[ezyjules]

It is illegal (discriminatory) to have any policy based on gender. As such, you cannot have a maternity or paternity policy. Thus primary - the parent of the two who will leave their role temporarily as the main caregiver whilst the other partner continues to work OR secondary - the other.

Note though that a health insurance policy in the US will cover maybe 60% of 8 weeks of salary for the birth mother under a disability benefit claim (no joke). If a father becomes the primary caregiver, then the company is paying 100% of that time off, without support. So offering equal carries a cost and guarantees that all your employees, male or female, if they are having a kid will take that time and incur that cost, rather than a % gender of your workforce. All things you need to factor in and cost into a business, especially a small one.

[dragonwriter]

> It is illegal (discriminatory) to have any policy based on gender.

No, it's not. Obviously, it's discriminatory to have a policy that differentiates on any axis, but not all policies (whether public or employer) that differentiate based on gender (or sex, which may be more to the point here, if we define "mother" as "parent giving birth" and not "parent of the feminine gender"; the two often go together but are not equivalent) are illegal.