New Hampshire’s New Parental Leave Law to Take Effect in 2026

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Maria V. Martin

October 28, 2025

New Hampshire has taken a significant step in supporting employees and their families by amending its employment anti-discrimination laws.  As a result of New Hampshire House Bill 2, employers will soon be required to provide unpaid leave for:

• Employees’ medical appointments related to childbirth or postpartum care; and
• A child’s pediatric medical appointments within the first year of birth or adoption.

This change reflects New Hampshire’s commitment to fostering a supportive work environment for employees who are navigating the challenges of parenthood and family care.  This new law will be codified at N.H. Rev. Stat. Ann. § 275:37-f (“Leave of Absence to Attend Medical Appointments for Childbirth, Postpartum Care, and Infant Pediatric Medical Appointments”).

What Employers Need to Know

• Covered Employers: Employers with at least 20 employees.
• Effective Date: January 1, 2026.
• Amount of Leave: Up to 25 hours of leave. If both parents work for the same employer, the parents must share the 25-hour leave entitlement
• Notice and Documentation: Employees must provide reasonable notice of their need to take leave pursuant to this new law. Employees also should make efforts to schedule the leave “so as not to unduly disrupt the operations of the employer.”  Employers may request documentation from the employee to verify the leave is being used for its intended purpose, although the law does not specify the type of documentation that is appropriate.
• Compensation During Leave: Employers are not required to pay employees for leave under this new law. However, employees are allowed to use any accrued vacation time or other appropriate paid leave when absent from work pursuant to this new law.
• Reinstatement: Employers must reinstate employees to their original job when returning from leave pursuant to this new law.

Employer Takeaways

Employers should take steps to understand and implement the requirements of this new law.  Employers should keep accurate records of requests for leave pursuant to this law.  By doing so, employers will ensure compliance with the law and demonstrate their commitment to supporting employees’ health and family needs.

The author of this article, Maria V. Martin, is a member of the Bars of New Jersey, New York, Ohio, and Pennsylvania.  This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice in  New Jersey, New York, Ohio, Pennsylvania, New Hampshire, or any other jurisdiction, nor does it establish an attorney-client relationship with any reader of the article where one does not exist.  Always consult an attorney with specific legal issues.