Paid Parental Leave

As of July 1, 2023, benefits-eligible staff have a new Paid Parental Leave (PPL) policy. The goal of the PPL policy is to allow eligible staff paid time off to care for and bond with a newborn or newly adopted child.

For more information see Policy 422 - Paid Parental Leave.

Also, be sure to review the Paid Parental Leave Procedures.

If you have additional questions, please contact the Benefits team by emailing benefits@rice.edu or calling 713-348-2363.

Paid Parental Leave FAQs

Am I eligible for the PPL?

Staff who are benefits-eligible and have been employed at Rice in a benefits-eligible position for at least six months are eligible for the new PPL policy. Both the birth/adoptive parents are eligible for the PPL, even if they both work at Rice.

What if I had a baby before I am eligible for PPL?

If you are a newly hired, benefits-eligible employee and have a baby or adopt a child in the first six months of employment during which you are not eligible for the PPL, you will become eligible for the PPL once the six-month waiting period window is met. You may use the PPL leave within the guidelines of the policy thereafter.

How much PPL am I eligible for?

The amount of leave is determined by the child's date of birth or adoption and not when the PPL is scheduled.

Paid Parental Leave Policy 422 went into effect on June 16, 2023. It grants six weeks of paid parental leave for eligible staff whose children were born or adopted on or before June 30, 2024, and the policy was in place.

Paid Parental Leave Policy 422 was revised to grant eight weeks of leave for eligible staff whose children are born or adopted on July 1, 2024, or after.

What if I had a baby before starting at Rice?

Only births/adoptions that occurred during your benefits-eligible service at Rice are eligible for the PPL.

How long of a leave can I take using the PPL?

Please refer to Policy 422 for more information on the length of leave allowed.

For a birth mother working at Rice, the PPL leave is generally taken after the short-term disability leave and will run concurrently with FMLA, if applicable.

When can I take PPL?

The PPL policy is available starting July 1, 2023 for qualifying events (birth or adoption) that occurred on or after April 1, 2023.

For example, if you had a baby on April 15th, you are eligible to take the PPL as of July 1, 2023 or later, within the limits of the policy, requiring use of the leave within the 12-month period following the birth or adoption of the child(ren).

The PPL can be taken continuously or intermittently, but if taken intermittently, it must be taken in increments of two weeks or more. For example, you cannot take every Friday off for PPL.

What happens if I am using PPL during a holiday or Winter Recess?

When on an approved leave from work, the leave pays at the level as determined by the policy, and employees on leave do not receive separate holiday or recess pay. Nor are employees given "credit" for these holidays/recess. In other words, you do not receive the holiday or recess when on a leave.

How do I actually take PPL?

First, talk with your supervisor/department to discuss any leave you are considering. After discussing and planning for your absence, you or your department can initiate a leave through iO. If you have questions about initiating the leave, please reach out to the benefits team or your department administrator.

I just had a grandchild - can I use PPL?

No, the PPL only applies to birth/adoptive parents, but you may be able to take paid time off (PTO) or an unpaid leave.

I had a stillborn child - can I use PPL?

No, the PPL is designed to allow parents to care for and bond with the child. We have a separate bereavement leave policy and encourage you to talk with the UTEAP for counseling during this difficult time.