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Delaware Maternity and Pregnancy: What you need to know

The DelawareFair Employment Practices Act prohibits employment discrimination on the basis of sex. Although pregnancy or related medical conditions are not included in the statute, state courts sometimes consider discrimination because of pregnancy and its related conditions as discrimination based on sex. The law covers private employers with four or more employees and all state employers.
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Generally, where pregnancy is included in the definition of sex, an employer must treat an employee affected by pregnancy the same as employees with temporary disabilities. The employer may offer leave with or without pay, or not at all, to its employees with temporary disabilities. Employers with 15 or more employees may have additional obligations under the federal Pregnancy Discrimination Act (PDA).
Private employers. There is no Delaware law requiring private employers to provide family leave for their employees. If family leave is promised, however, employers may have a legal obligation to grant it.
Public employers. Full-time state employees may take approved medical leave, without pay, for a definite period, authorized by the head of the employee's department or agency, and necessitated by the employee's mental and/or physical condition. Approved medical leaves shall not exceed one year unless extended by the Board of Pension Trustees (DE Code Tit. 29 Sec. 5501). Employees may donate sick leave to other state employees to be used by recipients only for catastrophic illness (DE Code Tit. 29 Sec. 5956).
In addition, state employees who have been continuously employed on a full-time basis for at least one year are entitled to six weeks' unpaid leave upon the adoption of ...

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More on this topic:

expand-collapse sectionDiscrimination
expand-collapse sectionPregnancy Leave
expand-collapse sectionFamily and Medical Leave
expand-collapse sectionFederal Law Considerations
expand-collapse sectionBreastfeeding

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