Paid Parental Leave Eligibility & Provisions

hands in a heart shape around infant feet

Beginning July 1, 2024; up to six (6) weeks of paid Parental Leave will be available to employees at the University System of Georgia.


Eligibility is contingent upon the employee meeting the following criteria:

  • Regular benefits-eligible employees working 30 or more hours per week with least six (6) months of continuous service.
  • Part-time employees and temporary employees working less than 30 hours per week with at least six (6) months of continuous service who have worked a minimum of 700 hours over the 6 months preceding the leave request.

Qualifying life events include:

  • the birth of a child
  • placement of a minor child for adoption
  • placement of a minor child for foster care

Key Provisions of the Parental Leave Policy:

  • Eligible leave amount: Up to a maximum of 240 hours of paid leave.
  • Leave may be used on a continuous, partial, or intermittent basis.
  • Unused leave does not carry over for future use.
  • Parental leave has no cash value upon separation.


  • Must provide adequate documentation of qualifying life event
  • May be used on a continuous or intermittent basis
  • May not run concurrently with any other paid leave
  • Will run concurrently with Family and Medical Leave (FMLA)
  • Expires 365 days after the date of the qualifying event
  • No cash value upon separation from employment

Requesting Parental Leave:

Employees must provide their supervisor and HR with notice of the request for leave at least 30 days prior to the proposed leave date (or if the leave was not foreseeable, as soon as possible). The employee must complete the Paid Parental Leave Request Form and be prepared to provide appropriate documentation to substantiate the request to their Benefits Specialist.


  • The state law establishing paid parental leave for eligible state employees becomes effective July 1, 2021. Employees may begin requesting leave on that date.
  • Parental leave cannot be granted for absences prior to July 1, 2021, but leave can be taken based on a qualifying event that occurs prior to the effective date of the state law. Leave must be taken in the 12-month period following the initial qualifying event.
  • An eligible employee may request the use of parental leave based on a qualifying event that occurs prior to the effective date of the state law. Leave must be taken in the 12-month period following the initial qualifying event.
  • The state’s parental leave law does not contain a spousal limitation provision. Therefore, married USG employees could be eligible for a combined total of 480 hours of parental leave. As a reminder, parental leave will run concurrently with FMLA as applicable and the FMLA spousal limitation provision of 12-week combined total FMLA leave still applies.
  • If an employee is eligible for paid parental leave and is also eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA), the paid parental leave will run concurrently with FMLA leave and does not extend the leave period of either.
  • Yes. An employee could combine service across more than one USG institution to meet the eligibility requirement. However, the employment must be on a continuous basis.
  • No. the Family and Medical Leave, policy states that “holidays and time spent on paid or unpaid leave or suspension do not count toward the 1,250 hours.”
  • Parental leave, whether taken in a continuous block or on an intermittent or reduced-schedule basis, must be taken within 12 months of the initial qualifying event.
  • No. The state law does not provide that leave for part time employees must be prorated. All eligible employees may use up to the maximum of 240 hours of parental leave.
  • An eligible employee is limited to a maximum allotment of 240 hours of parental leave in a 12-month period even when transferring to another institution. As a result, it is the responsibility of the employer to conduct due diligence to ensure that the employee has not used their 240-hour allotment prior to approving the request for leave.
  • Temporary employees (including students) are non-benefits eligible. However, should a temporary employee meet the parental leave eligibility and qualifying life event criteria, they would qualify for parental leave as provided for in the HRAP on parental leave.