extended or increased.
  6. Parental Leave runs concurrently with Family and Medical Leave (FML) when eligible and does not extend the FML period.
  7. If an Eligible Employee chooses to take any portion of the available 12 workweeks of unpaid Parental Leave, they must use their earned sick, vacation, or compensatory time during the unpaid leave.
  8. It is the Eligible Employee’s responsibility to initiate the Parental Leave request process. Requests for Parental Leave must be submitted at least 60 days before the leave is expected to begin. The University recognizes that extenuating circumstances (e.g., early birth, Foster Placement) may make advance notice difficult to provide, and exceptions to this requirement may be granted in such cases.
  9. Other Provisions
    1. When Both Parents Are University Employees: When both parents are University employees who meet eligibility guidelines, each parent is entitled to 12 workweeks of paid Parental Leave and 12 workweeks of unpaid Parental Leave, for a total of 24 workweeks of Parental Leave for each parent. The leaves may be taken at the same time or at different times, as long as they are taken within 12 months after the start of the Parental Leave or the Qualified Event, whichever is first.
      1. In the event of a Miscarriage when both parents are University employees who meet eligibility guidelines, each parent is entitled to two (2) workweeks of paid Parental Leave.  
    2. Payback Provision: Eligible Employees who fail to return to work for at least 30 calendar days after their approved Parental Leave ends agree to reimburse the University for the salary and benefits paid by the University during the period of paid Parental Leave. This reimbursement requirement will be excused if the Eligible Employee’s failure to return to work is related to the onset, recurrence, or continuation of a serious health condition of the Eligible Employee or the Child and the Eligible Employee provides documentation from the healthcare provider, or the Eligible Employee is granted approved leave for another reason (e.g., bereavement).
    3. Employees who Reside Outside of Arizona: Contact Human Resources to discuss additional options and coordination of benefits that may be available under the laws of the state of residence.
    4. Employees Who Are Not Eligible for Paid Parental Leave or Family and Medical Leave: Under 29 C.F.R. Section 1636, Employees who are pregnant or give birth are eligible for a reasonable amount of unpaid voluntary leave for recovery from pregnancy or pregnancy-related conditions (minimum of 8 weeks). Employees should contact Human Resources to request leave for this reason.  
  10. Responsibilities
    1. Requesting Parental Leave is the responsibility of the Eligible Employee. Human Resources is responsible for approving eligibility for the leave and keeping the leave paperwork on file. If an Eligible Employee requests a reduced work schedule or intermittent leave, Human Resources will contact the Eligible Employee’s supervisor for work schedule approval.
  11. Retaliation or Interference
    1. The University prohibits adverse action or retaliation against an employee who elects to take Parental Leave. Supervisors are prohibited from interfering with an employee’s ability to take Parental Leave. Employees who are concerned about retaliation or interference are encouraged to contact Human Resources.

Compliance

Human Resources is responsible for overseeing compliance with this Policy. 

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