Justine Taylor-Raymond serves as the Senior Policy Director, Teacher & School Policy, at ExcelinEd.
Paid family leave is often discussed in the context of private-sector jobs or broader workforce benefits, but it’s equally important for educators and schools. Research shows that paid family leave improves employee retention, supports student outcomes and may benefit school districts’ bottom lines.
When teachers have access to paid leave, they can navigate life’s biggest changes without leaving the classroom behind. And when teachers stay, students benefit. Yet a recent report found that only 32% of teachers have access to paid parental leave, and fewer than half of those say it’s sufficient.
By investing in family leave policies, states can:
Paid leave isn’t just the right thing for teachers; it’s the smart thing for education. It’s time to consider paid leave as an investment in the future of our schools. As schools find ways to recognize educators this Teacher Appreciation Week, the best form of appreciation is policy changes that invest in and strengthen the profession.
Teacher quality significantly impacts students’ academic and lifelong success. Given the effect we know they can have on our students, retaining teachers should be a top priority. Experienced teachers staying for longer periods of time lead to more stable classrooms with improved student outcomes.
Retaining great teachers requires policies that treat them like professionals. Recent data show that 15% of U.S. teachers who leave the profession cite “personal life circumstances” as the reason, second only to retirement. These circumstances include pregnancy, childbirth and caring for family members. Unfortunately, many teachers must cobble together sick days, go without pay or face the heartbreaking choice of resigning to take time off for these life events. With paid leave policies in place, many of these teachers might choose to stay, resulting in greater classroom stability and improved student outcomes.
Paid family leave also strengthens teacher recruitment by making the profession more appealing. As younger professionals enter the workforce, many seek careers that offer purpose and flexibility.
In a competitive job market, offering this benefit helps schools attract new educators who might otherwise pursue careers in fields with stronger benefits. A study in 2024 found that 36% of all educators interviewed selected better benefits, including improve family leave, as the most likely factor to attract talented and diverse candidates to the teaching profession. This was rated higher than additional pay for hard-to-staff subjects and schools, lowering financial barriers to the profession and reducing workloads. At a time when enrollment in teacher preparation programs is declining, paid family leave policies can help to build a more sustainable and competitive pipeline of future educators.
When a teacher leaves, the impact is felt far beyond their classroom. Turnover disrupts school communities, places additional strain on remaining staff, and classrooms lose consistency, especially when turnovers occur mid-school year. It also comes with a hefty financial cost. On average, larger school districts spend around $25,000 per teacher to cover the costs of separation, recruiting, hiring and training replacements. Multiply that by hundreds of departing educators each year, and it becomes clear that high turnover isn’t just a personnel issue; it’s a financial one.
In contrast, paid family leave is a targeted, cost-effective solution. It promotes teacher retention, reduces burnout and builds a stronger, more sustainable workforce that boosts student learning. When teachers know their district will support them during key life events, they are likelier to stay, thrive and contribute over the long term.
ExcelinEd offers a model Paid Parental and Family Leave Act designed to help states retain teachers, reduce turnover costs, and improve student outcomes. The policy provides a flexible framework for offering paid leave to educators following the birth, adoption or foster placement of a child or family health emergencies.
The policy is flexible in its implementation: funding can come from state appropriations or through cost-sharing agreements between the state and districts, with additional support for districts serving high percentages of low-income students. By prioritizing teacher well-being and recognizing the realities of family life, ExcelinEd’s model presents a strategic, student-centered approach to strengthening the education workforce.
The momentum for paid parental and family leave is growing. Arkansas, Delaware, Oklahoma, Tennessee, South Carolina and Georgia have enacted policies offering 6-12 weeks of paid leave for educators.
Most recently, Alabama passed a law that will provide eight weeks of paid leave for mothers and two weeks for fathers. Governor Kay Ivey championed this bipartisan effort in her State of the State Address, saying:
“In Alabama, we are committed to strengthening families and ensuring our hardworking state employees, including our teachers, have the support they need during life’s most important moments. Welcoming a child is one of the greatest joys in life, and this legislation will ensure that Alabama parents do not have to face the decision of securing financial stability or spending time at home with their newborn or newly adopted child.”
Alabama Gov. Kay Ivey, 2025 State of the State Address
These states show that it’s possible to implement paid leave and that it’s a strong policy that benefits the entire school. Districts that want to compete for top talent and stabilize their workforce should follow suit.
As more states begin to make this investment, it’s becoming clear that paid leave is both a benefit and also a practical, evidence-based approach to retaining teachers and supporting students. This Teacher Appreciation Week, we hope states will explore and consider investing in paid leave policies. By helping educators stay in the profession, these policies strengthen schools, boost learning, and invest in the educator pipeline.
Providing paid family leave also gives teachers the time and space to navigate significant life transitions without sacrificing their careers. It acknowledges the reality that teachers, like all of us, have full lives outside of work and that supporting them in those moments is both humane and practical.
In a time when schools are working to recover and rebuild, policies that support teacher well-being and continuity in the classroom offer a clear path forward. When we invest in teachers, we invest in students.
