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Parental Leave

In his memorandum for modernizing Federal leave, the President wrote, “Men and women both need time to care for their families and should have access to workplace flexibilities that help them succeed at work and at home.  Offering family leave and other workplace flexibilities to parents can help achieve the goals of recruiting and retaining talent, lowering costly worker turnover, increasing employee engagement, boosting employee morale, and ensuring a diverse and inclusive workforce.”

This week, as President Obama continues his conversations with working families across the country, OPM is proud to release a new online handbook that gives Federal employees the information they need to take advantage of the government’s many leave policies related to having a baby, adopting, or becoming foster parents.

Our Handbook on Leave and Workplace Flexibilities for Childbirth, Adoption and Foster Care provides scenarios and tips to give employees realistic and specific examples about how these policies can and should be applied. It was developed with the help of representatives from more than 40 Federal agencies, and it is an important milestone in achieving the President’s vision for Federal working families.

Federal employees will be familiar with many of our leave policies. New mothers and fathers may take at least six to eight weeks of sick leave, followed by additional time to bond with their child through annual leave or the Family Medical Leave Act. The FMLA guarantees that Federal employees may take up to 12 weeks of unpaid leave within a year of the birth or adoption of a child so that new parents can have extra time with their families. I’m also proud that our government recognizes the same needs for adoptive parents, foster families, and same-sex couples.  

Our handbook also provides information about less well-known options. For example, employees can use FMLA intermittently – say, one day a week for 12 months – rather than using 12 weeks all at once. Some offices are able to offer adjusted work schedules, with flexible start and end times. For families who need some extra time at home, the perfect solution may be to switch to a part-time schedule.

The handbook shares explanations of all of these types of workplace flexibilities, and more. It has definitions and details about each type of leave, and it also has specific examples of how a Federal worker might combine different types of leave in a way that makes the most sense for his or her family. Our goal is to make our policies and regulations are as clear -- and flexible -- as possible for every employee and his or her supervisor.

To attract and retain a talented, engaged, and productive workforce, the Federal Government must ensure that employees are provided every opportunity to use workplace flexibilities that will enable them to thrive both at work and at home. We hope that this handbook will help move us toward our goal of fully supporting and empowering working parents in their roles both as Federal employees and parents.

Logo for Workplace Flexibilities Handbook for Working Families


As we celebrate Women’s History Month, I want to highlight OPM’s commitment to ensuring that all women -- and men -- are offered the flexibilities they need to be productive, satisfied members of the Federal workforce. OPM encourages agencies to help their employees balance the needs of their lives inside and outside of work.

In January, the President signed a memorandum titled, Modernizing Federal Leave Policies for Childbirth, Adoption, and Foster Care to Recruit and Retain Talent and Improve Productivity.  It directs agencies to advance Federal workers up to six weeks paid sick leave to care for a new child or ill family member. In his State of the Union address, the President also called on Congress to enact legislation to provide Federal workers with up to six weeks of paid parental leave.

The President’s memorandum builds on this past June’s White House Summit on Working Families, an event that explored a variety of issues important to working families, including workplace flexibility. OPM is contributing to these efforts by developing a handbook on Leave for Pregnancy, Childbirth, Adoption, and Foster Care. I believe it is important for Federal employees and their managers to fully understand our policies related to family life events. We do not want women to feel that they must choose between their responsibilities to their family and their obligations to their careers.

To develop the handbook, we are partnering with Federal agencies to gather information on existing workplace flexibilities and work-life programs. OPM is asking agency leave experts to identify common questions and misconceptions. This summer, we will analyze the data we receive and send a report to the President. This document will describe best practices, barriers, and limitations in achieving work-life balance. It also will suggest possible solutions to roadblocks that working families encounter.

OPM has long had in place policies that make it easier for women to meet their full career potential. We’ve created flexible work schedules, expanded sick leave to include caring for family members who are ill, developed telework policies, and come closer to eliminating the gender pay gap.

Sensible workplace polices like these are an integral part of OPM’s Recruitment, Engagement, Diversity, and Inclusion – or REDI – roadmap. REDI provides agencies with the tools to attract, hire, promote, and retain top talent for the Federal government and build a model workforce now, and the future.

Our work-life policies are continually evolving to make the balance of caring for families and pursuing a career complementary, rather than contradictory. The women who have come before us have set an incredible example of dedicated Federal service. We hope to honor their contributions by doing all that we can to meet the needs of women today.

Director Archuleta meets with women in Tampa, Florida.


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