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Welcoming a New Child

Congratulations! 

Preparing for the arrival of a child often involves several employment‑related decisions. This section outlines key leave options, pay and benefits, required forms, and helpful resources to support employees through the process.

  • Start Here: Having a Baby at UCnet

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  • 1. Understanding Your Leave Options

  • Employees welcoming a new child may be eligible for several types of leave. Each program has specific rules regarding eligibility, duration, documentation, and pay.
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Pregnancy Disability Leave — Provides job‑protected leave when an employee is disabled by pregnancy, childbirth, or related medical conditions. May run concurrently with other leave programs.

Family and Medical Leave Act (FMLA) — Offers job‑protected leave for bonding with a new child or for pregnancy‑related medical needs, subject to eligibility requirements.

California Family Rights Act (CFRA) — Provides job‑protected bonding leave for a new child. CFRA bonding leave does not run concurrently with Pregnancy Disability Leave.

2. Plan Your Leave 

Notices

Certifications and Required Forms

Employees taking leave for the arrival of a child may need to submit several forms depending on the type of leave requested. 

3. Pay and Benefits During Leave

Employees taking leave for the arrival of a child may use a combination of paid time, disability benefits, and state wage‑replacement programs. Pay and benefits vary based on eligibility and the type of leave taken.

  • Using accrued time — Employees may use sick or vacation time to remain in paid status during portions of their leave, subject to applicable policy or Collective Bargaining Agreement,. Review PPSM-2.210: Absence from the Work or applicable Collective Bargaining Agreement.
  • Disability benefits — Pregnancy Disability Leave may be accompanied by disability income replacement through Lincoln Financial, subject to medical certification and plan rules.
  • Pay for Family Care and Bonding — UC is committed to supporting faculty and staff who need time off to care for a family member or to bond with a new child. UC’s Pay for Family Care and Bonding (PFCB) program gives employees the option to replace some of the income they would otherwise lose during their approved Family and Medical Leave. 
  • Impact to Benefits 
    • Health insurance coverage — Employees should confirm how premiums will be handled during leave and whether any changes to coverage are needed.
    • Impact on retirement — Paid and unpaid leave may impact retirement service credit. Employees should review applicable UC policies and benefit plans.
    • Leave Without Pay Factsheet 
    • Update your benefits after the baby comes – Enroll your child. You have 31 days after birth
    • Update your beneficiaries
    • Set up payroll deductions for college savings

4. Workplace Planning

Employees preparing for a leave should coordinate early with their department to support continuity of operations. Key planning steps include:

  • Discuss anticipated dates — Share your expected leave timeframe with your supervisor to assist with scheduling and coverage.
  • Identify essential duties — Partner with your supervisor to review core responsibilities and upcoming deadlines in case temporary reassignment is needed.
  • Consider pre‑leave needs — Assess whether schedule adjustments, remote work, or other modifications may be needed before your leave begins.
  • Communication — Engage in ongoing communication with your supervisor and Human Resources regarding updates to your leave, accommodation needs, or schedule.

5. Returning to Work

Employees returning from leave should coordinate with their department to support a smooth transition back to work. Key considerations include:

  • Confirm your return date — Provide your department with updated return‑to‑work timing as soon as it is known.
  • Discuss scheduling needs — Explore options such as a phased return or temporary schedule adjustments, depending on operational needs and policy.
  • Plan for lactation accommodations — Identify any required space or scheduling support for lactation and coordinate with your department in advance.
  • Update benefits or personal information — Confirm whether any benefit elections or personal information need to be updated upon your return.

Other Resources

Questions? 

If you have questions about Employee Relations, please contact your Employee Relations (ER) Consultant or email employee.relations@chr.ucla.edu. 

UCLA Health employees can receive assistance by emailing uclahealthemployeerelations@mednet.ucla.edu or by calling 310-794-0500.