Paid Prenatal Personal Leave

This Policy Applies To: All eligible faculty, staff, residents, fellows, postdoctoral appointees and student employees (undergraduate students employed through Student Employment and graduate students not paid a stipend or fellowship in furtherance of their degree) who work in New York State. 

Individuals represented by collective bargaining agreements receive benefits in accordance with those agreements.

University employees working outside of New York State should contact Leave Administration to determine eligibility for time off related to prenatal health care services in accordance with the laws of the state where they work.

I. Policy

The University of Rochester is committed to supporting the health and well-being of its employees. In accordance with the amended New York State Sick Leave Law,¹ which became effective January 1, 2025, eligible employees will be provided paid prenatal leave in addition to their existing sick leave or paid time off (PTO) entitlement.

II. Guidelines

A. Leave may be taken under this policy for health care services received by an employee during their pregnancy or related to such pregnancy. This may include physical examinations, medical procedures, monitoring, testing, and discussions with a health care provider related to the pregnancy.

B. Eligible employees can take up to 20 hours of prenatal leave within a single 52-week period.

C. Paid prenatal leave may be taken in hourly increments.

D. Individuals utilizing leave pursuant to this policy shall receive compensation at their regular rate of pay in effect at the time of the prenatal leave.

E. For hourly paid staff members (including staff in professional and leadership career streams paid hourly), paid prenatal leave hours are not counted as ‘time worked’ in calculating overtime pay.

F. Shift differential is included in the calculation of prenatal pay when an individual’s regular schedule qualifies for the shift differential.

G. Unused prenatal leave will not be paid out when an individual separates from the University.

III. Procedures

A. All eligible employees must follow departmental procedures for reporting scheduled and unscheduled time off for prenatal leave. However, a supervisor may not require the employee to disclose confidential medical information related to the prenatal leave request.

B. Prenatal time must be recorded in myURHR-UKG using the appropriate pay code. Individuals can access a summary of the amounts of prenatal time they used in myURHR-UKG.

C. All prenatal leave, up to 20 hours per 52-week period, is protected time under the law. Departmental procedures must reflect this protection. Protections under other federal and state regulations may also exist. Supervisors should consult with their HR Business Partner before taking corrective action due to an individual’s use of this or any other protected time off.

The University reserves the right to interpret, modify, amend, or terminate any or all of the benefit plans at any time, including actions that may affect coverage, cost-sharing, or covered benefits. A paper copy of this information is available for free from Leave Administration.

¹ NY Labor Law § 196-b