Skip to main content
The Mom Site

Maternity leave in Vermont

What you get in Vermont when you have a baby: job-protected time off, ways to get paid, and the state laws that protect you at work.

Checked October 2026 · 32 sources · Not legal advice

Short answer

Vermont has no required paid leave. The voluntary VT FMLI plan pays 60% of wages for up to 6 weeks if your employer buys it or you enroll yourself (enroll in May; benefits start the next January). Vermont's Parental and Family Leave Act gives up to 12 weeks a year of unpaid, job-protected leave for pregnancy, recovery from childbirth or miscarriage, and bonding with a new child in its first year, at employers with 10+ employees who work an average of 30+ hours a week.

Vermont at a glance

Checked October 2026. Details and sources below.

What you get in Vermont

Vermont has no required paid leave. The voluntary VT FMLI plan pays 60% of wages for up to 6 weeks if your employer buys it or you enroll yourself (enroll in May; benefits start the next January). What you can count on depends on where you work: FMLA's 12 weeks of unpaid, job-protected leave if you qualify, plus whatever your employer pays.

Vermont's Parental and Family Leave Act gives up to 12 weeks a year of unpaid, job-protected leave for pregnancy, recovery from childbirth or miscarriage, and bonding with a new child in its first year, at employers with 10+ employees who work an average of 30+ hours a week. You qualify after 1 year with the employer averaging 30+ hours a week; your benefits continue and you get the same or a comparable job back (21 V.S.A. §§ 471-472; childbirth and miscarriage recovery added by Act 32 of 2025).

State disability programs in California and New York pay for 6 weeks of recovery after a vaginal birth and 8 after a C-section, longer with complications. After recovery, time off to bond with your baby is unpaid unless you use paid time off or your employer offers paid parental leave.

Sources: Electronic Code of Federal Regulations (National Archives); California Employment Development Department (EDD); New York State Workers’ Compensation Board; U.S. Department of Labor. Data as of October 2026.

A typical leave with FMLA, week by week

Vaginal birth12 weeks

C-section12 weeks

  • Recovery
  • Unpaid, job-protected
Assumes you qualify for FMLA and start leave at the birth. Recovery weeks are paid only through short-term disability or paid time off; the rest of the 12 weeks is unpaid unless your employer pays.

Do you qualify for FMLA?

You qualify if you've worked for the employer at least 12 months and 1,250 hours in the past 12 months, at a worksite where the employer has 50+ employees within 75 miles. Public agencies and schools are covered at any size.

50+

employees within 75 miles of your worksite (public employers and schools of any size)

12 mo

with your employer, not necessarily in a row

1,250

hours worked in the past 12 months, about 24 a week

12 wk

of unpaid, job-protected leave, with your health coverage kept

Sources: Electronic Code of Federal Regulations (National Archives); U.S. Department of Labor; U.S. Equal Employment Opportunity Commission

Getting paid during maternity leave in Vermont

Your pay while you're out comes from these sources, usually in combination.

  • Short-term disability

    If your employer offers short-term disability, or you have your own policy, it can pay part of your wages while you recover from the birth. Employer plans set their own percent of pay and number of weeks, so ask HR for the plan document. How short-term disability works for pregnancy

  • Paid time off and sick leave

    No federal law requires private employers to give paid family, maternity or parental leave. FMLA leave is unpaid, though workers can use paid leave they've earned, and the Fair Labor Standards Act doesn't require pay for time not worked. Check how many PTO and sick days you'll have saved by your due date.

    Sources: Electronic Code of Federal Regulations (National Archives); U.S. Department of Labor

  • Vermont's opt-in paid leave plan

    60% of your average weekly wage up to a maximum weekly benefit tied to the Social Security wage base; max $2,128.85/week for 2026 claims under the state-employee plan. The Hartford's individual-plan page still lists $2,031.92. Only if you are enrolled: through an employer that buys VT FMLI, or by buying individual coverage yourself. Employer plans can offer 60-70%. Waiting period: 7 calendar days at the start of each claim, waived when bonding leave immediately follows a childbirth medical claim. Individual plan: enroll May 1-31, coverage starts July 1, then a 6-month eligibility waiting period, so benefits are first available the following January 1.

    Sources: The Hartford (State of Vermont's selected carrier); The Hartford

  • If you work for the state of Vermont

    State of Vermont employees (classified or exempt, in the executive, judicial and legislative branches) with at least 1 year of service are automatically enrolled in VT FMLI, which pays 60% of base weekly wages for up to 6 combined weeks a year, including for childbirth recovery and bonding with a new child. The state pays the full premium, and benefits began July 1, 2023.

    Sources: The Hartford; Office of Governor Phil Scott

  • If you're a federal employee

    Federal civilian employees covered by title 5 FMLA can get up to 12 weeks of paid parental leave for each birth or adoption/foster placement on or after Oct. 1, 2020, used within 12 months after the birth or placement. It requires 12 months of qualifying federal service and is separate from sick and annual leave.

    Source: U.S. Office of Personnel Management

Your rights at work in Vermont

State laws on leave, pregnancy accommodations and pumping, checked October 2026. Federal law (FMLA, the Pregnant Workers Fairness Act and the PUMP Act) applies on top of these.

  • Leave and pregnancy rules

    State law

    Vermont's Parental and Family Leave Act gives up to 12 weeks a year of unpaid, job-protected leave for pregnancy, recovery from childbirth or miscarriage, and bonding with a new child in its first year, at employers with 10+ employees who work an average of 30+ hours a week. You qualify after 1 year with the employer averaging 30+ hours a week; your benefits continue and you get the same or a comparable job back (21 V.S.A. §§ 471-472; childbirth and miscarriage recovery added by Act 32 of 2025).

    Source: Vermont General Assembly

  • Pregnancy accommodations

    State law

    Since Jan. 1, 2018, every Vermont employer with at least 1 employee must provide reasonable accommodations for pregnancy-related conditions unless it would cause undue hardship, using the same standards as disability accommodations, and must post a notice of the law (21 V.S.A. § 495k; Act 21 of 2017).

    Sources: Vermont General Assembly; A Better Balance

  • Pumping at work

    State law

    For 3 years after a birth, every Vermont employer must give nursing employees reasonable time during the day to pump (paid or unpaid, at the employer's choice) and a private space that isn't a bathroom stall. An employer can be exempted only if this would substantially disrupt its operations (21 V.S.A. § 305, enacted 2008).

    Source: Vermont General Assembly

Guides

Paternity leave in Vermont

Vermont doesn't require employers to pay paternity leave. A father or partner who is enrolled in the state's opt-in plan can be paid for bonding leave, up to 6 weeks. If they qualify, FMLA also gives them up to 12 weeks of unpaid, job-protected leave to care for the newborn.

State employees: State of Vermont employees (classified or exempt, in the executive, judicial and legislative branches) with at least 1 year of service are automatically enrolled in VT FMLI, which pays 60% of base weekly wages for up to 6 combined weeks a year, including for childbirth recovery and bonding with a new child. The state pays the full premium, and benefits began July 1, 2023.

Sources: Electronic Code of Federal Regulations (National Archives); The Hartford; Office of Governor Phil Scott

12 wk

unpaid, job-protected FMLA leave for an eligible father or partner

6 wk

of paid bonding leave, only if enrolled in the opt-in plan

Your maternity leave, step by step

  1. During pregnancy

    Ask HR for the leave policy, the short-term disability plan document, and whether you qualify for FMLA. Tell your employer your expected dates as early as you can, and check how much paid time off you'll have.

  2. From the birth: recovery

    File your short-term disability claim if you have coverage. California's and New York's disability programs count 6 weeks of recovery after a vaginal birth and 8 after a C-section; your provider can certify more for complications.

  3. To week 12: bonding

    FMLA's job protection runs 12 weeks in all. After recovery, this time is unpaid unless you use paid time off or your employer pays parental leave.

  4. Back at work

    If you're pumping: For 3 years after a birth, every Vermont employer must give nursing employees reasonable time during the day to pump (paid or unpaid, at the employer's choice) and a private space that isn't a bathroom stall. An employer can be exempted only if this would substantially disrupt its operations (21 V.S.A. § 305, enacted 2008).

Questions about maternity leave in Vermont

How long is maternity leave in Vermont?

No Vermont law requires paid maternity leave. If you qualify for FMLA, you get up to 12 weeks of unpaid, job-protected leave. Vermont's Parental and Family Leave Act gives up to 12 weeks a year of unpaid, job-protected leave for pregnancy, recovery from childbirth or miscarriage, and bonding with a new child in its first year, at employers with 10+ employees who work an average of 30+ hours a week. How much of that time is paid depends on your short-term disability coverage, your saved paid time off and your employer's own leave policy.

Does Vermont have paid family leave?

Vermont has no required paid leave. The voluntary VT FMLI plan pays 60% of wages for up to 6 weeks if your employer buys it or you enroll yourself (enroll in May; benefits start the next January).

Do I qualify for FMLA?

You qualify if you've worked for the employer at least 12 months and 1,250 hours in the past 12 months, at a worksite where the employer has 50+ employees within 75 miles. Public agencies and schools are covered at any size.

Does Vermont require pregnancy accommodations at work?

Since Jan. 1, 2018, every Vermont employer with at least 1 employee must provide reasonable accommodations for pregnancy-related conditions unless it would cause undue hardship, using the same standards as disability accommodations, and must post a notice of the law (21 V.S.A. § 495k; Act 21 of 2017). The Pregnant Workers Fairness Act requires employers with 15 or more employees to provide reasonable accommodations for limitations related to pregnancy, childbirth or related conditions unless it causes undue hardship. EEOC lists leave for health care appointments and leave to recover from childbirth as examples. It doesn't require the leave to be paid.

Is there paternity leave in Vermont?

Only through the opt-in plan: a father or partner who is enrolled can be paid for up to 6 weeks of bonding leave. If they qualify, FMLA also gives them up to 12 weeks of unpaid, job-protected leave.

Do Vermont state employees get paid parental leave?

State of Vermont employees (classified or exempt, in the executive, judicial and legislative branches) with at least 1 year of service are automatically enrolled in VT FMLI, which pays 60% of base weekly wages for up to 6 combined weeks a year, including for childbirth recovery and bonding with a new child. The state pays the full premium, and benefits began July 1, 2023.

More for new parents in Vermont

Sources

  1. 1.Vermont Family and Medical Leave Insurance (VT FMLI): employers and phases The Hartford (State of Vermont's selected carrier). Accessed October 9, 2026.
  2. 2.State of Vermont Individuals: VT FMLI Individual Purchasing Program The Hartford. Accessed October 9, 2026.
  3. 3.VT FMLI Individual Purchasing Program FAQ The Hartford. Accessed October 9, 2026.
  4. 4.Vermont Family and Medical Leave Insurance plan details (individual) The Hartford. Accessed October 9, 2026.
  5. 5.State of Vermont Government Employees: VT FMLI The Hartford. Accessed October 9, 2026.
  6. 6.FAQs for State of VT Government Employees (2026) The Hartford. Accessed October 9, 2026.
  7. 7.Governor Phil Scott and The Hartford Announce Vermont Family and Medical Leave Insurance Open Enrollment for Individuals (May 1, 2025) Office of Governor Phil Scott. Accessed October 9, 2026.
  8. 8.Vermont Family and Medical Leave Plan Office of Governor Phil Scott. Accessed October 9, 2026.
Show all 32 sources
  1. 9.Act No. 32 (H.461) An act relating to expanding employee access to unpaid leave: Act Summary Vermont General Assembly. Accessed October 9, 2026.
  2. 10.21 V.S.A. § 471 Definitions (Parental and Family Leave) Vermont General Assembly. Accessed October 9, 2026.
  3. 11.21 V.S.A. § 472 Leave Vermont General Assembly. Accessed October 9, 2026.
  4. 12.Acts and Resolves, 2025-2026 session Vermont General Assembly. Accessed October 9, 2026.
  5. 13.Bills Passed, 2025-2026 session Vermont General Assembly. Accessed October 9, 2026.
  6. 14.Features of State Paid Family and Medical Leave Programs (updated March 2026), testimony to Senate Economic Development, 4-17-2026 Vermont General Assembly (committee document). Accessed October 9, 2026.
  7. 15.State paid family and medical leave contributions and benefits (Feb. 6, 2026) Mercer Law & Policy Group. Accessed October 9, 2026.
  8. 16.21 V.S.A. § 495k Accommodations for pregnancy-related conditions Vermont General Assembly. Accessed October 9, 2026.
  9. 17.21 V.S.A. § 495d Definitions (Fair Employment Practices) Vermont General Assembly. Accessed October 9, 2026.
  10. 18.State Pregnant Workers Fairness Laws (updated Dec. 1, 2025) A Better Balance. Accessed October 9, 2026.
  11. 19.21 V.S.A. § 305 Nursing mothers in the workplace Vermont General Assembly. Accessed October 9, 2026.
  12. 20.21 V.S.A. § 302 Definitions (Conditions for Employment) Vermont General Assembly. Accessed October 9, 2026.
  13. 21.29 CFR 825.100 The Family and Medical Leave Act Electronic Code of Federal Regulations (National Archives). Accessed October 9, 2026.
  14. 22.29 CFR 825.104 Covered employer Electronic Code of Federal Regulations (National Archives). Accessed October 9, 2026.
  15. 23.29 CFR 825.110 Eligible employee Electronic Code of Federal Regulations (National Archives). Accessed October 9, 2026.
  16. 24.29 CFR 825.200 Amount of leave Electronic Code of Federal Regulations (National Archives). Accessed October 9, 2026.
  17. 25.29 CFR 825.214 Employee right to reinstatement Electronic Code of Federal Regulations (National Archives). Accessed October 9, 2026.
  18. 26.Family and Medical Leave Act (FMLA) U.S. Department of Labor. Accessed October 9, 2026.
  19. 27.What You Should Know About the Pregnant Workers Fairness Act U.S. Equal Employment Opportunity Commission. Accessed October 9, 2026.
  20. 28.The Pregnant Workers Fairness Act (42 U.S.C. 2000gg) U.S. Equal Employment Opportunity Commission. Accessed October 9, 2026.
  21. 29.Vacation Leave U.S. Department of Labor. Accessed October 9, 2026.
  22. 30.Fact Sheet: Paid Parental Leave U.S. Office of Personnel Management. Accessed October 9, 2026.
  23. 31.Disability Insurance – Pregnancy FAQs California Employment Development Department (EDD). Accessed October 9, 2026.
  24. 32.Introduction to the Disability Benefits Law (employee disability benefits) New York State Workers’ Compensation Board. Accessed October 9, 2026.

Maternity leave in other states

No state program

Compare every state