As the leaves begin to turn and we head into the final quarter of the year, many businesses are shifting focus from summer operations to year-end planning. For HR teams, October presents the perfect opportunity to revisit and reinforce one of the most critical aspects of employee well-being and compliance: maternity leave. 

Whether your organization is navigating an employee’s upcoming parental leave or reassessing internal policies, a thoughtful and strategic approach is essential—not just for legal compliance, but for employee satisfaction and retention. 

Why Maternity Leave Should Be Top of Mind This Fall 

September and October often mark a return to routine—kids are back to school, and work picks up pace. But for expectant employees, it might also be the final stretch before maternity leave begins. In fact, the most common birthday date is September 9^th! HR leaders must be prepared to support these employees through a seamless transition from Q3 to Q4. 

Here’s why now is the time to act: 

• Q4 planning: Ensure coverage and continuity before the busy end-of-year period. 

• Policy updates: Review leave policies to reflect any 2025 legislative changes. 

• Company culture: Reinforce a culture of care and flexibility—key to retaining talent in a competitive job market. 

Maternity Leave Compliance: What to Check This Month

Maternity and parental leave policies are governed by a mix of federal, state, and (sometimes) local laws. Here are a few checkpoints to guide your compliance review: 

1. FMLA Eligibility: 
   Confirm whether the employee qualifies under the Family and Medical Leave Act (FMLA)—which provides up to 12 weeks of unpaid, job-protected leave. 

–> Did you know? Only certain size employers must comply with FMLA guidelines. Not sure if your business needs to comply? Let’s talk! 

2. State-Specific Laws: 
   Many states have expanded paid family leave programs. Make sure you’re aligned with the latest updates in your jurisdiction. 

3. Short-Term Disability (STD): 
   Do you offer STD policies that cover part of maternity leave? Review the benefits offered and ensure clarity in your communications with employees. 

4. Review your Handbook: 
   What maternity leave options do you already have in place? If none are listed, what has your company done in the past?  Make sure to follow precedence. If none are formally documented, consider updating your handbook (we can help with that!) 

Planning the Transition: Best Practices for Employers 

Being proactive is the key to a successful maternity leave transition. Here are best practices for HR teams: 

✅ Start Early – Encourage employees to communicate expected leave dates as soon as possible. This allows for coverage planning and a smoother handoff. Best practice – have this communication timeline outlined in your handbook! 

✅ Create a Transition Plan – Work with the employee and their manager to identify responsibilities, transfer knowledge, and prepare the team. 

✅ Stay in Touch (Appropriately) – Maintain communication during leave in a respectful, non-intrusive way. Let employees know they’re valued and supported. Employees should do the same! 

✅ Plan for Reintegration – A return-to-work plan is just as important. Consider phased returns or flexible scheduling options to ease the transition. If your business is covered under ADA or PWFA, there are specific obligations under these laws that can’t be ignored! 

How You Can Lead With Empathy and Strategy 

At its core, maternity leave isn’t just a policy—it’s a reflection of your company’s values, culture, and long-term employee strategy. 

Employers that champion inclusive, well-structured leave policies are better positioned to: 

• Boost employee morale and engagement 

• Reduce turnover and hiring costs 

• Build a reputation as a family-friendly workplace 

Need Help Reviewing Your Maternity Leave Policy? 

Whether you’re a small business needing guidance or a growing company looking to standardize leave practices across multiple states, our HR consultants are here to help. 

Let’s make sure your policies are not just compliant—but compassionate, strategic, and future-ready. 

📩 Contact us today for a maternity leave policy audit or customized HR support!