Parental leave policies for physicians in the United States remain inconsistent and inadequate, despite growing recognition of their critical role in supporting families' well-being and retention in the workplace. While federal efforts such as the Family and Medical Leave Act (FMLA) and the Federal Employee Paid Leave Act (FEPLA) provide some relief, their limitations - especially regarding wage replacement and eligibility - leave many physicians without sufficient support. State-level paid parental leave (PPL) programs offer uneven coverage, with only 13 states offering such programs and wide variability in duration and compensation. Physicians, as a unique professional group, experience higher levels of burnout compared to other professions, with female physicians facing even greater risk. This is compounded by later childbearing ages and increased risk of pregnancy-related complications. Surveys reveal that most female physicians feel that their parental leave benefits are insufficient and often rely on short-term disability, paid time off (PTO), or unpaid leave to recover from childbirth and care for their newborns. This lack of comprehensive support can contribute to burnout, depression, and increased attrition from the medical workforce. The United States faces a projected shortage of up to 86,000 physicians by 2036, with burnout and family obligations driving some physicians to reduce hours or leave the profession entirely. Evidence from other industries and the military demonstrates that robust PPL policies improve retention, reduce gender-based attrition, and offer substantial cost savings with a significant return on investment for every dollar spent. This review and policy proposal highlights the unique challenges faced by physicians and the urgent need for targeted federal and state-level policy interventions to advance PPL and improve the physician workforce sustainability in the United States.
Kali Chiriboga (2026) studied this question.