FAQ

Our parental leave policy allows for 10 weeks of paid leave for Havas parents who have given birth to a child; be a spouse or committed partner of someone who has given birth to a child; or have welcomed a new child through a surrogate, foster care, or adoption. You must be employed with Havas for at least six (6) months and be a full or part time, regular employee (temporary employees and interns are not eligible.

Where the employee is the one who has given birth, the ten (10) weeks of paid parental leave will commence at the conclusion of any short-term disability leave (6 or 8 weeks depending on the type of birth) / benefit provided to the employee for the employee’s own medical recovery following childbirth.

*Paid leave equals 100% base salary.

Please reach out to your Benefits Coach for additional information.

Our policy does not allow for the use of either FTO or PTO to cover unpaid days beyond the 10 weeks of parental leave.

No, because you are considered an inactive employee while out on leave, you will not get paid for Holidays as if you were a full-time employee.

There will be no change in your benefits while you are out on paid leave.

Your benefits will not have any breaks in coverage, but you’ll need to pay your premiums by choosing one of the following options:  

1. Write Havas a check for premiums due while on leave.

2. Have premiums deducted from the last paycheck prior to the start of leave.

3. Have premiums deducted from the first paycheck following your return.

No problem! Your benefits coach will act as your liaison for parental leave, keeping your manager in the loop every step of the way.