Working in higher education is often seen as stable and flexible. Many people think this makes it easier to start a family. But when it comes to real parental leave policies, the picture is less clear. Not all colleges or universities offer the same support. Some offer generous time off and benefits, while others offer very little, especially for contract or part-time workers. This gap between expectations and reality often catches people off guard.
In this article, we’ll look at how much parental leave you actually get in higher ed jobs in the US, what affects these policies, and what to consider if you’re planning to have a child while working in academia.
Full-Time Faculty and Staff – What’s Usually Offered
Parental leave for full-time employees in higher ed depends on a few things: your role (faculty or staff), your union status, and whether you’re at a public or private institution. In general, full-time staff at large universities tend to get better benefits than adjuncts or part-time workers.
Some universities offer 6 to 8 weeks of paid leave, especially for birth mothers. Non-birth parents might get less or only unpaid time. A 2023 survey by CUPA-HR showed that only 26% of institutions offer paid parental leave to all eligible employees. Others require employees to use sick leave or vacation days to cover time off.
Another key issue is tenure. Tenure-track faculty often have the option to delay their tenure clock due to childbirth or adoption. You can read more about this policy and why it matters here on the site.
But the details still vary widely. Some schools offer no formal leave policy at all. Others allow for informal agreements with department heads, which can be helpful or risky depending on the workplace culture.
The Situation for Adjuncts and Temporary Staff
Adjuncts, lecturers, and other non-tenure-track staff are often left out of official parental leave plans. Many are classified as independent contractors or part-time employees, which means they aren’t covered by most institutional benefits.
In real terms, that means if an adjunct instructor has a baby mid-semester, they might not get paid at all during time off. Some institutions try to help by adjusting teaching loads or offering unpaid leave, but these are rarely written into contracts. Without job security, adjuncts also face pressure not to take time off at all, fearing they won’t be rehired next term.
This gap in benefits creates long-term problems. It pushes talented people, especially women and caregivers, out of the academic workforce. Those who stay often do so at a financial and personal cost.
For people in these positions who are considering having children or managing fertility treatments, there are also resources outside of the institution that can help. One example is the support offered on the site, where you can find information on fertility clinics and planning options.
How State and Federal Laws Fit In
The U.S. does not have a national paid family leave program, so the laws that exist don’t always offer much help. The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid leave for childbirth or adoption, but it only applies if you’ve worked at the institution for at least 12 months and your employer has more than 50 employees.
So, if you’re at a small private college or a short-term contract, FMLA might not protect you. Some states have their own family leave laws that provide more support. For example, California, New York, and Massachusetts offer paid family leave programs. But again, how these laws apply depends on your employment type.
You can check your eligibility through government sources or trusted HR organizations. A good explanation of FMLA and who it applies to is available read here on the site.
Because of all this variation, it’s critical to look into both federal and state rules as part of your planning process. Don’t assume the university will walk you through it – many won’t.
Real-Life Tips From Higher Ed Employees
People working in higher education often share that the official policy is only half the story. Department culture, your supervisor’s attitude, and peer support play a huge role. Here are a few tips from employees who’ve gone through parental leave in academia:
- Talk early: If you’re planning to start a family, speak with HR and your supervisor as early as you feel comfortable. This helps you understand what’s possible.
- Put things in writing: Informal promises can fall through. Always get agreements about your time off and job duties in writing.
- Know your rights: Don’t rely only on your institution’s summary. Read the actual leave policy. Check state laws too.
- Ask around: Other parents in your department may have helpful insights or even sample leave requests they used.
- Plan for the money gap: Many parental leave policies are unpaid. Budget ahead if you’ll need time off without pay.
It’s also important to remember that policies can change. Union organizing in higher ed has led to better leave policies in some places. Advocating for clearer, more fair benefits can help others as well as yourself.
Conclusion
Parental leave in higher education is far from simple. What you get depends on your position, your contract, and where you live. For full-time faculty at large institutions, the support might be decent, but for many others, it falls short.
If you’re thinking about having children while working in higher ed, make sure to check your exact benefits early. Ask questions, talk to HR, and connect with others in similar situations. Look beyond the job title and ask what the job really gives you when your personal life changes.
Understanding what’s missing is also the first step to asking for more – not just for yourself, but for everyone in the system.