Maternity Leave for Husband: 6 Ways To Get It

“Maternity Leave for Husband”: 6 Ways To Get It

When a couple is expecting a baby, the spotlight often falls on the mother’s maternity leave. But more and more families are starting to ask about paternity leave. In fact, one of the most searched questions on the internet regarding maternity leave is: “what about maternity leave for husband?”

Can husbands take time off work to bond with their newborn or support their partner during recovery? The good news is – yes, in most cases, men can get time off of work for the birth of a child.

This article breaks it down so both expecting mothers and their partners know what to expect and how to plan.

What Does “Maternity Leave for Husband” Really Mean?

Traditionally, the term “maternity leave” has referred to time off given to a mother around the birth of a child. However, “maternity leave for husband” is becoming a more common search term as families want fathers or spouses to have time off too.

Legally, most husbands won’t qualify for “maternity leave” in the traditional sense—but they may still be eligible for paternity leave, family leave, or time off under the Family and Medical Leave Act (FMLA). In practice, many families use the term “maternity leave for husband” to refer to any kind of leave a man can take when his partner gives birth.

Here’s a look at the available options and how they apply.

1. FMLA and Maternity Leave for Husband

Under the Family and Medical Leave Act (FMLA), eligible employees—regardless of gender—can take up to 12 weeks of unpaid, job-protected leave within a 12-month period for certain family and medical reasons. One of those reasons is the birth of a child and bonding with a newborn.

That means if your husband qualifies for FMLA, he may be entitled to “maternity leave for husband“—even though it’s more accurately described as family or bonding leave.

To qualify for FMLA, the husband must:

Work for an employer with 50 or more employees within a 75-mile radius.
Have worked for the employer for at least 12 months (not necessarily consecutively).
Have worked at least 1,250 hours during the 12 months before the leave begins.

What can he use FMLA leave for?

To care for a spouse who is recovering from childbirth or pregnancy-related complications.
To bond with a newborn child within the first 12 months of life.

So yes, “maternity leave for husband” is possible under FMLA—as long as these conditions are met. The leave is unpaid unless the employer or state provides otherwise.

2. State-Level Leave Laws

Several states have their own family leave laws that go beyond FMLA. These laws may provide paid leave, lower the eligibility threshold (i.e. smaller companies), or allow bonding time for partners regardless of gender.

States with paid family leave programs include:

California
New York
New Jersey
Rhode Island
Massachusetts
Connecticut
Washington
Oregon
Colorado
Maryland (beginning in 2026)
Delaware (starting in 2026)

In these states, “maternity leave for husband” can often be taken with partial wage replacement through a state-administered fund. Husbands typically apply through the state’s Paid Family Leave program and may be able to take leave at the same time as their spouse or stagger it to extend support time.

3. Employer Policies on Maternity Leave for Husband

Some private companies offer paid paternity or partner leave as part of their benefits package. While these policies vary, they may refer to the leave as:

Parental leave
Bonding leave
Family leave
Or even maternity leave for husband

Have your husband check the employee handbook or HR portal for details. He may be eligible for fully paid or partially paid time off through company policy—even if FMLA doesn’t apply.

4. Using Sick Leave or PTO

If your husband’s employer doesn’t offer a formal leave policy or FMLA coverage, he may still be able to use:

Sick leave
Paid time off (PTO)
Vacation time

While this may not be labeled as “maternity leave for husband“, it can provide critical time off to be present during delivery, support your recovery, and bond with your baby.

Some employers allow workers to use sick leave to care for an immediate family member, including a spouse. Others allow for flexible PTO use at the employee’s discretion. Be sure to check the rules and get approvals in writing.

5. Short-Term Disability Insurance

Short-term disability insurance is usually used by pregnant women for maternity leave, but some policies also cover leave to care for a spouse recovering from a medical event (such as childbirth surgery or complications).

If your husband has access to disability coverage, it’s worth exploring whether he can use it as a way to receive wage replacement while supporting your recovery.

While this isn’t technically “maternity leave for husband“, it may serve a similar function.

6. Self-Employed or Gig Workers

If your husband is self-employed or a gig worker, he won’t be covered by FMLA or most employer leave policies. However, he may still be able to:

Purchase a private short-term disability or income protection policy.
Plan ahead to take unpaid time off.
Create a flexible schedule around your due date.

Some states allow self-employed workers to opt into paid family leave programs, such as in California and Washington. In these cases, “maternity leave for husband” becomes more accessible, even for non-traditional workers.

When Can “Maternity Leave for Husband” Start?

Your husband can typically begin his leave:

When labor begins
At the time of birth
During your hospital stay
After discharge, to assist during recovery
Or several weeks later, to maximize bonding time

Some employers allow intermittent leave, meaning he doesn’t have to take all his time off at once. This is useful if your family wants help at different stages of postpartum recovery.

Communication and Planning Ahead

The key to making “maternity leave for husband” work smoothly is really communication. Encourage your husband to start the process early:

Talk to HR early
Document any leave approvals
Request FMLA or state leave in writing
Discuss the plan with supervisors to set expectations

This planning will help avoid surprises and reduce stress when the baby arrives.

Final Thoughts: Why “Maternity Leave for Husband” Matters

The birth of a child is unarguably one of life’s most important events. Just as moms need time to recover and bond with their babies, partners need time to bond and support their growing family.

Whether through FMLA, state programs, employer policies, or creative planning, there are ways to make “maternity leave for husband” a reality. Don’t hesitate to ask questions, explore your options, and advocate for your family’s needs.

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Disclaimer: This article is intended for informational purposes only. It provides general information and is not intended and should not be construed as professional advice. The author is not your attorney, accountant, financial planner or any other professional and no professional-client relationship is created. We do not represent that the information provided is accurate or up-to-date as laws and regulations are always changing. If you have an issue that requires professional help, you should contact the appropriate professional to help you on your on your specific set of facts. Please read the Terms and Conditions for additional information.

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