How to use the maternity leave pay calculator
The United States has no federal paid maternity leave. Federal law supplies job protection and an anti-discrimination rule, while the money comes from disability coverage, a state program or an employer policy. This calculator separates the medical recovery period from any additional paid bonding weeks, because they are usually funded by different sources.
The federal framework is the Family and Medical Leave Act, 29 U.S.C. section 2612, which gives eligible employees up to 12 workweeks of unpaid, job-protected leave, and the Pregnancy Discrimination Act, 42 U.S.C. section 2000e(k), which requires employers to treat pregnancy and childbirth like any other temporary condition. Income replacement typically comes from short-term disability insurance or a state temporary disability program in California, New York, New Jersey, Rhode Island and Hawaii, commonly certifying about six weeks of recovery after an uncomplicated delivery and about eight after a cesarean, followed by state paid family leave for bonding where it exists.
Figures reflect September 2026 practice. Replacement rates, weekly caps and durations are set separately by each state and each insurance plan, so confirm the numbers with your state agency or plan documents.
This calculator is for reference only and is not legal advice. Consult a licensed employment attorney or your benefits administrator about your specific situation.
Frequently asked questions
No. The Family and Medical Leave Act at 29 U.S.C. section 2612 protects up to 12 workweeks of leave but pays nothing. Income during maternity leave comes from short-term disability coverage, a state program or an employer benefit.
Short-term disability and state temporary disability programs commonly certify about six weeks of medical recovery after an uncomplicated vaginal delivery and about eight weeks after a cesarean. The actual period is set by the treating clinician.
Under 42 U.S.C. section 2000e(k) an employer must treat pregnancy and childbirth the same as any other temporary condition for leave and benefits purposes. It does not create a right to paid leave on its own.