By - ButteredToast77
My husband can get the primary caregiver benefit from his company because he is the only caregiver in our family that works for that company. So if we both worked there, he would be secondary and I would be primary, but since we don’t, he is primary.
That is what they said! I mean it's fantastic it just seemed like it didn't make sense. Of course, now we'll go back and forth on if his career will suffer if he takes it all (welcome to my world, dear husband...).
My husband’s boss just took his full paternal leave a few months ago, and he took it when our first was born and is planning on taking it again. Most everyone is very supportive. I know it’s not like that everywhere, but I feel like it is becoming a more normal thing for dads to do.
There’s been a couple of lawsuits about this recently, JPMorgan was the big one that comes up if you google it. I think it’s going to be super company dependent but in my experience with tech companies a parent with equal caregiving responsibility typically does qualify for “primary caregiver” leave. A lot of the time they’ll distinguish different leave amounts for birthing vs non birthing parents if that’s what they mean.
Fingers crossed for you that it’s 16w for him!!
Right! I thought they would have some sort of quantification but I guess that's not fair hence lawsuits.