The UFT in 2018 was the first municipal union in New York City to secure paid parental leave for its members. Parents of any gender may be eligible to take UFT parental leave following the birth, adoption or foster care placement of a child under the age of 6. This leave can be coupled with CAR days to extend the time birth parents have with a new baby. The union’s parental leave tool, available on the UFT Member Hub, helps determine how much paid parental leave an expecting parent can take. The following FAQ provides answers to the most commonly asked questions.

Who is eligible to take UFT parental leave? 

Birth parents, partners of birth parents, adoptive parents and foster parents may be eligible for UFT parental leave. You must be in a title represented by the UFT, be on the Department of Education payroll for a minimum of 12 calendar months and be a full-time employee or an H-bank/nonpedagogical employee who works 20 hours or more weekly. F-status and per-diem employees are not eligible.

When can I start my parental leave?

• If you physically gave birth to a child, you may use your available CAR/sick day balance immediately after your child’s birth for up to a maximum of six calendar weeks (eight weeks for a C-section) before beginning UFT parental leave for an additional six weeks.
• If you did not give birth to a child, you are eligible for up to six weeks of UFT parental leave beginning on the date of the birth or adoption of the child.
• If your newborn can’t come home from the hospital with you: In a new provision in the 2023 contract, if the newborn must remain in the hospital (in a neonatal intensive care unit or otherwise) longer than a typical stay, the parental leave can be delayed for either the birth parent or their partner, and the birth parent can borrow days and use a grace period for up to six weeks following the vaginal birth or eight weeks following a C-section if she doesn’t have enough CAR days in her bank. In no case, however, may parental leave start later than three months after the birth of a child. 

My partner and I are both UFT members. How much parental leave can we take? 

In the 2023 DOE-UFT contract, the union fixed a thorny issue with the original 2018 parental leave agreement: When both the parent and the nonbirth parent were UFT-represented employees, they were entitled to a collective total of only six weeks of paid parental leave. Under the updated contract provision, this couple may now take a total of 12 weeks of parental leave.

How do I apply for UFT parental leave? 

1. It is recommended that you apply using the DOE's self-service online leave application system (SOLAS) at least 15 days in advance of the anticipated date of birth or adoption. You’ll be asked if you intend to use your CAR day balance if you are the birth parent and if you plan to take an unpaid child care leave after your UFT parental leave ends. You will also be asked for the first day you anticipate being absent from work and the last day you anticipate being absent from work (not the date of your return).

2. After the birth, you must confirm the birth date in SOLAS within 10 days (except if there are extenuating circumstances). The actual date of birth or covered event will be used to determine the final start and end dates of your leave. During these 10 days, you can amend your application if you change your mind about using your CAR balance or taking an unpaid child care leave following your UFT parental leave.

3. If the baby arrives and you have not already submitted a leave application, you have 10 calendar days afterward to notify the DOE via SOLAS or you may forfeit your right to take the leave. In the case of extenuating circumstances, you should provide the reason the deadline was missed to ensure the leave can be granted.

4. Submit required documentation through SOLAS no more than 21 calendar days after the birth.

What documentation do I need to provide and how do I submit it? 

One of the following documents must be submitted by the birth parent or the partner of a birth parent:

• A copy of your child’s birth certificate
• A copy of your child’s footprints or a letter from the doctor or hospital, on official letterhead, stating the child’s birth date, parent names and type of delivery

To avoid delays, you may want to use the other options available rather than wait for the arrival of the birth certificate.

For adoption or foster care, you must submit official adoption or foster care paperwork.

Supporting documentation may be sent via email to SOLASleavesfax@schools.nyc.gov or uploaded directly to SOLAS.

Do I remain on regular DOE payroll during my UFT parental leave? 

No, you’ll receive a lump-sum payment equivalent to your regular compensation from the UFT Welfare Fund at the end of your six-week UFT parental leave instead.

What are the differences between UFT parental leave and maternity leave? 

UFT parental leave provides for six weeks of paid leave. Birth parents can supplement these weeks by using CAR days in their bank from the day of birth until either their available days run out, or six weeks’ worth (eight weeks for a C-section) have been used. If a birth parent has the days in their bank, they could receive a total of 12 weeks of paid leave (14 weeks for a C-section). Members cannot borrow days or use a grace period. Members must commit to returning to the DOE for a minimum of one year following the leave.

Maternity leave is a birth parent’s right to use CAR days following a birth for six weeks (eight weeks for a C-section). Birth parents are allowed to borrow CAR days and use a grace period within the six-week (or eight-week) window. There is no return-to-service requirement, though if a birth parent borrows days, they must either return to service or repay those days to avoid being billed for them. There is no additional right to take a UFT parental leave in this case.

Once you have determined which leave best fits your personal circumstances, be sure to choose the correct term when applying through SOLAS. The city continues to provide health insurance in either case.

Can I take child care leave after my parental leave? 

Members with at least one year of service, or paraprofessionals with at least two years of service, may apply for an unpaid child care leave immediately following a parental leave. The child care leave can extend to the August following the fourth birthday of their youngest child, but the parent must work for 12 months (they need not be consecutive) after they return from child care leave. If they do not return to work for this duration, they will be required to pay back the UFT parental leave benefit.

If a holiday occurs during my UFT parental leave, is my leave extended? 

No. Days when DOE employees do not work (such as a holiday, a school break or a weekend) during your parental leave will not extend its six-week duration. However, if you are a birth parent who uses your CAR days for six or eight weeks after the birth and prior to starting UFT parental leave, you will not be charged for a CAR day on a day when DOE employees are off.

If I have my baby over the summer, how long will my parental leave be? 

Births over the summer are subject to the same time frame as births during the school year. A UFT member can use days from their CAR bank for any work days once the new school year begins up to six weeks after birth (or eight weeks following a C-section), and the six weeks of parental leave must be used within 12 weeks (or 14 weeks following a C-section) after the date of birth.

How can I find out more about the different options for parental or maternity leaves? 

Attend an online Pathways to Parenthood workshop given by the UFT to learn more about maternity leave, parental leave and related health insurance matters. If you have specific questions, call the UFT at 212‑331‑6311 and ask to speak with a leave specialist.