Making Full Use Of Baby Bonding Leave

In the first year after your baby's birth, or after an adoption or placement of a child in foster care, qualified employees can take up to 12 weeks of leave to bond with their new family member. This leave does not need to be taken all at once, and it may be broken up into increments of two weeks (an employee can request shorter leaves twice).

This is true for fathers and mothers, and this is in addition to any pregnancy leave you may have taken under California's Pregnancy Disability Leave Law.

Returning To Work After Bonding Leave

Baby bonding leave is protected time off work, which means the employee must be reinstated to the same or similar position he or she held at the start of leave, with very limited exceptions. If you would like the employer to issue you a written guarantee, you are entitled to request one. Additionally, an employer cannot retaliate against an employee for exercising his or her right to take baby bonding leave. This means an employer cannot terminate an employee, discipline an employee, or otherwise materially alter the terms and conditions of the employee's employment because he or she exercised his or her right to bond with a new family member.

Contact Us Today To Discuss Your Unique Situation

If you were denied the opportunity to bond with your new family member, then you should contact us. Le Clerc & Le Clerc LLP has extensive experience in representing employees who took legally protected time off work. Call us today at 415-445-0900 or contact us online to schedule a free initial consultation.