Maternity Leave begins on the date of birth and continues during the medically certified period of disability, which is generally 6 weeks (or 8 weeks following a Cesarean birth). Medically certified leaves prior to birth are not considered maternity (personal illness), nor is a non-medical leave following the period of disability (parental leave).
Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.
Optional paid time that can be applied to the leave includes:
- Personal Leave
- Vacation
- Holidays
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
University By-Laws
Article XIV.L.4 - Sick Leave for Faculty with or without Pay
Article XIV.C.4
AAUP Contract
Article 13.6 - Academic Assistants and Facilities Scientists
Article 19.6.I - Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.2 - Sick Leave for Temporary Employees
Appendix B - Family Medical Leave Guidelines
Medically certified time off prior to the birth and after the 30-day maternity period (or 40-day maternity period for Cesarean birth) will be paid in accordance with personal illness guidelines.
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
UCPEA Contract
Article 11 - Sick Leave
Article 12 - Maternal and Parental Benefits
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
- Vacation
- Personal leave
- Holidays worked
- Compensatory time
May be eligible for CT Paid Family Leave. Additional Information can be found here.
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
- Personal leave
- Vacation
- Holidays, including earned time holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
NP-2 Contract
Article 28 - Vacation
Article 29 - Sick Leave
Article 30 - Personal Leave
Article 33 - Holidays
Article 36 - Pregnancy, Maternal and Parental Leave
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
NP-3 Contract
Article 28 - Pregnancy, Maternal, Parental and Family Leave
Article 29 - Holidays
Article 30 - Vacations and Personal Leave
Article 31 - Sick Leave
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
P-2 Contract
Article 24 - Pregnancy, Maternal and Parental Leave
Article 27 - Holidays
Article 28 - Vacations
Article 29 - Sick Leave
Article 30 - Personal Leave
- Personal leave
- Vacation Time
- Earned holidays
Advanced Sick Leave
- Must have at least 5 years of full-time service
- Available when all paid leave options (from above) are exhausted
- For cases involving extended periods of illness or injury
- 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay
Extended Sick Leave
- Must have at least 20 years of state service
- Available when all paid leave options (from above) are exhausted
- Half-pay for up to a maximum of 30 days
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
NP-5 Contract
Article 25 - Holidays
Article 26 - Pregnancy, Maternal and Parental Leave
Article 27 - Vacations
Article 28 - Sick Leave and Other Leaves of Absence
Article 29 - Personal Leave
A Postdoc who gives birth to a child shall be granted six (6) consecutive weeks of paid maternity leave following natural childbirth or eight (8) weeks following cesarean section.
Leave granted shall not extend beyond the end-date of the employee's appointment.
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)
Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.
Telephone: (860) 486-0408
Fax: (860) 486-0406Visit Graduate Assistant Leave Administration for leave information pertaining to Graduate Assistants.
Under Federal FMLA
- Eligible after one year of employment and after working 1,250 hours or more in previous 12-months
- Up to 12 weeks of leave during 12-month FMLA period
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Under State FMLA
- Eligible after 3 months of state service
- Up to 12 weeks of leave within a 12 month period (may be eligible for 2 additional weeks of leave for incapacity during pregnancy)
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Pregnancy Discrimination Act
- Pregnancy-related conditions cannot be singled out for special procedures to determine an employee’s ability to work.
- Job must be held open for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.
Connecticut General Statute 46A60(A), (B)(7), (D)(1)
- Provides for a reasonable leave for disability resulting from pregnancy
- Requires employers to allow employees to use pay accruals during the leave
- Provides for reinstatement to original job or to an equivalent position following leave
- Continued eligibility for state contributions toward health insurance (directly billed as needed)
Leaves for employees with end date positions will not be extended beyond the end date.
How to Apply for a Maternity Leave
Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator.
Policy References
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace