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How does Tilt handle PWFA leave requests outside the postpartum period?

How PWFA leave works once you're outside the postpartum timeframe

Quick answer
 When an employee needs PWFA leave outside the automatic 6–8 week postpartum window, Tilt identifies the potential leave, sends required paperwork, tracks approved time, and stores supporting documentation — while HR makes the actual accommodation decision.

Who this applies to / Prerequisites

  • Employees who need leave for pregnancy, childbirth, or a related medical condition and are either ineligible for job-protected FMLA, state leave, or company leave, or have exhausted those leaves.
  • Medical conditions unrelated to pregnancy or childbirth are handled under Tilt's ADA leave process instead.

Steps

  1. Identification: Tilt identifies potential PWFA leave scenarios and alerts HR teams, managers, and employees.
  2. Communication: Tilt sends the Leave Accommodation Request form directly to the employee and/or their healthcare provider, with a 15-calendar-day due date, and collects the completed form.
  3. HR review: HR reviews the paperwork, engages in the interactive process with the employee, and makes an accommodation decision. HR then communicates that decision to Tilt.
  4. Tracking: If HR approves the leave, Tilt tracks that time in the employee's leave plan. If HR denies it, Tilt removes that time from the leave plan.
  5. Storage: Tilt stores medical paperwork supporting the PWFA leave and associates it with the employee's leave plan. You'll see the leave reflected in your Tilt leave plan once HR's decision is recorded.

What if it doesn't work

  • I haven't received the Leave Accommodation Request form: Contact: leavesupport@ourtilt.com — the form should be sent directly to you and/or your healthcare provider.
  • HR hasn't made a decision: Tilt cannot make the accommodation decision on HR's behalf — the employer must decide. Contact your HR team directly.
  • My leave was denied and removed from my plan: This reflects HR's decision; Tilt does not have visibility into or authority over the reasoning behind the decision.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • Tilt cannot engage in the interactive process or make the accommodation decision — this is the employer's (HR's) responsibility, not Tilt's.
  • There is no fixed leave entitlement amount under PWFA; the amount considered reasonable depends on individual circumstances.
  • The Leave Accommodation Request form has a 15-calendar-day due date.
  • PWFA leave is unpaid, but may run concurrently with other paid leave types (e.g., STD/LTD, certain state programs like CA SDI, or PTO). [VERIFY: confirm this concurrency rule applies uniformly, or if it varies by state/plan, before publishing as an absolute.]
  • Employers cannot require an employee to take leave (paid or unpaid) if another reasonable accommodation is available.
  • Tilt reviews other job-protected leave laws (e.g., FMLA, CA PDL, MA PFML) before starting the PWFA leave process.
  • Tilt does not currently support non-leave (workplace) accommodations.

Related questions

  • How does Tilt handle leave after I have a baby (PWFA postpartum leave)?
  • What are HR's responsibilities under a PWFA leave request in Tilt?
  • Can I get paid while on PWFA leave?