The United States is the only country among 41 higher-income nations that does not guarantee any paid leave for new parents or to care for a sick family member.
This issue brief provides background on federal and state paid family leave (PFL) policies, highlights domestic and international research that shows PFL provides a range of benefits, and lays out principles for a universal paid family leave program.
Unpaid leave and employer-provided paid leave are available to some workers but are generally less accessible to workers in low-wage jobs and workers of color. Employer-provided paid family leave is more prevalent among high-paying, professional occupations and within large companies.
Thirty-four percent of U.S. workers in the highest wage brackets have access to paid family leave through their employers, compared to 7 percent of workers in the lowest wage bracket and 6 percent of service workers. This leaves approximately 100 million people, or 80 percent of U.S. workers, without paid time off after birth or adoption.
Paid time off nearly closed the gap in workforce participation between mothers with young children and women without minor children.
Many employers report that PFL policies level the competitive playing field, especially for smaller employers who are recruiting skilled workers.
Principles for a Paid Family Leave Program for All
Despite the overwhelming benefits of paid family leave, most workers in the United States lack access. No one should be forced to choose between taking care of their family when they need it most or securing a paycheck. Giving all children a healthy start to life should include PFL for all workers and should take into account the following principles:
Leave should be universally accessible, not tethered to a zip code or where workers are employed.
Eligibility should extend to independent contractors, gig workers, or employees of any size business.
Broad eligibility for paid family leave, including: new baby/adoption/foster; care for a family member with a serious health condition; a worker’s own serious health condition; partner in active-duty military, or a survivor of domestic violence.
The definition of ‘family’ should be broad, including: a child, parent or parent of a spouse or domestic partner, spouse, domestic partner, grandparent, grandchild, sibling, or an individual with whom the covered individual has a significant personal bond that is or is like a family relationship, regardless of biological or legal relationship.
The program provides a streamlined application and claims process. Funds are available for awareness and outreach to key groups that underutilize leave benefits and to businesses to help them comply. Legal advocates and workers’ rights organizations work in tandem with administering agencies to highlight and address noncompliance among businesses and, as needed, take legal actions.
Federal Policy Recommendations to Advance Health Equity from the Robert Wood Johnson Foundation
A series of policy briefs include evidence-based recommendations to help people through the immediate health and economic crises and longer-term recommendations to ensure a fair and just opportunity to be as healthy as possible.
Normalizing Men as Caregivers Helps Families and Society
Men’s attitudes and experiences toward caregiving outweigh the traditional gendered beliefs, and despite the structural barriers they face, men have proven themselves as active contributors to the care economy.