Maternity leave: Existing policies in obstetrics and gynecology residency programs

OBJECTIVE: To survey program directors in obstetrics and gynecology regardi ng maternity leave and to determine how programs are dealing with maternity leave coverage. METHODS: Questionnaires regarding impact and policy on maternity leave were mailed to accredited obstetrics and gynecology residency programs. RESULTS: A total of 188 of 274 (69%) questionnaires were returned completed . Respectively, 80% and 69% of respondents indicated that they have a forma l maternity (maximum mean 8.7 weeks) and paternity (mean 5.27 days) leave p olicy. Approximately 75% of programs require residents to make up time if t heir leave exceeds 8 weeks during die first 3 years. Eighty-five percent of programs require residents to make up time if their leave exceeds 6 weeks during the fourth year. Ninety-three percent of programs require residents to make up time if their leave exceeds 20 weeks over the 4 years. Seventy-s even percent of respondents have other residents in their program cover for the absent resident. Thirty-seven percent of programs have schedules flexi ble enough to allow rearrangement so that some rotations go uncovered. Eigh ty-three percent of programs surveyed stated that maternity leave has a som ewhat to very significant impact on the residents' schedules. CONCLUSION: Most residency programs have written maternity/paternity leave policies. A more flexible curriculum may help to accommodate the residents on leave without overburdening the residents who are left to cover. (Obstet Gynecol 2001;98:1093-8. (C) 2001 by the American College of Obstetricians and Gynecologists.).