Updated at: 15-06-2022 - By: Sienna Lewis

New parents in Ohio are often curious about how long maternity leave is. Maternity leave in Ohio: what you need to know.

Employees who have just given birth or adopted a child are now entitled to 12 weeks of unpaid leave from work under federal law. Just one week more than when the Family and Medical Leave Act was implemented (FMLA).

For employees caring for a member of their immediate family who has a significant health condition, the FMLA mandates that employers give up to 26 weeks of paid family medical leave annually.

Maternity leave can last up to 12 weeks for full-time workers at organizations with 50 or more employees. Some states, however, have enacted regulations that are more lenient for new parents.

According to the Ohio Department of Job and Family Services, six weeks of paid bonding time following the birth or adoption of a child can be taken at half pay (OD JFS). In addition, the FMLA grants up to 12 weeks of unpaid leave under certain circumstances.

Is Ohio home to you, and do you need time off for pregnancy, labor, or parenthood? Pregnancy and delivery leave is protected by the Ohio Civil Rights Act, which allows employees to take a reasonable length of time off. Unpaid leave is also available under the Family and Medical Leave Act (FMLA). Your employer is prohibited from treating you unfairly because of your pregnancy under the Pregnancy Discrimination Act (PDA), which may allow you to take time from work in specific instances.

Can I Use FMLA for Maternity Leave in Ohio?

Time Off During Pregnancy in Ohio

If you need maternity leave, you may be covered by two sorts of laws: those requiring it and those preventing discrimination on the basis of pregnancy.

Pregnancy Leave Under the Ohio Civil Rights Act

Discrimination on the basis of gender and pregnancy is outlawed under the Ohio Civil Rights Act, which applies to all firms with four or more employees. Pregnancy or childbirth leave is not punishable by employers in Ohio, according to the rules interpreting this legislation (included in the Ohio Administrative Code).

Pregnant employees must be provided a reasonable amount of leave time if their employer has its own leave policy, as long as they meet the policy’s qualification standards (for example, that they must have worked for the company for at least six months). Pregnant women who need time off for childbirth must be provided a reasonable amount of time off, with reinstatement to their jobs once their leave is over. A fair amount of time is not defined by the law.

Pregnancy Leave Under the Family and Medical Leave Act

The FMLA, which applies only to employers with at least 50 employees, gives eligible employees the right to take up to 12 weeks off work in a one-year period for pregnancy. It is required that employees have worked for at least 12 months and 1,250 hours in the 12 months before to their leave to be eligible for leave.

If you are pregnant or have recently given birth, you may be entitled to use the FMLA to take time off from work. Prenatal care, such as checkups and doctor visits, is also covered under the FMLA. You can learn more about the FMLA in our post on FMLA leave for pregnancy and disability.)

Pregnancy Discrimination

Because of the PDA, employers are not required to provide time off for their pregnant employees. Employers are required to treat pregnant employees in the same way they would treat other employees with temporary disabilities, such as a protracted illness or vehicle accident-related injuries.

Parenting Leave in Ohio

Employees can also use FMLA leave to spend time with a new child. For example, if you take two weeks of FMLA leave during your pregnancy, you’ll still have 10 weeks of parental leave available to you. Ohio, unlike some other states, does not have a statutory parental leave policy.

If you and your spouse both work for the same company, your FMLA parental leave may be limited to a total of 12 weeks. Even if you utilize all of your 12-week FMLA leave for parenting, you can still use the rest of it for other reasons, such as a major health condition. Nonetheless,

Getting Paid During Your Time Off

Non-paid leave under the FMLA and the Ohio Civil Rights Act does not count toward the accrual of vacation time. It’s possible to get paid while you’re away from the office if you use your accrued paid time off (such as sick days, vacation, or PTO).

If you’re employed by a company that provides these benefits, check to see if you’re eligible. Find out what sorts of leave you have access to by speaking with your HR representative or manager (and consulting your employee handbook).

Ohio Parental Leave Income Benefits 2022

There will be no state-mandated income replacement benefits in Ohio’s 2022 parental leave rules. Consult your company’s employee handbook to see if your boss has a paid time off policy, which is uncommon.

Government Assistance

There are two types of government financial support programs that can help you make it through your unpaid maternity leave.

The first is a program in which a portion of a mother’s income is replaced if she is unable to work or if she and her partner are bonding with their new baby. Private-sector workers in Ohio, on the other hand, are unable to take advantage of these options.

When a mother or father is unable to work, federal welfare programs are available to help them pay their bills. You’re more likely to qualify for income-based assistance as a result of your reduced earnings.

Short-Term Disability

One of the primary methods by which new parents in Ohio might get benefits equivalent to 66% of their lost income is through short-term disability insurance. All private policies exclude coverage for pre-existing pregnancy, so mum must sign up before getting pregnant.

Mothers can get maternity leave pay through short-term disability in three common situations.

  1. The inability to give birth due to a medical condition during pregnancy.
  2. Recuperation from a typical childbirth and labor
  3. Delays in returning to work due to postpartum health problems (not depression)

Fathers who take paternity leave are not eligible for short-term disability benefits because they are still able to execute their usual work obligations.


While on maternity or paternity leave, claiming unemployment benefits is unlikely to work. For both new mothers and fathers, at least two of the three most important criteria are not met, especially if they are still employed and working full time.

As soon as the period of forced absence ends, you may be able to file for unemployment benefits because you are now physically capable of working. If you were fired or voluntarily quit, you now have to prove that it was for a “Just Cause.”

When determining whether a resignation is for “just cause,” Ohio law says that the criteria is whether the action taken was one that an ordinarily reasonable person would take in similar circumstances.

State Employees

Parents in the public sector frequently may not have access to the same benefits as state employees, including paid parental leave. Public personnel in the state of Ohio are protected by the law.

  • Instead of receiving the wage benefit, you’ll get $2,000 to cover adoption-related expenses.
  • 14 unpaid days before a parent can use their sick, vacation and compensatory benefits for personal reasons.
  • For four weeks at 70% of base pay, no more than 40 hours per week will be worked.
  • Pregnant women on pregnancy disability (as defined in section 124.385) are exempt from the one-year waiting period.

Ohio FMLA Maternity & Paternity Leave 2022

Mothers and fathers in Ohio may take up to 12 weeks of unpaid leave from work in 2022, thanks to the federal Family Medical Leave Act (FMLA). Parents who are eligible and employed by a covered company are entitled to twelve weeks of unpaid leave.

Employees who qualify for the program

  • At least a year of service to the employer is required.
  • Computed at least 1,250 hours of service throughout the previous year
  • At least 50 employees of the employer are within a 75-mile radius of the work place.

Employers who are covered by this policy

  • Small business, with at least 50 employees and a workforce of 20 weeks or more
  • Regardless of the number of people it employs, a public agency is
  • Regardless of the number of employees at a public or private elementary or secondary school,

The employee handbook is the best resource for parents who aren’t covered by FMLA.


FMLA does not cover the cost of childcare. In order to safeguard those who qualify, the federal rule gives uncompensated employment protection and maintenance of health insurance. In addition, Ohio does not have a separate legislation mandating companies to pay salaries to employees who are forced to take time off due to family medical issues.

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You may, however, be allowed to use any unused sick, personal, vacation, or compensatory time to make up the difference. Of course, if you’re covered by short-term disability, you’ll receive a portion of your wages if you’re unable to work due to a medical condition.

Under 50 Employees

Changes in the FMLA under 50-employee rule in Ohio affect the length of parental leave time. For the sake of clarity, males in this situation are not entitled to 12 weeks of job protection, while mothers must sort through the legal weeds. It’s not uncommon to see outcomes that aren’t entirely consistent.

  • Small businesses with less than 50 employees have no FMLA job protections for new fathers on paternity leave.
  • According to a related state statute, new mothers on maternity leave may believe that they have 12 weeks of legal rights, which appears to benefit pregnant women who work for small enterprises with less than 50 employees.

Ohio administrative code 4112-5-05 provides that the absence of female employees working for firms with more than four employees can be justified by the fact that they have recently given birth. It was eventually amended to include a 12-week obligation, regardless of other requirements. Afterwards, a second court ruling overturned the idea that pregnant women are not entitled to additional rights.

Consequently, you may require the services of a lawyer in order to interpret and enforce these laws.

Can I Use FMLA For Maternity Leave In Ohio?

Yes, FMLA leave can be used for maternity leave in connection with the birth of a child or the adoption or placement of a child in foster care. If you’re a “qualified employee,” you can take up to 12 weeks of FMLA leave per year. An “eligible employee” is a worker who qualifies for FMLA leave because their employer has at least 50 employees working within a 75-mile radius of their place of work. You should be eligible for FMLA leave if you have worked for this company for a year or worked 1,250 hours.

The Family and Medical Leave Act does not allow your employer to have you spend all of your eligible unpaid leave at once. Your employer is required to allow you to take FMLA breaks as needed.

FMLA leave may not be granted in accordance with your employer’s responsibilities under the law. If this happens to you, you should speak with an FMLA attorney in Columbus to go over your specific case.

When it comes to intermittent FMLA maternity leave, this is what you need to know:

Pregnancy, Childbirth, And Adoption Are Covered By The Fmla

For the following reasons, employees who have worked 1,250 hours or the equivalent of a year are allowed to request and use up to 12 weeks of unpaid FMLA leave, according to the U.S. Department of Labor’s FMLA website:

  • It is necessary to care for a newborn baby within a year of birth.
  • Placement of a kid for adoption or foster care within one year of placement with an employee who will care for the child;
  • Working to provide support for the employee’s family members who have a significant medical condition;
  • health issues that prevent a person from doing their job’s basic tasks;
  • The employee’s husband, son, daughter, or parent who is a covered military member on “covered active duty” is a qualifying emergency.

Mothers and fathers can use FMLA time to deal with pregnancy difficulties, care for a newborn, or welcome a foster kid or adopted son or daughter into their home.

For each year that an employee is eligible to use FMLA leave, there are a total of 12 weeks. Unused FMLA time does not carry over to the following year. In both the employer and the employee’s best interest, both parties must keep track of how much unpaid FMLA leave has been used and how much is still available.

Fmla Must Be Requested And Approved

The earlier you let your employer know that you’ll need to use your FMLA maternity leave, the better. As soon as possible after a medical emergency or early birth prevents you from taking maternity leave, you should notify your employer of the situation and obtain paperwork for FMLA leave.

A doctor’s note or other proof of the necessity for FMLA leave can be requested by your employer. “FMLA certification forms” are a common term for these documents. Your request for FMLA leave should be authorized if you can demonstrate that one of the categories indicated above applies to you.

Understand Your Right To Take Fmla Leave Intermittently

Employees who qualify under the Family and Medical Leave Act (FMLA) may take up to 12 weeks of unpaid FMLA maternity leave at any time. It is possible for a pregnant woman or a new parent to use their authorized FMLA leave by the day, several days at a time, or several weeks. They don’t have to use it continually for the full 12 weeks.

Legally, employers may establish guidelines for the lowest increments of leave that employees may take, but these guidelines must apply to all types of sick leave and unclassified time off. As a result, the 8-hour guideline for paid sick leave must also be applied to intermittent FMLA leave. An employee may be able to pursue an FMLA discrimination or interference claim if leave rules are implemented differently depending on the type of leave taken.

The FMLA does not allow employers to require that an employee take FMLA maternity leave in a specific amount of time. When an employee is pregnant or has recently given birth, an employer cannot mandate that he or she use all of his or her allotted FMLA time consecutively. These 12 weeks are at your disposal.

Finally, an employer cannot force a worker to choose FMLA maternity leave over other types of paid leave that are readily available. Workers can be forced by their employers to use both paid time off like vacation time and FMLA absences at the same time. This means that you may be compelled to use up both your 12 weeks of FMLA leave and your 12 weeks of vacation or sick time at the same time.

Even while FMLA leave is normally unpaid, companies do have the option of paying workers during this time. However, this is not a need.

You Should Never Suffer Retaliation For Requesting Or Using Fmla Maternity Leave

Unless there are exceptional circumstances, employers are obligated to keep employees on the payroll while they are on FMLA leave. A returning employee should be given the same compensation, seniority, and responsibilities they had before they left the company. When a full reinstatement of a returned employee is not possible, an equivalent role should be found.

Nonetheless, this does not preclude the possibility of an employee being terminated while on FMLA leave. If a policy violation is discovered while an employee is on leave or as a result of a layoff, they can still be terminated. As long as the employee can prove that the termination was at least in part due to FMLA use, the burden is on the employee.

Workers who request and use FMLA leave cannot be terminated, demotioned, harassed, or penalized in any other way by employers. As one of the most typical allegations in employment law disputes, FMLA retaliation is one of the most common methods in which employers violate employees’ rights.


Are Ohio employers required to pay maternity leave?

The FMLA and Ohio’s Civil Rights Act both provide unpaid leaves of absence for expectant mothers and new parents. Your employer is prohibited from treating you unfairly because of your pregnancy under the Pregnancy Discrimination Act (PDA), which may allow you to take time from work in specific instances.

Does Ohio give unemployment for maternity leave?

Family Medical Leave Act (FMLA)-exempt employees are on paid leave. What about unemployment compensation do they have? No. Only unemployed people are eligible for unemployment benefits.

How long is maternity leave in Ohio 2021?

Birth or adoption leave is available to full and part-time permanent employees who work 30 or more hours per week. The child must have a parent or guardian who is employed by the company and who lives in the same residence as the youngster.

Is there FMLA for maternity leave?

If a mother needs 12 weeks of FMLA leave to give birth to her kid, receive prenatal care, deal with physical or mental impairment caused by pregnancy, or deal with her own significant health condition after giving birth to a child, she can do so under the regulations.

How long is maternity leave?

As long as the mother-to-be is entitled to maternity leave benefits, they should be taken advantage of as soon as possible. To use maternity leave for both prenatal and postnatal leave you must give 60 days of postnatal care.

Is pregnancy a disability in Ohio?

An employer’s leave policy must address pregnancy or childbirth-related impairment in the same manner as other temporary leave, according to regulations established by the Ohio Civil Rights Commission. Female employees should not be penalized for taking time off to have children.

Is FMLA paid leave in Ohio?

Even though FMLA leave is unpaid, employees may be allowed (or compelled) to use any accrued paid leave while on FMLA leave. With a few exceptions, an employee who has taken FMLA leave and returned to work is entitled to the same or an equivalent position upon completion of the absence.

Who is eligible for FMLA in Ohio?

FMLA benefits are only available to employees who have worked for a covered company for a minimum of 12 months and have accrued a total of 1,250 hours of labor during that time period.

Does Ohio offer short term disability for maternity leave?

Up to 66% income replacement payments are available to new parents in Ohio under short-term disability insurance. Pregnant women must join in a health insurance plan before they get pregnant, as private policies do not cover pre-existing conditions like pregnancy.

What is the importance of appropriate clothing for pregnancy?

Dressing for your changing body type is critical when you’re expecting a child. Your skin will stretch and get irritated if you wear clothing that sags or has a low cut neckline. Attire should also allow you to sit comfortably without feeling restricted in any particular sections of your body.

What is the Difference Between maternity nurses vs labor and delivery nurse?

During pregnancy, childbirth, and the postpartum period, labor and delivery nurses and maternity nurses work together as a cohesive unit to offer outstanding care for women. Nurses who specialize in labor and delivery typically work in a hospital or birth center with midwives.

Maternity Leave Policy | Definition, Laws, & Tips

What are some ways that you can relieve back pain when pregnant?

Pregnant women frequently complain of lower back pain, which is the most common ailment. By using a support belt, you can keep your uterus from putting too much strain on your spine. Keeping a good posture throughout labor will also make things go more smoothly for you.

If you’re suffering from lower back discomfort, consider using heat therapy or soaking in a warm bath. To alleviate back pain, lay on your back with a knee pillow under your knees and do some exercise or get a massage. Pregnant women who spend a lot of time standing or walking can greatly benefit from maternity belts, which can help alleviate lower back pain.

How many cup sizes do you get bigger when pregnant?

When you’re pregnant, your body and your unborn child both need nourishment. As a result, the majority of pregnant women will notice that their bra size increases by one or more sizes. Wearing tight apparel for a lengthy period of time is bad for developing breasts, therefore you should get new bras when you’re pregnant.

How do you survive unpaid maternity leave?

Unpaid maternity leave after the birth of a child can be difficult for many new moms to deal with. Many ways exist for people to get by until they can return to their jobs.

Even while women need to spend time with their children, most will be ready to get back into the workforce so that they don’t have to worry about money during this time.

Do you get your job back after maternity leave?

Anxieties about finding a job are common among women who have been out of the workforce for an extended period of time. In most cases, returning employees are welcomed back with open arms by their employers as long as it is still convenient for the company.

Many women, on the other hand, may find themselves losing seniority at work, which could have an impact on their future employment prospects. As an example, your manager may believe that other work will be neglected while you are on maternity leave if you were given less responsibility because you did not attend meetings. In the future, women may have a hard time getting promoted because of this assumption.

What if I decide not to return after my maternity leave?

Whether or not your employer permits it, as well as how much time you have left before returning to work full-time, will all play a role in your decision.

Some firms may encourage employees with unused vacation days to cash out so they can spend more time at home with their children, while others do enable individuals to use sick days as necessary during the child-rearing years of their careers.

Unfortunately, if your employer treats your maternity leave as a vacation, your paid time off will run out when you return to work after your leave has expired.. Even if you’ve already had one child, you should think about the possibility of having another one in the future.

When should I start my maternity leave?

Pregnancy must be documented by a letter from your doctor, which is usually required by most workplaces. Women who have been worked for a shorter period of time may be eligible for maternity benefits sooner if their employer offers a certain form of leave.

A Kind Reminder:

Pregnancy Advice: Learning relaxation techniques like meditation or yoga while participating in other activities is a smart approach for pregnant women to prepare themselves emotionally and physically for labor.

There are a number of techniques that can be used by nurses after childbirth to enhance blood flow into the muscles and tissues of the vagina or perineum, which can alleviate pain. Infection, inflammation, stiffness, and pain can all be considerably reduced by using these instruments, which are essential during pregnancy.