Parental Leave Request Form - Delaware

Parental Leave Request Form is a legal document that was released by the Delaware Department of Human Resources - a government authority operating within Delaware.

FAQ

Q: What is a parental leave request form?
A: A parental leave request form is a document that employees use to formally request time off from work for the purpose of caring for a newborn or newly adopted child.

Q: Who can use the parental leave request form in Delaware?
A: Employees in Delaware who are eligible for parental leave can use this form.

Q: What is the purpose of parental leave?
A: The purpose of parental leave is to provide employees with time off to care for and bond with their newborn or newly adopted child.

Q: How long can an employee take parental leave in Delaware?
A: In Delaware, eligible employees can take up to 12 weeks of unpaid parental leave.

Q: Is parental leave protected by law in Delaware?
A: Yes, parental leave is protected by law in Delaware under the Family and Medical Leave Act (FMLA).

Q: Do employees get paid during parental leave in Delaware?
A: No, parental leave in Delaware is generally unpaid. However, employees may be able to use their accrued paid leave such as sick or vacation days.

Q: How far in advance should an employee submit a parental leave request?
A: It is recommended to submit a parental leave request at least 30 days in advance to allow the employer enough time to plan for the absence.

Q: Can an employer deny a parental leave request?
A: Under certain circumstances, such as if the employee is not eligible or if granting the leave would cause significant disruption to the business, an employer may deny a parental leave request.

Q: Are there any requirements for returning to work after parental leave?
A: In Delaware, employers may require employees to provide a reasonable notice of their intention to return to work after parental leave.

Q: Is job protection provided during parental leave in Delaware?
A: Yes, eligible employees in Delaware are generally entitled to job protection during their parental leave, meaning they should be able to return to their position or an equivalent one after the leave period.