Parental Leave in the U.S: Which Companies Are Doing It Right?
Navigating parental leave in the United States can feel like entering a benefits lottery. While some companies are setting the bar with generous leave benefits and inclusive policies, others leave new parents scrambling, piecing together PTO, unpaid leave, and short-term disability just to be home for the birth of a child. And with no federally mandated paid parental leave, what you get often depends entirely where you live and your employer.
The truth is, parental leave isn't just a perk. It’s a signal of whether a company truly supports families, and whether it values the critical transition into parenthood. The good news? A growing number of companies are doing it right.
Let’s talk about what parental leave in the U.S. currently looks like, who’s leading the charge, and how to find workplaces that actually support you before, during, and after baby.
The Reality of Parental Leave in the U.S.
In the United States, eligible employees are entitled to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA). That applies after the birth of a child, placement for adoption or foster care, or for a serious health condition. But this protection only covers certain employees based on eligibility requirements, like working at a company with 50+ employees and being there for at least a year.
And while FMLA protects your job, it doesn’t cover your paycheck.
That’s where the real gap lies. Without national paid leave, many new parents must rely on a mix of accrued PTO, short-term disability, or take on the financial stress of going unpaid during one of life’s most physically and emotionally intense transitions.
For parents without access to robust leave entitlement or who don’t qualify under the 12-month period FMLA requires, this can mean returning to work far earlier than is healthy, for either parent or baby.
Why Paid Parental Leave Matters
Paid parental leave isn’t just about time off, it’s about time to bond, heal, and adjust. Research consistently shows that when parents have access to weeks of paid parental leave, outcomes improve across the board: infant health, maternal mental health, long-term job satisfaction, and retention.
Companies offering paid parental leave often experience:
A more equitable workplace (especially when leave is extended to all parents regardless of gender or family structure)
A reputation for being family-friendly, which can boost hiring and retention
In short, it’s good for people and it’s good for business.
10 Companies Getting It Right with Parental Leave
Thankfully, some companies are going beyond the minimum, offering paid family and medical leave, flexible work schedules, and cultures that genuinely support caregivers before and after returning to work. According to Great Place to Work, these organizations are leading the charge this year:
Cisco
Provides 13 weeks of paid leave for primary caregivers and 4 weeks for secondary caregivers, based on the caregiver role, not gender, plus remote-work flexibility and robust support for bonding time.
NVIDIA
Offers 22 weeks of fully paid parental leave for birth parents, 12 weeks for non-birth parents, and up to 8 weeks of flexible "phase‑back" time upon returning.
Hilton
Includes 60 days of paid maternity leave and 20 paid paternity days, supporting team members across salaried and hourly roles for work-life balance.
Bain & Company
Renowned in consulting for offering up to 26 weeks of paid leave, equally applied whether the family grows via birth, adoption or foster care.
American Express
Early adopter of extended paid leave, continuing to offer around 20 weeks, along with fertility and family-building support.
Comcast NBCUniversal
Provides up to 16 weeks of paid parental leave, with added perks like childcare assistance and structured return-to-work plans.
Fannie Mae
Offers 16 weeks of paid leave, plus flexible work arrangements tailored for caregivers .
Deloitte
Grants 16 weeks of paid leave to all parents and recently extended equal leave provisions, with additional support like sabbaticals and neonatal leave options.
Zillow Group
Provides 20 weeks of paid parental leave, complemented by strong return-to-work transition programs, including phased back scheduling.
PricewaterhouseCoopers (PwC)
Offers 12 weeks paid leave and valuable family support perks like backup child care and mental health resources
Please note: Company policies on parental leave and related benefits can change at any time. While this list reflects the most recent information available as of 2025, we strongly recommend checking each company’s official website or reaching out to their HR department for the most up-to-date details.
A Culture That Encourages Taking Leave
Offering generous parental leave is one thing. Creating a culture where employees actually feel safe using those benefits without career penalties is another.
In far too many workplaces, new parents feel hesitant to take the full leave they’re offered, worried they’ll miss out on promotions, be seen as “less committed,” or return to a mountain of work and silent judgment. That’s why the best companies not only provide generous leave benefits but normalize taking them.
Creating a leave entitlement that people can count on means nothing if it’s not backed by a supportive work culture.
Tools and Resources to Evaluate Leave Benefits
If you’re job searching or just curious how your employer stacks up, there are a few great resources to check out:
#ShowUsYourLeave by The Skimm – A crowd-sourced public database of over 500 company parental leave policies. This searchable document gives you real-world examples of how employers are showing up (or not) for their people. Check it out here.
Great Place to Work – Their annual rankings of top workplaces include companies that go above and beyond with family-friendly benefits like health insurance, paid parental leave, and caregiver support. You can check it out here.
Looking Ahead: The Future of Parental Leave
In the absence of federal legislation mandating paid parental leave, the pressure is on individual companies to lead. While some states have made progress (like California, New York, and Massachusetts), there's still a long way to go to ensure that employees are entitled to real, accessible time off across the board.
Whether you’re preparing for the birth of a child, planning for adoption or foster care, or simply looking for employers that value families, keep in mind: parental leave is more than a policy. It’s a statement about what a company believes in.
The Bigger Picture
If we want to raise the bar on parental leave in the U.S., we need to keep highlighting the companies doing it right, and hold the rest accountable. Paid time to bond with a new baby or adjust to caregiving life shouldn't be a luxury; it should be a workplace standard.
Because no one should have to choose between their paycheck and their baby. Learn more about your states Parental Leave here.
Want to Make the Most of Your Leave Benefits?
Download Hello Bundle's FREE Parental Leave Guide! Our Ultimate Parental Leave Benefits Guide is packed with tips, tools, and insider insights to help you navigate leave with confidence. You’ll also get access to our parental leave newsletter, so you can stay informed, empowered, and get the leave you deserve. Check it out here.
