Editor’s note: WUNC News originally published this story in July. The law to expand paid family leave went into effect on October 1.
Expanded Paid Parental Leave for North Carolina State Employees
As of October 1, a new law broadens paid parental leave for state and public school employees in North Carolina. Signed into law by Governor Josh Stein in July, the Public Workforce Modernization Act now provides 12 weeks of paid leave for full-time employees, with a pro-rated amount available for part-time workers.
Previously, the amount of leave varied, with birthing parents eligible for double the amount of non-birthing parents, due to recovery time needs. This legislative change is being applauded by family and children’s advocates, who emphasize the importance of leave for all parents.
Tina Sherman of MomsRising highlights the benefits, noting, “Studies have shown that when both parents are engaged, have access to that leave, it benefits the entire family.”
Research on California’s paid family leave expansion underscores these benefits, linking it to increased paternal involvement, better maternal mental health, extended breastfeeding, and reduced infant mortality.
Implementation and Policy Details
Effective from October 1, the new policy applies to parents with children born on or after this date. Initial rules will be established by the State Human Resources Commission, with subsequent policies tailored by the UNC System, Community College System, state agencies, and local school boards. The commission last convened in June and meets quarterly.
In July, Geoff Coltrane, senior director of government affairs at the Department of Public Instruction, briefed the State Board of Education on the policy. He emphasized the inclusive nature of the benefit, stating, “Doesn’t matter if you gave birth to the child, if you adopt the child, every employee would be eligible for up to 12 weeks of paid parental leave.”
Coltrane also noted the state’s previous funding for substitute teachers to support the initial leave policy changes in 2023, which is absent in the current legislation. The Office of State Human Resources did not provide further details before the article’s publication.
