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Paid Parental Leave
Clemson University offers Paid Parental Leave (PPL) to eligible employees for the birth, adoption, stillbirth or foster care placement of a child.
South Carolina law S. 11 provides Paid Parental Leave to eligible state employees. Effective October 1, 2026, eligibility for paid parental leave was expanded to include employees in full-time equivalent (FTE), time-limited (TLP), and temporary grant (TGP) positions.
Additional updates to the law in 2026 provide full pay (previously base pay) for those on paid parental leave, codify the inclusion of stillbirth as a qualifying event, and increase the amount of leave for some qualifying events.
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Paid Parental Leave Benefits
- Paid Parental Leave (PPL) is paid at 100% of the employee's pay at the time the leave is taken.
- PPL for part-time FTE employee's pay will be prorated based on the percentage of their average weekly hours.
- Employees will accrue annual and sick leave at their normal rate and receive holiday pay while on PPL, if applicable.
- The amount of paid leave depends on the reason for the leave: birth, adoption or foster care placement.
- Paid parental leave must run concurrently with Family Medical Leave (FMLA). However, the eligible employee will receive PPL even if they do not qualify for FMLA.
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Birth of a Child or Stillbirth
- Eligible employees who give birth to a child or experience stillbirth on or after October 1,2022, are entitled to six weeks of paid parental leave.
- Eligible employees whose co-parent gives birth to a child or experience stillbirth are entitled to receive two weeks of paid parental leave if the birth takes place before October 1, 2026.
- Eligible employees whose co-parent gives birth to a child or experience stillbirth are entitled to receive four weeks of paid parental leave if the birth takes place on or after October 1, 2026.
- Paid Parental Leave must be taken consecutively, not intermittently. Once PPL has begun, the employee must continue the leave until the leave is exhausted or the employee chooses to return to work. Any leave remaining when the employee returns to work is forfeited.
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Adoption
- Eligible employees who are primarily responsible for furnishing the care and nurture of their child (under the age of 18) initially placed for legal adoption on or after October 1, 2022, are entitled to six weeks of paid parental leave.
- Eligible employees who are not the primary caretaker of their child (under the age of 18) initially placed for legal adoption before October 1, 2026, are entitled to two weeks of paid parental leave.
- Eligible employees who are not the primary caretaker of their child (under the age of 18) initially placed for legal adoption on or after October 1, 2026, are entitled to four weeks of paid parental leave.
- Only one eligible State employee may be designated the parent primarily responsible for furnishing the care and nurture of their child.
- Paid Parental Leave must be taken consecutively, not intermittently. Once PPL has begun, the employee must continue the leave until the leave is exhausted or the employee chooses to return to work. Any leave remaining when the employee returns to work is forfeited.
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Foster Care
- Eligible employees who foster a child under the age of 18 in state custody are entitled to receive four weeks of paid parental leave.
- Paid Parental Leave may be taken consecutively or upon request and approval in two, one-week increments. The employee may not take PPL in increments smaller than one week.
Paid Parental Leave Resources
Requesting Paid Parental Leave
Employees must request Paid Parental Leave (PPL) through Workday, identifying the leave to which they are entitled (birth, adoption, or foster care placement). Requests should be submitted at least 30 days prior to the qualifying event. If a 30-day notice is not possible, an employee is required to provide notice as soon as practicable.
Requesting a Leave of Absence (PPL) in Workday
Documentation should be submitted within thirty (30) days of the birth, initial legal placement for adoption, or foster care placement or as soon as is practical after the documentation becomes available.
All PPL requests are subject to review by the Office of Human Resources (OHR). Employees will be notified by OHR within five business days of receiving all required documentation if the PPL leave request is approved.
FAQ
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Does PPL have to be taken immediately following the birth, adoption, or foster care placement?
No. PPL may be taken at any point in the twelve months following the qualifying event. However, if the employee is taking FMLA leave they would have to use PPL prior to taking LWOP for the time on FMLA leave.
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Can PPL be used prior to the birth, stillbirth, adoption or foster care placement?
No. PPL can only be used on or after the date the qualifying event occurs. However, the employee may be eligible for FMLA and/or other types of leave.
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If a 9-month employee has a qualifying event during the time they are not scheduled to work, are they eligible for PPL?
Yes, less than 12-month employees are eligible even if the qualifying event occurred during the time they were not scheduled to work (as long as the employee would otherwise be eligible on the day the event occurred). In this situation, the employee can receive PPL within 12 months of the qualifying event, but the PPL must be awarded during the time the employee is regularly scheduled to work. Employees cannot receive PPL during the time they are not scheduled to work.
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If an employee is on paid military leave and gives birth, adopts, or fosters a child are they eligible for PPL?
If the employee is on paid Short Term Military Training Leave, they are eligible. However, if the employee is on a Long-Term Military Leave of Absence, the employee would not be eligible for PPL.
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Additional Questions
Is PPL available for surrogacy or a no-biological child conceived through in vitro fertilization?
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While not specifically included in the Paid Parental Leave Bill, through its authority to promulgate guidance the Division of State Human Resources has determined the birth of a child through surrogacy or in vitro fertilization to an eligible state employee will be considered a qualifying event.
If an employee is on Leave Without Pay and experiences a qualifying event, are they eligible for PPL?
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Yes, as long as the employee would otherwise be eligible to use other paid leave types if available (sick leave, annual leave, etc.). However, if an employee is suspended pending an investigation or for disciplinary reasons, they would not be able to substitute any type of paid leave, including PPL, for the time they are suspended.
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