Kansas Maternity and Pregnancy: What you need to know

Kansas does not have a state law that specifically requires employers to offer pregnancy leave. However, employers covered by the Pregnancy Discrimination Act (PDA) must provide the same leave benefits to women affected by pregnancy as are provided to employees with temporary disabilities. The Kansas Commission on Civil Rights gives similar advice (KS Admin. Reg. Sec. 21-32-6). This means that employers can provide leave for employees with temporary disabilities, including pregnancy disability, with or without pay, or not provide it at all, as long as all employees are treated the same in their requests for temporary disability leave. The Act covers employers with 15 or more employees.
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Some states have family and medical leave laws that require employers to provide unpaid leave for an employee's own illness, including pregnancy, or to care for a newborn. Kansas does not have such a law that covers private employers. However, if an employer does offer leave to care for a newborn, the state antidiscrimination law would most likely be interpreted to require that the leave be offered to both male and female employees. In addition, employers with 50 or more employees may have leave obligations under the Federal Family and Medical Leave Act (FMLA).
State employees. Any state employee in classified service (permanent status) may take a leave of absence on the grounds of sickness, disability, or “other good or sufficient reason.” Leave may not exceed 1 year, except as necessary to comply with other laws (KS Stat. Sec. 75-2947). Leave may be taken for illness or disability, including pregnancy, childbirth, miscarriage, abortion, and recovery ...

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