A recent analysis of California’s Paid Family Leave (PFL) program usage by KFF, the leading health policy research foundation, found that fathers are responsible for the increase in child bonding leave filings and claims.
A deep dive of program usage and implementation data, spanning back to the first filings in July 2004, revealed that claims filed by men have steadily increased signaling a shift in cultural perception and “a sign of growing domestic equality.” In fiscal year 2005, men accounted for only 22,400 of all California child bonding leave filings, compared to over 119,300 filings for fiscal year 2023.
Additionally, men filed 44% of bonding claims last year, up over 31% from a decade prior, according to publicly available data. While the pandemic accelerated work-life balance and the urgent demand for paid parental leave, especially among working fathers, data shows that this uptick was not due exclusively to the pandemic. Pre-pandemic rates for fiscal year 2019 saw a 19% increase among men filing for PFL over the preceding decade and a 24% increase since program implementation in 2004.
California has long been lauded for its pioneering paid family leave program, becoming the first state in the nation to pass PFL legislation in 2002. When the program was implemented, initial expectations were that PFL usage among men would increase at 2-4% YoY. In reality, men now account for over 40% of all state filings, outpacing even progressive estimates.
As Millennials, now the largest demographic in the workforce, enter parenthood expectations for parenting and partner involvement has evolved. Fathers are expected to take an active role in the newborn or new-child bonding period, support their partners, and be “hands-on.” Changing workplace cultures and conversations around parental leave have paved the way for the de-stigmatization of paternity leave. According to the US Census Bureau, as of 2019 over 66% of men take paternity leave in the 12 weeks after the birth of their first child. In 1975, this figure peaked at 7.5% and in 2004, at the start of California’s PFL program, was only 40.2%.
Early fatherhood involvement has long-lasting benefits for the household, partner, and child. Paternity leave has been shown to support a more equal division of parenting and household responsibilities. Paternity leave has benefits for the birthing mother as well. New moms who have a partner at home immediately following childbirth are less likely to be re-hospitalized, experience postpartum anxiety or depression, and are less likely to experience a career gap. Every month of paternity leave taken by a father is linked to a 7% increase in the mother’s earning potential, making paternity leave a tool to combat the gender wage gap and end the motherhood penalty.
California implemented its Paid Family Leave program in 2002 with the first filings in July 2004, becoming the first state to provide widespread support for parents and caregivers. The state program expanded to include non-birthing parents, adoptive, and foster parents in 2006 and quickly set the standard for state benefit programs. The PFL insurance program is fully funded by employees’ contributions.
If eligible, individuals can receive benefits for up to eight weeks with payments between 60 - 70% of their weekly wages in the 18 month period preceding the filing. PFL must be taken concurrently with leave under the Federal and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), both of which provide for 12 weeks of unpaid leave. The program has different eligibility requirements for birthing, non-birthing, caretakers, veteran, and disabled recipients.
According to state statistics, since implementation the program has administered and managed 4,311,581 PFL filings, of which over 3,700,000 were for child bonding leave. In its first year of implementation (07/2004-06/2005), the program administered 150,565 leaves, whereas the most recent calendar year (07/2022-06/2023) saw over 448,085 filings, an increase of almost 300%.
To date, the U.S. has no federal paid parental leave policy. Only eight states and the District of Columbia have implemented paid family leave programs with varying levels of coverage. Explore existing state paid family leave programs.
Through Parento employers can roll-out paid parental leave insurance coverage, creating an equitable policy for all employees. Parento is available nationwide to all employers with 25+ FTE, and works alongside existing PFL or state benefit programs. Learn more or contact sales for a 1:1 consultation and complimentary risk analysis.
