Announcing Aeroflow Healthcare’s Parental Leave Policy

Aeroflow Healthcare is thrilled to announce an update to our parental leave policy. The summary is listed below. This new policy is just the beginning of our parental leave ‘shake-up’. We plan to expand our parental leave policy throughout the next couple years to benefit our employees and their families.

Aeroflow Breastpumps’ mission is to increase the rate of breastfeeding nationally, and the first step in doing so is to start with our own company. Breastfeeding is too important to let go by the wayside. Studies have shown, mothers who have more time with their newborns are more likely to continue breastfeeding after returning to work full time. The Business Case for Breastfeeding mentions three main areas of savings

  • Retention of experienced employees
  • Reduction in sick time taken by both moms and dads for children’s illnesses
  • Lower health care and insurance costs

As a healthcare company, we cannot ignore the benefits of breastfeeding in the workplace and especially for the mom and baby. For the newborn, the proven benefits of breastfeeding include but are not limited to a lower risk of ear infections, SIDS, diabetes, certain types of cancer, and allergies, among others. A breastfeeding mother sees a lower risk of breast cancer, ovarian cancer, cervical cancer, and diabetes.   

Aeroflow Parental Leave Policy

As a breast pump supplier, we have had the honor to work with hundreds of thousands of new and expecting moms, and their insights and experiences has helped us understand the importance of giving families the time, resources and support needed to bond with newborns – whether adopted or biological. The old policy allocated a two week paid maternity/paternity leave and nothing else. 

Maternity Leave

6 weeks paid maternity leave concurrent with the 12 weeks unpaid Family Medical Leave Act (FMLA). Parental leave remains 2 weeks paid.

Updated Adoption Benefits

Adoption benefits have also changed. Aeroflow Healthcare will reimburse eligible employees for adoption-related expenses at 50% of costs or up to a maximum of $5,000 per adopted child. Adoption benefits will also have the additional benefits.

Additional Benefits

These additional benefits are available to all employees who have a newborn, newly adopted or newly placed foster child.  

  • Aeroflow Healthcare will provide reimbursement up to $300.00 for the use a birth or postpartum doula. (Why is this important? Doulas improve birth outcomes and help establish early breastfeeding.)
  • Breast pump and breastfeeding supplies if eligible employee decides to breastfeed.
  • 1 year free subscription to diapers through the “Diaper Club” for the first year of the child’s life or date of adoption or foster placement.

Improving Parental Leave Policy

It is our responsibility to set the tone for other businesses here in North Carolina and the US. This first policy change represents the first step in Aeroflow’s efforts to expand the awareness and importance of parental leave and maternity leave.

If you’re interested in improving your company’s parental leave policy, there are some great resources and templates available at The Paid Leave Project. If you’re curious how we did it, drop Daniel Polich a line, and he can explain how we instituted our expanded policy.

If you would like to start the conversation with your employer about how to improve your company’s parental leave policy, share some research:

Read an excerpt from the employee handbook outlining the new policy.

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