Maternity Leave Laws in Wisconsin (2026): Job Protection Basics
Most people assume maternity leave comes with a paycheck. In Wisconsin, that’s not how it works. The state doesn’t require employers to pay you while you’re off having a baby. Honestly, this surprises a lot of expecting parents.
Let’s break down exactly what protections you do have in Wisconsin. You’ll learn about both state and federal laws that apply to maternity leave.
What Is Maternity Leave in Wisconsin?
Maternity leave is time off from work for pregnancy, childbirth, and caring for a new baby. In Wisconsin, this leave is unpaid unless your employer chooses to pay you.
Two main laws cover maternity leave in Wisconsin. The federal Family and Medical Leave Act is one. The Wisconsin Family and Medical Leave Act is the other. Both provide job protection. Neither one requires payment.
Your job is protected while you’re on leave. This means you get your position back when you return. Pretty straightforward.
Wisconsin Family and Medical Leave Act
The Wisconsin law applies to employers with 50 or more permanent employees. Your company must have had at least 50 employees for six of the last 12 months.
You qualify if you’ve worked there for 52 consecutive weeks. You also need at least 1,000 hours during those 52 weeks. Vacation and sick time count toward those hours.
Wisconsin gives you up to six weeks off for having or adopting a baby. The leave must start within 16 weeks before or after the birth. You can take time before the baby arrives if you want.
Wait, it gets better. Wisconsin also gives you separate leave buckets for other situations. You get two weeks to care for a seriously ill family member. You get two more weeks if you’re seriously ill yourself.
These are different categories. You could potentially use all of them in the same year if needed.
Federal Family and Medical Leave Act
The federal law also applies to employers with 50 employees or more. But there’s an extra requirement. You must work at a location where at least 50 employees work within a 75-mile radius.
You need 12 months of work with your employer. Those months don’t have to be consecutive. You also need 1,250 hours of actual work time in the past year. Overtime counts, but paid leave doesn’t.
Federal law gives you 12 weeks of unpaid leave. You can use it for pregnancy complications, childbirth, and bonding with your new baby. The leave must be completed within 12 months of the birth.
How Both Laws Work Together
Here’s where things get interesting. If you qualify for both laws, they run at the same time. You don’t get to stack them for extra weeks.
Let’s say you take six weeks off after having your baby. Those six weeks count against both your Wisconsin leave and your federal leave. You still have six more weeks available under federal law if you need it.
Wisconsin law covers some situations federal law doesn’t. For example, Wisconsin includes domestic partners and parents-in-law. Federal law doesn’t recognize those relationships for leave purposes.
Not sure what counts as a violation? Let me break it down.
Taking Leave Before the Baby Arrives
You might want time off before your due date. Whether that’s protected depends on why you need it.
Just want to relax and prepare? That counts under Wisconsin law but not federal law. You can take up to six weeks within 16 weeks before your due date. This reduces what you have left after the baby arrives.
Did your doctor say you need to stop working? That’s different. Medical disability from pregnancy counts under both laws. Those weeks count against both your state and federal leave.
Here’s a real example. Jane wants two weeks off before her September 1st due date to prepare the nursery. Those weeks count toward Wisconsin leave only. After birth, she still has 12 weeks of federal leave and four weeks of Wisconsin birth leave.
But if Jane’s doctor declares her medically disabled two weeks before delivery? Those weeks count under both laws. She’d have 10 weeks of federal leave and six weeks of Wisconsin birth leave remaining after birth.
Makes sense, right?
Special Wisconsin Protections
Wisconsin law gives you more flexibility in some ways. You can use your leave for domestic partners. You can use it to care for your partner’s parents.
Federal law doesn’t cover these relationships. So if your partner’s mom gets seriously ill later in the year, you might still have Wisconsin leave available even if you used up your federal leave.
Wisconsin also has a lower hours requirement. Remember, it’s 1,000 hours versus 1,250 for federal law. This helps people who work part-time or started recently.
The state law uses a calendar year basis. It resets January 1st every year. Federal law uses a rolling 12-month period. Your employer picks which method to use for federal calculations.
Pregnancy Discrimination Protection
Okay, pause. Read this carefully.
Wisconsin’s Fair Employment Act protects you from pregnancy discrimination. So does federal law. Your employer cannot treat you differently because you’re pregnant.
If your employer offers disability leave for broken bones or surgeries, they must offer the same for pregnancy. This applies to all Wisconsin employers under state law. Federal protection only covers employers with 15 or more workers.
Your employer must also provide maternity insurance benefits. They can’t discriminate based on whether you’re married. If other employees get health insurance for temporary disabilities, you get the same for pregnancy.
What About Paid Leave?
Honestly, this is the part most people miss. Wisconsin doesn’t require paid maternity leave. Your employer doesn’t have to pay you a single dollar while you’re off.
Some companies offer paid leave anyway. Many don’t. You might be able to use vacation days or sick time you’ve saved up. Your employer might even require you to use those benefits.
Check your employee handbook. Some companies have generous policies that go beyond what the law requires. Others stick to the legal minimum.
A 2024 proposal would have created a paid family leave program in Wisconsin starting in 2026. The plan didn’t pass. As of now, there’s no state-funded paid leave program.
Maintaining Your Health Insurance
Your employer must keep your health insurance active during your leave. Same coverage, same terms as before.
If you paid part of your premium before, you keep paying that amount during leave. If your employer covered everything, they keep covering everything.
This protection applies under both state and federal law. Your employer can’t drop your coverage just because you’re on leave.
If your employer asks you to prepay premiums into an escrow account, they can do that under Wisconsin law. They must return the money with interest when you leave the company or come back from leave.
Returning to Work
When your leave ends, you get your job back. Or you get an equivalent position with the same pay and benefits.
What’s an equivalent position? Same compensation. Same shift and hours. Same benefits and working conditions. Basically, it should feel like the same job even if the title changed slightly.
Your employer must bring you back within a reasonable time if you return early from scheduled leave. They can’t make you wait indefinitely.
You don’t earn seniority or other benefits while on leave unless your employer specifically says you do. But you keep all the benefits you earned before your leave started.
How to Request Maternity Leave
Wondering if this applies to you? Check if your employer has 50 or more employees first.
Give your employer as much notice as possible. If you know your due date, tell them at least 30 days ahead. Life happens, though. If you need leave suddenly, notify them as soon as you can.
You don’t need to say “I’m taking Wisconsin FMLA leave” or “I’m taking federal FMLA leave.” Just tell them you need time off and why. Make it clear it’s for pregnancy, childbirth, or caring for your newborn.
Your employer might ask for medical certification. That’s allowed. Your doctor can provide the paperwork they need. This proves you actually need the leave.
Keep copies of everything. Save your leave request. Save any responses from your employer. Save medical documentation. These records matter if problems come up later.
What If Your Employer Denies Your Leave?
Not all employers follow the law. Some deny leave they’re legally required to provide.
First, double-check that you meet all the requirements. Do you qualify under state law, federal law, or both? Have you worked the required hours? Has your employer had 50 employees?
Review your employee handbook too. Your company might have policies that explain how they handle leave requests.
Document everything if your employer denies your leave or retaliates against you. Write down dates, conversations, and what happened. Get everything in writing when possible.
You can file a complaint with Wisconsin’s Department of Workforce Development Equal Rights Division. You have 30 days from when the violation happened or when you learned about it. You can also consult an employment lawyer about your options.
Smaller Employers and Exceptions
Work for a company with fewer than 50 employees? Neither the Wisconsin law nor the federal FMLA apply to you.
You might still have some protections under pregnancy discrimination laws. Your employer must treat pregnancy the same as other temporary disabilities if they provide disability leave.
Some smaller employers offer maternity leave voluntarily. It’s worth asking what your company provides even if they’re not legally required to offer anything.
Certain types of workers don’t qualify for leave. Temporary workers might not meet the hours requirements. Independent contractors aren’t covered at all.
Military Family Leave
Federal law provides extra leave for military families. You can get up to 26 weeks in a single 12-month period if you’re caring for a service member with a serious injury.
You can also take leave for certain situations related to a family member’s military deployment. This covers things like attending military events, arranging childcare, or dealing with legal matters related to deployment.
Wisconsin law doesn’t have special military provisions beyond what federal law provides.
Filing a Complaint
Think your employer violated your leave rights? You have options.
For Wisconsin law violations, contact the Department of Workforce Development Equal Rights Division. They handle complaints about state family and medical leave law.
File your complaint within 30 days. After that, you might be out of luck. The deadline is strict.
For federal law violations, you can file with the U.S. Department of Labor Wage and Hour Division. Federal complaints have longer deadlines, but don’t wait too long.
You can also hire an employment lawyer and file a lawsuit. Some violations allow you to recover damages, back pay, and attorney fees.
Frequently Asked Questions
Does Wisconsin require paid maternity leave?
No. Wisconsin has no law requiring employers to pay you during maternity leave. Both state and federal maternity leave laws provide unpaid, job-protected time off only.
How many weeks of maternity leave can I take in Wisconsin?
You can take up to six weeks under Wisconsin law if your employer has 50 or more employees. Federal law provides up to 12 weeks. If you qualify for both, the leaves run at the same time.
Can I take maternity leave before my baby is born?
Yes. Wisconsin allows you to start your six weeks of leave anytime within 16 weeks before or after the birth. Federal law covers pre-birth leave only if you’re medically unable to work due to pregnancy complications.
What happens to my health insurance during maternity leave?
Your employer must maintain your group health insurance on the same terms as before your leave. If you contributed to premiums before, you continue paying the same amount during leave.
Can my employer fire me for taking maternity leave?
No. Both Wisconsin and federal law prohibit employers from firing you or retaliating against you for taking protected leave. You must get your job back or an equivalent position when your leave ends.
Do I have to use my vacation time for maternity leave?
Under Wisconsin law, you can choose whether to use your accrued paid leave. Your employer can’t force you. Under federal law, your employer can require you to use vacation, sick time, or other paid leave during your maternity leave.
What if I work part-time?
You can still qualify if you meet the hours requirements. Wisconsin requires 1,000 hours in 52 consecutive weeks. Federal law requires 1,250 hours in the past 12 months. Many part-time workers qualify.
Can fathers take parental leave in Wisconsin?
Yes. Both Wisconsin and federal law provide the same leave rights to fathers and mothers. Either parent can take time off to bond with and care for a new baby.
Final Thoughts
Now you know the basics. Wisconsin provides job protection for maternity leave but doesn’t require payment. Federal law gives you more weeks off. Both laws can work together to protect your rights.
Check with your employer about their specific policies. Many companies offer more than the legal minimum. Some provide paid leave even though they don’t have to.
Plan ahead when possible. Give your employer plenty of notice. Keep good records of everything. And don’t hesitate to ask questions or get legal help if something seems wrong.
Stay informed, stay safe, and when in doubt, look it up or ask a lawyer.
References
- Wisconsin Department of Workforce Development – Wisconsin Family and Medical Leave Act: https://dwd.wisconsin.gov/er/civilrights/fmla/
- Wisconsin Department of Workforce Development – Pregnancy or Childbirth Discrimination: https://dwd.wisconsin.gov/er/civilrights/discrimination/pregnancy.htm
- U.S. Department of Labor – Family and Medical Leave Act: https://www.dol.gov/agencies/whd/fmla
- Nolo – Wisconsin Family and Medical Leave Laws (September 2025): https://www.nolo.com/legal-encyclopedia/wisconsin-family-medical-leave.html
- Wisconsin Statute 103.10 – Family and Medical Leave: https://docs.legis.wisconsin.gov/statutes/statutes/103/10