Dear Labby: How to create an impactful parental leave policy

Dear Labby, 

I’m a practice owner trying to do right by my team, and one of our veterinary nurses recently asked if we offer maternity leave. I want to support her—and the rest of the team—as best I can, but as a small, independent clinic, I’m not sure what’s realistic. I’ve seen bigger practices and corporate groups offering paid leave, but is that something we can pull off without breaking the bank? What does a good parental leave plan even look like these days? 

First off—paws up to you for wanting to support your team through one of life’s biggest transitions. Little ones bring lots of challenges to both new and seasoned parents—less sleep, erratic feeding schedules, and don’t even get me started on the fleas!  

Offering parental leave, even in a small practice, isn’t just about keeping up with corporate com-paw-titors (though it definitely helps)—it’s about creating the kind of clinic where people feel valued, seen, and pup-ported.  

Paid parental leave of any kind has measurable benefits—including improved physical and mental health, reduced absenteeism, and increased retention (plus, it’s a great DEI initiative to include at your practice!). 

And that kind of culture? It pays off morale, team longevity, and loyalty (which dogs like me know best!). 

Managing expectations 

Let’s be real: most veterinary professionals don’t expect a luxury kennel with paw-dicure service and steak every night kind of leave package. But they do hope for something better than “good luck, see you in six weeks!” That’s a ruff deal! 

Even so, the 2025 AVMA Economic Report found that only 13.2% of veterinarians in private practice receive paid parental leave, and support for non-DVM team members is even more rare. That’s a pretty big belly-flop in the work-life balance pool (did someone say “lake day”?)! 

So what can you do?  

Start with the first bite 

Although it’s tempting to go in with the desire to take the biggest bite out of the problem, or none at all, that kind of all-or-nothing thinking might be unreasonable for a smaller practice. Emily Singler, VMD, R-PLC, AAHA’s Veterinary Content Specialist and a Certified RETAIN Parental Leave Coach, said that when crafting a parental leave policy feels overwhelming, it’s important to start small and be intentional.   

She explained that there are multiple ways to fund paid parental leave, which can include using short-term disability insurance for birthing parents, exploring state-level paid family leave programs in eligible states, and budgeting directly for a portion of paid time off. Some practices even purchase parental leave insurance to get reimbursed when a team member takes leave, she said. Just like smooth or crunchy peanut butter (yum!), you have options! 

Make your paw-licy inclusive 

You want to make sure your leave policy covers the whole pack! “No more maternity leave or paternity leave,” Singler said, “just parental leave, with the same benefit available to any parent.” This should include non-birthing parents, adoptive and foster parents, and everyone who qualifies—regardless of whether they’re DVMs or not. You can set eligibility based on full-time status or tenure, but every member of the pack should have a chance to feel supported. 

Returning to the pack 

Oh—and don’t forget about re-onboarding. A smooth (mmmmm, like peanut butter) return makes folks feel remembered, not replaced. A welcome-back treat never hurts either (just saying)! 

 And when people feel cared for, they tend to *stick* around—and bring their best selves back to the clinic. “By investing in parental leave, you’re investing in your people,” Singler said. “When you compare the cost of paying for parental leave to the cost of losing the employee and having to hire and train a new employee because the employee who left didn’t feel supported in their parenting journey, it can make great financial sense to choose to offer paid parental leave.” 

So regardless of how you go about implementing paternal leave policies into your practice, I’m proud to see you leading the pack! And parents at your practice will surely be wagging their tails knowing they’re being looked after. 

As for me, a spoonful of peanut butter gets my tail a-wagging! I’ll be searching for a snack while you figure out your new paw-licy! 

Dear Labby is a monthly advice column that covers the tricky situations of vet med—from clinical to cultural and everything in between—with the help of Labby, the Labrador retriever who can sniff around for the best experts in the field. If you’d like to submit a question, email it to [email protected] with the subject line: Dear Labby. And keep it short! Labby’s attention span goes out the window after 200 words. 

Photo credit: © kate_sept2004 + via Getty Images Plus  

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