Postdoctoral Research Associates receive six weeks of paid parental leave at 100% of base pay. There is no waiting period before becoming eligible. If both parents are employed at Brown and meet eligibility requirements, each parent is entitled to six weeks of paid parental leave. Applicable federal and state leave entitlements will run concurrently.

This paid leave may be taken:

• As one continuous block or intermittently, in full-week increments
• Within one year of a child's birth or placement
• Concurrently with FMLA or state leave, or separately with department approval

Click here for an overview of parental leave and instructions for initiating a leave request from University Human Resources. After submitting a leave of absence request in Workday, eligible PDRAs will gain access to a new “Parental Leave” time-off option in Workday. 

PDRAs can extend their time away beyond the six weeks of paid parental leave with any accrued sick or vacation time earned prior to the start of the leave.

For questions, please contact the Leave and Accommodations team within University Human Resources at accommodations@brown.edu.

Benefits During Parental Leave

During paid parental leave, PDRAs will continue to receive benefits, and the University will continue to make its employer contributions. PDRAs remain responsible for paying the employee portion of benefit premiums during the approved leave period. Current monthly employee contribution rates are available in the 2026 Rate Sheet for Faculty and Staff.

Parental Leave Training Sessions

University Human Resources offers monthly parental leave training to help employees, including Postdoctoral Research Associates, and their managers navigate the process. These sessions cover topics such as preparing for parental leave, understanding benefits, and planning your return to work. Click here to register for the next training in Workday.

Family and Medical Leave Act / Rhode Island Parental and Family Medical Leave

Paid parental leave may be extended with unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) and the Rhode Island Parental and Family Medical Leave (RIPFML).

Employees who have worked at least twelve months and 1,250 hours during the previous twelve months are eligible for FMLA, which provides up to twelve weeks of unpaid, job-protected leave for qualifying family and medical reasons.

RIPFML is a Rhode Island state law similar to FMLA and provides up to thirteen weeks of job-protected leave. In accordance with the University’s Leaves of Absence Policy, leave under FMLA and RIPFML generally runs concurrently, and the maximum duration of leave is twelve weeks under FMLA and thirteen weeks under RIPFML. An employee may not take twelve weeks of FMLA leave followed by an additional thirteen weeks under RIPFML.

Postdoctoral Research Associates on a visa should consult their visa sponsor to understand how FMLA or RIPFML leave may affect their visa status.

Leave of Absence under the Americans with Disabilities Act

In some circumstances, a leave of absence under the Americans with Disabilities Act (ADA) may be appropriate. For example, a birthing parent may experience a period of disability before or after the birth of a child. PDRAs should consult with the Leave and Accommodations team within University Human Resources at accommodations@brown.edu to discuss individual circumstances.

For additional details, see Article 18: Leaves of Absence and Time Off (pages 37-39) of the Collective Bargaining Agreement (CBA).

Last updated: February 9, 2026.