Allegheny County will soon require employers to provide paid parental leave: up to 12 weeks at full base pay for eligible employees. County Council passed the regulation on October 20, 2026. Under the amended text, it takes effect at least 180 days after passage, and employers then have up to 180 more days to implement it.
This article is an informational update, not legal advice. The law’s final details may change, and every workforce is different, so please review your obligations with your legal counsel.
What’s Changing
Covered employers must provide up to 12 weeks of paid parental leave, funded entirely by the employer. Here’s how the law is structured based on the current text.
Who’s covered
- Employers: Those “situated or doing business within” Allegheny County that employ 15 or more people. The current text doesn’t say whether those 15 must work in the county, or whether employees in other locations count toward the threshold.
- Employees: Those who perform work within the county for at least 80 hours a year. This can include remote employees of companies based in other states.
- Not covered: Independent contractors, state and federal employees, construction labor union members covered by a collective bargaining agreement, and temporary or seasonal employees. Federal and state government employers are also excluded.
Who’s eligible
- Employees become eligible after 180 continuous days of employment.
- Part-time employees must also have worked at least 625 hours during those 180 days.
- Employees must be currently employed by the employer and submit a written claim with supporting documentation, such as a birth certificate or adoption or placement records.
- Employees must also provide a written schedule showing how and when they plan to use leave.
Qualifying events
- Birth of the employee’s child
- Stillbirth (either parent may use leave)
- Adoption
- Legal permanent placement of a child through foster care
If both parents are spouses or domestic partners working for the same employer, both are eligible, even if their leave overlaps. Employers may ask a parent who did not give birth for reasonable documentation of their relationship to the pregnancy.
The benefit
| Feature | What the law provides |
|---|---|
| Length | 12 weeks per approved claim, used within 12 months of the qualifying event |
| Pay | Base rate of pay, up to $4,200 per week (the Board of Health may adjust the cap) |
| Part-time pay | Average weekly hours over the prior 6 months × current pay rate |
| Benefits | Continued during leave; employees pay their usual share |
| FMLA | Runs at the same time when the leave also qualifies under FMLA |
| Funding | Paid by the employer, directly or through an equivalent private plan |
| Payments | First payment by the pay cycle after leave begins, then on the usual schedule |
Why it matters
This is a new benefit that employers fund entirely, and it comes with its own notice, decision and reporting rules. Because it covers remote workers of out-of-state companies, employers based outside the county may be covered too.
| Area | What employers must do |
|---|---|
| Employee notice | Employees give 30 days’ written notice when leave is foreseeable; otherwise, as soon as practicable. |
| Leave acknowledgment | Acknowledge each leave request in writing, covering the employee’s rights, approved leave and pay, protections, and how to file a complaint. |
| Eligibility decisions | Decide within 10 business days of a complete claim and confirm in writing with the benefit amount. Late or denied claims can go to the county agency for review. |
| Job and benefits | Restore the employee’s job, keep their benefits, and don’t retaliate or count the leave as an absence. |
| Waivers | Employees can’t waive their rights, and later agreements or policies can’t reduce them. |
| Workplace notices | Give written notice at hire and every year after, using the county’s forthcoming guidance. The current text doesn’t require a poster. |
| Annual certification | File a compliance certification each year, starting one year after the effective date. |
| Recordkeeping | Keep records for 2 years. |
| Penalties | Up to $100 per day, per violation, with no agency fines in the first year. Employees can also sue. |
What to do
You don’t need to act today, but about a year goes quickly. Consider these steps with your legal counsel:
- Check whether you’re covered. Confirm whether you’re situated or do business in Allegheny County, PA. Identify anyone who works 80 or more hours a year there, including remote staff. If you have fewer than 15 employees in the county but more overall, ask counsel how the threshold applies.
- Review your leave policies. Compare your current parental leave policy with the county’s 12-week requirement and eligibility rules. Update your handbook as needed, including how the leave runs alongside FMLA.
- Decide how you’ll fund the benefit. If your policy needs to expand, compare paying benefits directly with using a private plan. Budget for full base pay up to $4,200 a week.
- Set up your processes. Make sure you can decide eligibility within 10 business days of a complete claim, confirm decisions in writing and make the first payment on time.
- Plan for notices, reporting and records. Prepare new-hire and annual employee notices once the county publishes its guidance. Plan for the annual compliance certification, which starts one year after the effective date, and keep records for 2 years.
- Stay informed. Watch for the effective date and county guidance.
How Sparrow helps
Sparrow is reviewing how the new law fits with the federal, state and local leave programs we already manage. We’ll share specifics as the county publishes guidance.
For Sparrow customers today, we:
- Guide employees through their leave from start to finish.
- Coordinate overlapping leaves, such as a local benefit alongside FMLA.
- Provide required notices to employees when they request leave.
- Track key leave dates and timelines.
- Help employees file state claims where a state program applies.
- Keep you updated on changes to leave laws and state benefit programs.
What stays with your team
Under this law, your organization is responsible for:
- Any required workplace posters
- New-hire notices
- Handbook and policy updates
- Annual and all-employee notices
Please work with your legal counsel to confirm your obligations and prepare these materials.
About Sparrow
Sparrow helps employers manage employee leave without the guesswork. We keep track of the moving parts, from federal and state rules to timelines and claims, so HR teams can stay organized and employees feel supported while they’re away. When laws like this one change, we’re here to help you understand what’s new and what it means for your team.
This update is for informational purposes only and is not legal advice. Please consult your legal counsel about your specific obligations.
Sources
- Allegheny County Health Department, Article XXIV amended text (Exhibit A to Bill No. 14083-26, September 2026)
- Alleghany County Paid Parental Leave FAQ