• J L Davis, S Baillie, C S Hodgson, L Vontver, and L D Platt.
• Department of Obstetrics and Gynecology, Cedars-Sinai Medical Center, University of California School of Medicine, Los Angeles 90048, USA. davisj@cshs.org
• Obstet Gynecol. 2001 Dec 1; 98 (6): 1093-8.

ObjectiveTo survey program directors in obstetrics and gynecology regarding maternity leave and to determine how programs are dealing with maternity leave coverage.MethodsQuestionnaires regarding impact and policy on maternity leave were mailed to accredited obstetrics and gynecology residency programs.ResultsA total of 188 of 274 (69%) questionnaires were returned completed. Respectively, 80% and 69% of respondents indicated that they have a formal maternity (maximum mean 8.7 weeks) and paternity (mean 5.27 days) leave policy. Approximately 75% of programs require residents to make up time if their leave exceeds 8 weeks during the first 3 years. Eighty-five percent of programs require residents to make up time if their leave exceeds 6 weeks during the fourth year. Ninety-three percent of programs require residents to make up time if their leave exceeds 20 weeks over the 4 years. Seventy-seven percent of respondents have other residents in their program cover for the absent resident. Thirty-seven percent of programs have schedules flexible enough to allow rearrangement so that some rotations go uncovered. Eighty-three percent of programs surveyed stated that maternity leave has a somewhat to very significant impact on the residents' schedules.ConclusionMost residency programs have written maternity/paternity leave policies. A more flexible curriculum may help to accommodate the residents on leave without overburdening the residents who are left to cover.

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