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For us, FMLA and STD run concurrently, so while I'd be eligible for STD for LONGER if I needed it prior to birth, the FMLA would still kick in at the same time, so I wouldn't get some amount of time off prior to birth and then an additional 12 weeks - it's 12 weeks total.

We DO have supplemental FMLA here though, so I'm sure something could be worked out if necessary. But in general, what I stated above is how it works.

Ours started two weeks before due date, but the STD didn't start counting the 6 weeks until the birth (so it was 6 weeks from birth whether you had baby 2 weeks early or late). Then and extra 12 weeks fmla starting when STD was up, so I ended up having nearly 20 weeks total, first 8 weeks being paid. Or something like that. For the U.S. I thought that was a generous policy.

@Adira: yeah it's surprising! And most people took most, if not all, of the time off and it was expected. But most of my coworkers (prob 75%) were young women of child bearing age. And the pay wasn't great, which means many decide not to go back anyway after looking at local day care costs. (Like me, though I planned to stay home anyway).

Yes, in NJ you can take STD for up to a month before you give birth, if your doctor writes you a note to get out of work (Anything...high blood pressure, pelvic pain, etc).

I haven't gotten to use it either time though, because both of my babies are summer babies and I was already out for summer break.

Ours runs like @Adira: if you have medical issues prior to the birth, then STD kicks in then and you still get 6 weeks after birth, but FMLA is 12 weeks total. (And regardless of when STD starts, there is a 2-week qualification period before STD starts paying out, so for a uncomplicated birth, I will only get 4 was paid at 60%. )

In CA bonding starts after disability. So you could take 4 weeks before EDD plus 6 or 8 weeks after delivery. Then the clock starts on the 12 weeks.

For me, maternity leave (STD) starts at the day they are born and goes for 6 weeks (vaginal birth) or 8 weeks (c-section). (Though, before becoming pregnant, the maternity leave policy said upto 12 weeks can be taken. The 'Up to' part is what I looked over. I only get that much if I have complications after birth that my Dr deems me disabled past the 6 or 8 weeks.) Anyway, after the standard 6 or 8 weeks, my company has an unpaid bonding leave that you can take upto 12 additional weeks.

As for my 6 weeks of hospital bed rest prior to the twins being born, I believe that was STD under maternity disability. My Dr had to confirm that I was disabled. I did try working from the hospital but it didn't work out.

As for FMLA, I'm assuming since my company has additional benefits like the unpaid bonding leave that it goes beyond FMLA.

Oh, I'm told that the unpaid bonding leave at my company can be taken before the birth or at anytime after the baby is born... Meaning I could take 2 weeks of bonding leave like 5-6 months from now after I return to work in December.

@Mrs. Lemon-Lime: our 401K and FSA contributions are suspended and we have to pay our portion of the healthcare premiums, but the company still pays their portion. We can elect to continue paying throughout leave or to defer the payments until we come back.