{"id":131807,"date":"2024-04-19T17:50:16","date_gmt":"2024-04-19T15:50:16","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=131807"},"modified":"2025-09-15T17:21:41","modified_gmt":"2025-09-15T15:21:41","slug":"maternity-leave-laws-in-florida","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/","title":{"rendered":"Maternity Leave Laws in Florida"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">No matter how dedicated and loyal your staff is, at some point or another, they will need to take leave. Leave can come in many forms, including vacation leave, sick leave and, in the case of new (or soon-to-be new) mothers, <\/span><b>maternity leave<\/b><span style=\"font-weight: 400;\">. But what are the <\/span><b>maternity leave laws in Florida<\/b><span style=\"font-weight: 400;\">? What rights do employees in The Sunshine State have and <\/span><b>what are your obligations as an employer<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we will <\/span><b>explore all these questions and more<\/b><span style=\"font-weight: 400;\">. We will also share some <\/span><b>practical tips<\/b><span style=\"font-weight: 400;\"> to help you create and implement a <\/span><b>maternity leave policy<\/b><span style=\"font-weight: 400;\"> that not only <\/span><b>complies with these laws<\/b><span style=\"font-weight: 400;\"> but also <\/span><b>supports your employees during this crucial time in their lives<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Is Maternity Leave?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">Key Maternity Leave Laws in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Who\">Who Is Eligible Under the Maternity Leave Laws in Florida?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How Much Do You Have to Pay Employees Under the Maternity Leave Laws in Florida?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Employee\">Employee Rights During Maternity Leave<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Policy\">How To Create Your Maternity Leave Policy<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help You Comply with Maternity Leave Laws in Florida<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/holidays-leaves-software\">Simplify time management and stay organized with our reliable time off manager<\/a>\u00a0\ud83d\ude80<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-130408\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"821\" height=\"282\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 821px) 100vw, 821px\" \/><\/a><\/p>\n<h2><b><a name=\"What\"><\/a>What Is Maternity Leave?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Maternity leave refers to a period of <\/span><b>employee absence<\/b><span style=\"font-weight: 400;\"> when a new mother stops working because she is <\/span><b>about to give birth<\/b><span style=\"font-weight: 400;\">, has <\/span><b>just given birth<\/b><span style=\"font-weight: 400;\">, or has <\/span><b>adopted a child<\/b><span style=\"font-weight: 400;\">. Mothers can use this time to <\/span><b>bond with their child<\/b><span style=\"font-weight: 400;\"> and <\/span><b>recover from pregnancy and childbirth<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are also <\/span><b>different types of leave that can be taken alongside maternity leave<\/b><span style=\"font-weight: 400;\">, such as shared <\/span><a href=\"https:\/\/factorialhr.com\/blog\/parental-leave\/\"><span style=\"font-weight: 400;\">parental leave<\/span><\/a><span style=\"font-weight: 400;\"> which allows couples to split the leave entitlement between them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers can offer this time off as<\/span><b> unpaid leave, paid leave, or a combination of both<\/b><span style=\"font-weight: 400;\">, depending on <\/span><b>company policy, local laws, and federal regulations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Laws\"><\/a>Key Maternity Leave Laws in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Employees in the U.S. have certain <\/span><b>legal rights<\/b><span style=\"font-weight: 400;\"> when it comes to <\/span><b>maternity leave<\/b><span style=\"font-weight: 400;\">. These rights are granted by regulations including the federal <\/span><b>Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">, the <\/span><b>Pregnancy Discrimination Act<\/b><span style=\"font-weight: 400;\">, the <\/span><b>Pregnant Workers Fairness Act<\/b><span style=\"font-weight: 400;\">, and <\/span><b>state laws<\/b><span style=\"font-weight: 400;\"> where they apply.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As an employer, it\u2019s important to understand these <\/span><a href=\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws\/\"><span style=\"font-weight: 400;\">maternity leave laws<\/span><\/a><span style=\"font-weight: 400;\"> to determine <\/span><b>whether or not your employees are legally entitled to take time off to care for a new child<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at these <\/span><b>federal laws<\/b><span style=\"font-weight: 400;\"> as well as the <\/span><b>maternity leave laws in Florida<\/b><span style=\"font-weight: 400;\"> to help you establish <\/span><b>your obligations as an employer<\/b><span style=\"font-weight: 400;\"> in The Sunshine State.<\/span><\/p>\n<h3><b>The Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">At a federal level, maternity leave laws in the United States are <\/span><b>primarily regulated by the <\/b><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-fmla\/\"><b>Family and Medical Leave Act (FMLA)<\/b><\/a><span style=\"font-weight: 400;\">. Under the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FMLA<\/span><\/a><span style=\"font-weight: 400;\">, all companies with <\/span><b>50 or more employees<\/b><span style=\"font-weight: 400;\"> must provide up to <\/span><b>twelve weeks of unpaid leave<\/b><span style=\"font-weight: 400;\"> to new mothers, providing they have <\/span><b>worked for the company for at least 1,250 hours <\/b><span style=\"font-weight: 400;\">during the twelve months before the beginning of the maternity leave. The employee can take this leave <\/span><b>at any point within a twelve-month period<\/b><span style=\"font-weight: 400;\">, either all at once or broken up into smaller allotments. The FMLA also <\/span><b>protects the employee\u2019s job<\/b><span style=\"font-weight: 400;\">. When they return to work, they should be <\/span><b>reinstated in the same job<\/b><span style=\"font-weight: 400;\"> (or job of equivalent standing) with the <\/span><b>same salary and benefits<\/b><span style=\"font-weight: 400;\"> as before they left.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite these provisions, the limitations of the FMLA have pushed many states to go <\/span><b>beyond what is legally mandated by the federal government<\/b><span style=\"font-weight: 400;\">. For example, nine states provide <\/span><b>paid leave<\/b><span style=\"font-weight: 400;\">, including California, Colorado, Connecticut, Massachusetts, New Jersey, New York, Oregon, Rhode Island, and Washington. Other states have <\/span><b>extended FMLA requirements<\/b><span style=\"font-weight: 400;\"> to provide more employees with unpaid leave. In <\/span><b>Maine<\/b><span style=\"font-weight: 400;\">, for instance, the family medical leave requirements apply to businesses with <\/span><b>15 or more employees<\/b><span style=\"font-weight: 400;\">, compared to the federal threshold of 50. And in <\/span><b>Minnesota<\/b><span style=\"font-weight: 400;\">, the family leave law is <\/span><b>accessible to a wider range of employees<\/b><span style=\"font-weight: 400;\"> within the state. As a result, it\u2019s important to <\/span><b>check the regulations in your state before creating your company\u2019s maternity leave policy<\/b><span style=\"font-weight: 400;\">. (More on Maternity leave laws in Florida below.)<\/span><\/p>\n<h3><b>Pregnancy Discrimination Act (PDA)<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-pregnancy-discrimination\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Pregnancy Discrimination Act (PDA)<\/span><\/a><span style=\"font-weight: 400;\"> is an amendment to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/title-vii\/\"><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act of 1964<\/span><\/a><span style=\"font-weight: 400;\">. Under this Act, it is <\/span><b>illegal to discriminate against an employee on the basis of pregnancy, childbirth, or any related medical conditions<\/b><span style=\"font-weight: 400;\">. In other words, an employer cannot <\/span><b>refuse to hire a woman because of her pregnancy-related condition<\/b><span style=\"font-weight: 400;\"> as long as she is able to perform the major functions of her job. The PDA also forbids <\/span><b>discrimination based on pregnancy<\/b><span style=\"font-weight: 400;\"> when it comes to any other aspect of employment, including <\/span><b>pay, job assignments, promotions, layoffs, training, fringe benefits, firing, and any other term or condition of employment, including leave<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In terms of maternity leave, <\/span><b>employers must treat women affected by pregnancy, childbirth, or related medical conditions in the same way as other employees who are similar in their ability or inability to work<\/b><span style=\"font-weight: 400;\">. This means that if an employer provides paid leave or allows employees to take disability leave or unpaid leave for medical conditions, they must also <\/span><b>provide the same benefits<\/b><span style=\"font-weight: 400;\"> to women who are temporarily unable to work due to pregnancy or childbirth.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Additionally, if an employer offers <\/span><b>health insurance<\/b><span style=\"font-weight: 400;\">, the PDA mandates that said insurance covers <\/span><b>expenses for pregnancy-related conditions<\/b><span style=\"font-weight: 400;\"> on the same basis as <\/span><b>costs for other medical conditions<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Pregnant Workers Fairness Act<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to <\/span><a href=\"http:\/\/congress.gov\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">U.S. Congress legislation<\/span><\/a><span style=\"font-weight: 400;\">, The <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pregnant-workers-fairness-act\/\"><span style=\"font-weight: 400;\">Pregnant Workers Fairness Act<\/span><\/a><span style=\"font-weight: 400;\"> \u201c<\/span><b><i>prohibits employment practices that discriminate against making reasonable accommodations for qualified employees affected by a pregnancy, childbirth, or related medical conditions<\/i><\/b><span style=\"font-weight: 400;\">.\u201d In other words, workers are guaranteed the right to \u201c<\/span><b>reasonable work accommodations<\/b><span style=\"font-weight: 400;\">\u201d during the <\/span><b>term of their pregnancy and postpartum<\/b><span style=\"font-weight: 400;\">.\u00a0 This applies to government employees and those who work for <\/span><b>private companies with more than 15 employees<\/b><span style=\"font-weight: 400;\">. Protection extends to <\/span><b>full-time, part-time, temporary, and seasonal employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to this Act, employers must:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Make accommodations for pregnant or postpartum employees with known limitations<\/b><span style=\"font-weight: 400;\">, unless these limitations \u201cimpose an undue hardship\u201d on the employer. For example, if a worker requires a less physically demanding and lighter role, and the employer lacks the economic means to make this possible.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Provide fair employment opportunities for pregnant and postpartum employees<\/b><span style=\"font-weight: 400;\">. Employers cannot deny certain opportunities to individuals under the premise that they are pregnant or have recently given birth.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Not require employees to take leave or accept alternative accommodations unless there are no other reasonable accommodations<\/b><span style=\"font-weight: 400;\">. For example, employers cannot force an employee to work reduced hours or take a lighter workload if it is not what they agreed to.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Provide the same employment practices, privileges, and conditions for employees who request accommodations<\/b><span style=\"font-weight: 400;\">. Employers may not take any sort of adverse action or discriminate against employees because of their requests.<\/span><\/li>\n<\/ul>\n<h3><b>Other Relevant State Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">As we mentioned above, maternity laws in the US are regulated by federal and state guidelines (when the latter applies). So, <\/span><b>what are the maternity leave laws in Florida<\/b><span style=\"font-weight: 400;\"> in terms of state legislation?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As you are probably aware, there are a number of state <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-florida\/\"><span style=\"font-weight: 400;\">labor laws in Florida<\/span><\/a><span style=\"font-weight: 400;\"> that employers need to comply with.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">minimum wage laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-holidays\/\"><span style=\"font-weight: 400;\">state holiday laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-employee-tax\/\"><span style=\"font-weight: 400;\">employee tax laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-workplace-harassment-in-florida\/\"><span style=\"font-weight: 400;\">workplace harassment laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/\"><span style=\"font-weight: 400;\">Florida laws on firing employees<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\"><span style=\"font-weight: 400;\">Florida laws for salaried employees<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-overtime-wage-law\/\"><span style=\"font-weight: 400;\">overtime wage laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\"><span style=\"font-weight: 400;\">anti-discrimination laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation-in-florida\/\"><span style=\"font-weight: 400;\">workers\u2019 compensation laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/unemployment-compensation-in-florida\/\"><span style=\"font-weight: 400;\">unemployment compensation laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-warn-act-notice\/\"><span style=\"font-weight: 400;\">Florida WARN Act<\/span><\/a><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In terms of maternity leave laws in Florida, there are not currently any specific state-level laws that regulate this type of leave. Instead, the state relies on the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-florida\/\"><span style=\"font-weight: 400;\">Family and Medical Leave Act Florida (FMLA)<\/span><\/a><span style=\"font-weight: 400;\">, which mirrors its federal counterpart and grants eligible employees up to <\/span><b>12 weeks of unpaid, job-protected leave per year<\/b><span style=\"font-weight: 400;\"> for specified family and medical reasons, including the <\/span><b>birth and care of a newborn child<\/b><span style=\"font-weight: 400;\">, or for the <\/span><b>adoption or foster care placement of a child<\/b><span style=\"font-weight: 400;\">.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Maternity leave laws in Florida are also governed by the <\/span><b>Florida Civil Rights Act<\/b><span style=\"font-weight: 400;\">. Similar to the PDA, this Act, <\/span><b>prohibits employment discrimination based on race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status<\/b><span style=\"font-weight: 400;\">. This applies to all employers in the state with 15 or more employees, including those based in Tampa, Tallahassee, Orlando, and Miami (as there are no municipal maternity laws in Florida).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, despite all the above, <\/span><b>many employers choose to include paid or unpaid maternity leave in their employee benefits packages<\/b><span style=\"font-weight: 400;\"> as this can be a great incentive to <\/span><b>attract and retain talent<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span data-sheets-root=\"1\">Upgrade your business with next-gen <a href=\"https:\/\/factorialhr.com\/\">Business Management Software.\ud83d\udc47<\/a><\/span><br \/>\n<a href=\"https:\/\/factorialhr.com\/\"><img decoding=\"async\" class=\"alignnone wp-image-158812 size-full\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/02\/15165042\/Banner-Demo-Factorial-All-in-One-English.png\" alt=\"Business Management Software\" width=\"1212\" height=\"500\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/02\/15165042\/Banner-Demo-Factorial-All-in-One-English.png 1212w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/02\/15165042\/Banner-Demo-Factorial-All-in-One-English-300x124.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/02\/15165042\/Banner-Demo-Factorial-All-in-One-English-1024x422.png 1024w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/02\/15165042\/Banner-Demo-Factorial-All-in-One-English-768x317.png 768w\" sizes=\"(max-width: 1212px) 100vw, 1212px\" \/><\/a><\/p>\n<h2><b><a name=\"Who\"><\/a>Who Is Eligible Under the Maternity Leave Laws in Florida?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So, as we\u2019ve seen, the maternity leave laws in Florida are <\/span><b>fundamentally governed by the federal Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">. But which employees are covered by this Act? <\/span><b>Do employers have to offer this type of leave to all workers who request it?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Put simply, no. <\/span><b>Employers and employers must meet the eligibility requirements of the FMLA before maternity leave becomes a legal requirement<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the <\/span><b>FMLA states that<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer must have <\/span><b>50 or more employees within a 75-mile radius<\/b><span style=\"font-weight: 400;\"> of the workplace.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee must have <\/span><b>worked for the employer for at least 12 months<\/b><span style=\"font-weight: 400;\">; however, these months do not need to be consecutive.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee must have worked <\/span><b>at least 1,250 hours<\/b><span style=\"font-weight: 400;\"> during the 12 months before taking leave.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees can request FMLA leave for the <\/span><b>birth of a child<\/b><span style=\"font-weight: 400;\"> and to <\/span><b>care for a newborn<\/b><span style=\"font-weight: 400;\"> within one year of birth. Employees can also request maternity leave under this Act, with the same rights, if they have <\/span><b>adopted or fostered a child<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The FMLA applies to <\/span><b>all public agencies<\/b><span style=\"font-weight: 400;\">, including local, state, and federal employers, and <\/span><b>local education agencies<\/b><span style=\"font-weight: 400;\"> (schools), regardless of the number of people employed. This also extends to <\/span><b>private sector employers<\/b><span style=\"font-weight: 400;\"> with at least 50 employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">FMLA leave can be taken <\/span><b>intermittently <\/b><span style=\"font-weight: 400;\">or on a <\/span><b>reduced schedule basis<\/b><span style=\"font-weight: 400;\"> when medically necessary. For maternity leave, this might be applicable in cases of <\/span><b>prenatal visits<\/b><span style=\"font-weight: 400;\"> or <\/span><b>required rest before the birth<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In cases where FMLA does not apply, employees might still have access to other <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-benefits-in-small-business\/\"><span style=\"font-weight: 400;\">employee benefits<\/span><\/a><span style=\"font-weight: 400;\"> such as<\/span> <a href=\"https:\/\/factorialhr.com\/blog\/leave-of-absence-types\/\"><b>paid sick leave<\/b><\/a><b>, vacation leave, personal leave, or short-term disability benefits<\/b><span style=\"font-weight: 400;\"> that they can use for maternity leave.<\/span><\/p>\n<h2><b><a name=\"How\"><\/a>How Much Do You Have to Pay Employees Under the Maternity Leave Laws in Florida?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As the maternity leave laws in Florida are set by the federal FMLA, then there is <\/span><b>no legal requirement to offer <\/b><a href=\"https:\/\/factorialhr.com\/blog\/managing-paid-time-off\/\"><b>paid time off<\/b><\/a><b> to an employee who is on maternity leave<\/b><span style=\"font-weight: 400;\">. The only legal obligation for eligible employers is to offer <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unpaid-time-off\/\"><span style=\"font-weight: 400;\">unpaid leave<\/span><\/a><span style=\"font-weight: 400;\"> to eligible employees. However, if an employee chooses to use <\/span><b>accrued paid leave<\/b><span style=\"font-weight: 400;\"> (like vacation or <\/span><a href=\"https:\/\/factorialhr.com\/blog\/paid-sick-leave\/\"><span style=\"font-weight: 400;\">sick leave<\/span><\/a><span style=\"font-weight: 400;\">) during some or all of the FMLA leave period, then you must pay them for this time, in line with your company policies. In addition, employees may be eligible for <\/span><b>supplemental pay through employer-provided short-term disability insurance<\/b><span style=\"font-weight: 400;\"> during FMLA leave, if you offer this benefit.<\/span><\/p>\n<h2><b><a name=\"Employee\"><\/a>Employee Rights During Maternity Leave<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ok, next question: <\/span><b>what specific rights do employees have under the maternity leave laws in Florida?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">There are a few, so let\u2019s break them down.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to federal law, <\/span><b>employees on maternity leave are entitled to<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Job protection and benefits<\/b><span style=\"font-weight: 400;\">. Firstly, an employee who takes maternity leave has the right to return to the same or similar position when they return to work. They also have the right to return to the same pay, benefits, and other employment terms and conditions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health insurance<\/b><span style=\"font-weight: 400;\">. Secondly, employers must continue to pay into an employee\u2019s health insurance policy (if they offer one) for the duration of an employee\u2019s maternity leave. The employee continues to be responsible for paying any health coverage contributions that they paid before taking leave.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Nursing breaks and facilities<\/b><span style=\"font-weight: 400;\">. In addition, employers must offer reasonable break time for an employee to express breast milk for her nursing child for one year after the child\u2019s birth. They must also provide them with a private area for nursing that is free from intrusion (but not a bathroom).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Protections against discrimination<\/b><span style=\"font-weight: 400;\">. Finally, employees are protected from any form of discrimination on the basis of pregnancy, childbirth, or related medical conditions before, during and after taking maternity leave. This covers all aspects of employment, including hiring, firing, promotions, and benefits.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Policy\"><\/a>How To Create Your Maternity Leave Policy<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Regardless of what the maternity leave laws in Florida dictate, creating a <\/span><b>maternity leave policy<\/b><span style=\"font-weight: 400;\"> can be a great way to <\/span><b>attract and retain a skilled workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s a <\/span><b>step-by-step guide<\/b><span style=\"font-weight: 400;\"> with everything you need to consider:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Make sure you understand the maternity leave laws in Florida<\/b><span style=\"font-weight: 400;\">. This includes the requirements of the FMLA, the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act, and the Florida Civil Rights Act.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Determine which employees are eligible<\/b><span style=\"font-weight: 400;\">. This includes those who are eligible for maternity leave under the FMLA. You also need to decide if you will extend eligibility to employees who are not covered by this Act.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Define leave duration and pay<\/b><span style=\"font-weight: 400;\">. For example, will you offer longer than the 12 weeks defined by law? Will you offer paid leave as a supplementary employee benefit? What is your policy on prenatal issues or complications?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Define the process for requesting leave<\/b><span style=\"font-weight: 400;\">. Make sure you clearly explain how an employee can request maternity leave and how much notice they should give (the FMLA requires 30 days\u2019 notice for foreseeable events). In terms of procedure, it\u2019s a good idea to use an <a href=\"https:\/\/factorialhr.com\/blog\/leave-management-system\/\">employee leave management system<\/a> to automate the process of requesting and approving leave.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Address job protection rights and benefits<\/b><span style=\"font-weight: 400;\">. Remind employees that they have the right to return to their same or equivalent position after they return from leave. Also, make sure you explain how benefits like health insurance will be handled during this time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Include provisions for nursing mothers<\/b><span style=\"font-weight: 400;\">. This includes the support you will offer when they return to work in terms of nursing breaks and access to a private space where they can express milk.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Share your policy with all employees<\/b><span style=\"font-weight: 400;\">. Make sure you include it in your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> or on your internal HR portal.<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/holidays-leaves-software\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-123482 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/06\/14181056\/paid-time-off-pto-demo-300x103.png\" alt=\"leave tracking software\" width=\"816\" height=\"280\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/06\/14181056\/paid-time-off-pto-demo-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/06\/14181056\/paid-time-off-pto-demo-768x263.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/06\/14181056\/paid-time-off-pto-demo.png 900w\" sizes=\"(max-width: 816px) 100vw, 816px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help You Comply with Maternity Leave Laws in Florida <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">We are going to end today\u2019s post by highlighting some of the <\/span><b>key features of Factorial\u2019s HRIS<\/b><span style=\"font-weight: 400;\"> that can help you <\/span><b>manage and comply with the maternity leave laws in Florida<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Leave management system<\/b><span style=\"font-weight: 400;\">. You can use Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/holidays-leaves-software\"><span style=\"font-weight: 400;\">time off management software<\/span><\/a><span style=\"font-weight: 400;\"> to process and approve all maternity leave requests. That way, you have a clear and streamlined process in place. You can also use the tools to easily create custom leave policies that align with the maternity leave laws in Florida.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document management<\/b><span style=\"font-weight: 400;\">. You can use our <\/span><a href=\"https:\/\/factorialhr.com\/document-management\"><span style=\"font-weight: 400;\">document manager<\/span><\/a><span style=\"font-weight: 400;\"> feature to securely store all documents related to maternity leave, such as medical certificates and FMLA forms.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee portal.<\/b><span style=\"font-weight: 400;\"> With our <\/span><a href=\"https:\/\/factorialhr.com\/employee-portal\"><span style=\"font-weight: 400;\">employee self-service portal<\/span><\/a><span style=\"font-weight: 400;\">, your employees can view their leave balances and rights under Florida laws directly from their portal, reducing misunderstandings and promoting transparency. They can also request maternity leave directly through the portal.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Payroll integration<\/b><span style=\"font-weight: 400;\">. Our <\/span><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\"> can be easily <\/span><a href=\"https:\/\/factorialhr.com\/integrations\"><span style=\"font-weight: 400;\">integrated<\/span><\/a><span style=\"font-weight: 400;\"> with your existing HR systems. That way, you can rest assured that you are paying the correct amount, including benefits, to all employees who are on maternity leave.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reporting and analytics<\/b><span style=\"font-weight: 400;\">. You can use our <\/span><a href=\"https:\/\/factorialhr.co.uk\/hr-reports\"><span style=\"font-weight: 400;\">HR reporting software<\/span><\/a><span style=\"font-weight: 400;\"> to generate detailed reports on maternity leave usage and trends. This can be very useful for staff planning and for ensuring audit and reporting compliance.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Compliance alerts and updates<\/b>. Finally, our platform sends you regular compliance alerts and updates so you can keep up to speed with any changes to the maternity leave laws in Florida. That way, there\u2019s no risk of fines or penalties for non-compliance.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>No matter how dedicated and loyal your staff is, at some point or another, they will need to take leave. Leave can come in many forms, including vacation leave, sick leave and, in the case of new (or soon-to-be new) mothers, maternity leave. But what are the maternity leave laws in Florida? What rights do<a href=\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":131808,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-131807","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"time-time-off"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Maternity Leave Laws in Florida | Factorial<\/title>\n<meta name=\"description\" content=\"Everything employers need to know about the maternity leave laws in Florida: rights, obligations &amp; tips to help you create a maternity policy\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Maternity Leave Laws in Florida\" \/>\n<meta property=\"og:description\" content=\"Everything employers need to know about the maternity leave laws in Florida: rights, obligations &amp; tips to help you create a maternity policy\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-04-19T15:50:16+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-15T15:21:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/04\/19162726\/Maternity-leave-laws-in-Florida.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\"},\"headline\":\"Maternity Leave Laws in Florida\",\"datePublished\":\"2024-04-19T15:50:16+00:00\",\"dateModified\":\"2025-09-15T15:21:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/maternity-leave-laws-in-florida\/\"},\"wordCount\":2601,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. 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