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Employer-Provided Adoption Benefits

Understanding Adoption Benefits at Work

Employer-provided adoption benefits for adoptive families continue to be a growing trend.

In 1990, a survey by Hewitt Associates found that only 12 percent of companies offered some kind of employer-provided adoption assistance. Since then, the percentage has risen steadily. By 1995, the percentage of employers offering adoption benefits had climbed to 23 percent. In 2004, the percentage grew again to 39 percent, with an average maximum reimbursement of $3,879 for adoption expenses. Finally, in 2008, Hewitt’s survey reported that more than half of the large employers surveyed said that they provide some form of employer adoption assistance.

In his book “Adoption Nation,” Pulitzer-prize nominated journalist Adam Pertman says companies are finding that “providing adoption benefits not only displays social responsibility and an ability to respond to changing conditions but also makes for more satisfied workers.” Pertman also says that employer-provided adoption benefits can be a relatively cheap investment for employers since only about 0.1 percent of employees with available adoption benefits at work use them.

Before you continue, if you're a birth mother searching for information on what benefits you can receive for placing a child for adoption, fill out this form to connect to one of our professionals online. We can help explain how financial assistance is available for your pregnancy-related expenses and provide additional information on adoption.

What Types of Adoption Benefits Do Employers Offer?

Adoption benefits at work are usually similar to benefits available to new biological parents. These employer-provided adoption benefits typically fall into three general categories: information resources, financial assistance and parental leave. Employers may offer one or more of these types of benefits during an employee’s adoption process.

Information Resources

Resources made available to employees may include:

  • Referrals to licensed adoption agencies, support groups, and organizations

  • Access to an adoption specialist to answer questions about the process

  • Help with special situations, such as a special needs adoption

This type of employer adoption assistance may be provided in contract with a human resources consulting firm, as companies rarely have someone on staff who is well-versed in the adoption process and adoption professionals.

Financial Assistance

Financial benefits take different forms, such as:

  • A lump-sum payment for an adoption, the amount of which will be determined by each employer

  • Payment of certain fees related to an adoption

  • Partial reimbursement to employees for expenses

Typical reimbursement plans cover 80 percent of certain itemized expenses up to an established ceiling (about $4,000 on average). Some employers reimburse at a higher rate for adoptions of children with special needs.

Most frequently, employer-provided adoption assistance covers public or private agency fees, court costs and legal fees. Employers may also help with foreign adoption fees, medical costs, temporary foster care charges, transportation costs, pregnancy costs for a birth mother and counseling fees associated with placement and transition.

Some employers pay benefits per adoption, while others pay per child adopted. In most cases, employer-provided adoption benefits are paid after the adoption is finalized, though some employers may pay when the child is placed or as expenses are incurred.

Parental Leave

In many cases, employers are required to grant parental leave to new adoptive parents. Federal law requires employers with 50 or more employees to offer both mothers and fathers up to 12 weeks of unpaid leave upon the birth or adoption of a child. The law ensures that employees have job security and health benefits during the leave period. Read about the Family and Medical Leave Act at the U.S. Department of Labor website for more information.

Some employers allow employees to take more than 12 weeks of unpaid leave and use accumulated paid leave, like a vacation or sick leave, to extend their total leave. Other employers may offer paid leave for employees who adopt a child or may be bound by union contracts that have provisions for adoption leave, as well.

In addition to federal law, many states require employers to offer parental leave to adoptive parents. To find out about a particular state, check your state’s adoption policy handbook or contact the state’s adoption program manager, whose information can be found in Information Gateway’s online National Foster Care and Adoption Directory. Guaranteed parental leave can be the most helpful form of employer adoption assistance and is a sign of an adoption-friendly workplace.

Eligibility and Conditions

Eligibility for an employer adoption assistance program may depend on employment status (e.g. full-time versus part-time employees), length of employment or participation in a company-sponsored health plan.

The type of adoption also can affect the employer-provided adoption benefits. For example, some employers do not provide benefits for stepchild adoption. Others offer enhanced benefits for the adoption of a child with special needs.

Employers Offering Adoption Benefits

To find out if your company offers some form of adoption benefits, ask your human resource or personnel department.

The Dave Thomas Foundation for Adoption encourages employer benefits for adoption. Its website includes:

  • Lists of employers that offer adoption benefits like financial reimbursement and paid leave

  • An annual list of the nation’s “100 Best Adoption-Friendly Workplaces

  • A free toolkit and technical assistance for companies wishing to propose or establish an adoption benefits policy

The Holt International website includes an extensive list of employers that provide adoption benefits as well.

Employer-provided adoption benefits can be incredibly helpful for families considering adoption. The adoption process can be long and challenging. Knowing there will be information or financial assistance as well as parental leave from an employer can make the process more manageable. If you would like to speak to starting your adoption process, you can request free information at any time.

Information available through these links is the sole property of the companies and organizations listed therein. America Adoptions, Inc. provides this information as a courtesy and is in no way responsible for its content or accuracy.

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Frequently Asked Questions

Do we need to retain our own attorney?

No, American Adoptions has established relationships with some of the best adoption attorneys in the nation. Because adoption laws vary from state to state and between counties, it is important to utilize the services of an adoption attorney who specializes in the state where the adoption will finalize, which is unknown until you match with an expectant mother. You have the right to retain your own attorney, but doing so may be an additional, unnecessary expense.

Can we choose the gender of our baby?

American Adoptions does not allow gender specificity in adoption. Any family who wishes to be gender-specific in their adoption should contact us at 1-800-ADOPTION and ask about the possibility of an exception waiver before taking any other steps toward adoption with our agency. Any families who do receive an exception to be gender-specific may also incur an additional fee, which helps cover the additional advertising costs of such a request.

Please note that gender specificity will likely increase your wait time significantly.

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