Congratulations on your new addition.
The below information is provided to help you navigate WSU provision(s) for pregnancy and parental related leaves and accommodations that may be available to you.
An eligible employee will need to have worked for the State of Washington for at least 12 months and worked at least 1,250 hours in the 12 months immediately preceding their period of leave.
Not Eligible for FMLA? See:
Use of Accrued Leave
FMLA may be taken as paid or unpaid leave, upon the discretion of the employee and as identified in WSU policies. Employer paid medical benefits will remain effective during the FMLA period as long as the monthly premiums are paid. An employee may move in and out of pay status while on FMLA
Leave Limitations for Spouses of the Same Employer
Eligible spouses who are both WSU employees and eligible for FMLA are limited to a combined total of 12 workweeks of family leave for the following reasons:
- Birth of the employees’ child and care of the newborn child
- For adoption or foster care placement
- Or for the care of a parent with a serious health condition
Beginning December 16, 2020, to apply for FMLA leave, request a Leave of Absence in Workday. See Workday Knowledge base reference guide Employee Request a Leave of Absence. The health care provider continues to complete the Health Care Provider Statement.
Please note, in some circumstances WSU cannot allow an employee to return to work from a period of medical leave without the release of their Health Care Provider. Prior to an employee’s return to work they should complete and submit the Work Assessment / Return to Work form available on the forms page.
- Family Medical Leave Act of 1993
- BPPM 60.56: Faculty and Administrative Professional Personnel Leave
- BPPM 60.57: Civil Service Employee Leave
- Lactation Guidelines
Questions? Contact Disability Services.
Overview and Entitlements
Effective July 23, 2017, all Washington State employers are required to provide providing specific civil rights protections for pregnant employees. A pregnant employee has the right to the following accommodations:
- Providing frequent, longer, or flexible restroom breaks;
- Modifying a no food or drink policy;
- Providing seating or allowing the employee to sit more frequently; and
- Limiting lifting to 17 pounds or less.
*In addition, a pregnant employee may have rights to other workplace accommodation(s), as long as there is no significant difficulty or expense to the employer. These are:
- Job restructuring, including modifying a work schedule, job reassignment, changing a work station, or providing equipment;
- Providing a temporary transfer to a less strenuous or hazardous position;
- Scheduling flexibility for prenatal visits;
- Providing any further accommodations the employee may need.
To Apply for a Pregnancy Accommodation
It is the employee’s responsibility to inform the supervisor or HRS that he or she needs a reasonable accommodation in order to perform her job functions. To apply for Reasonable Accommodation, an employee may complete the Reasonable Accommodation Request form.
Supporting medical documentation may also be needed*. If needed, the Health Care Provider can complete the Reasonable Accommodation Health Care Provider Statement. Additionally, the Reasonable Accommodation Medical Release Statement may also be completed by the employee. All forms are available on the forms page. Please return all forms to HRS. The contact information can be found here.