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Background <p>An increasing number of surgical residents are starting families, yet significant stigma and a lack of clear parental leave policies persist. Our program sought to address this issue by constructing a formal leave policy that aligns with The American Board of Surgery’s (ABS) training guidelines.</p> Methods <p>Through a resident-driven process involving diverse stakeholders, we formed a committee within the general surgery department with balanced representation from faculty, residents, males, females and a variety family planning goals to create a program-specific family leave policy. Key aspects of the policy include defined leave durations, equal leave for all parents, flexible scheduling, and restrictions on late-stage pregnancy call duties with an emergency backup algorithm. Two years following the implementation of the policy, an IRB approved, internally validated, program-wide anonymous electronic survey was administered to assess resident and attendings’ attitudes and perspectives of the policy.</p> Results <p>This new policy has improved family leave planning and support for both birthing and non-birthing parents. The survey revealed that fewer than 10% of respondents felt that the current policy led to inadequate staffing. 71% of resident respondents had worked with a pregnant co-resident, of which 61% reported no change in duty hours compared to other rotations. More residents than attendings felt that pregnant residents should be removed from the call pool earlier (44% vs 19%) and that parental leave time was insufficient (77% vs 32%).</p> Conclusions <p>Formal family leave policies, created through a transparent and collaborative effort can help achieve improved resident wellness and safer staffing. This initiative underscores the importance of institutional support in promoting work-life balance during surgical residency. While there is room for improvement in subsequent versions of the policy to further increase support for residents taking family leave and their resident peers, we have been able to foster a more inclusive training environment and enhance resident well-being and professional development.</p>

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Implementing a comprehensive family leave and pregnancy policy in general surgery residency

  • 期刊论文

  • 发表日期：

    2026年4月7日

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  • Jaimie Chang,
  • Mary Coomes,
  • Richard Jacobson,
  • Andrea Madrigrano,
  • Melissa Rangel

摘要

Background

An increasing number of surgical residents are starting families, yet significant stigma and a lack of clear parental leave policies persist. Our program sought to address this issue by constructing a formal leave policy that aligns with The American Board of Surgery’s (ABS) training guidelines.

Methods

Through a resident-driven process involving diverse stakeholders, we formed a committee within the general surgery department with balanced representation from faculty, residents, males, females and a variety family planning goals to create a program-specific family leave policy. Key aspects of the policy include defined leave durations, equal leave for all parents, flexible scheduling, and restrictions on late-stage pregnancy call duties with an emergency backup algorithm. Two years following the implementation of the policy, an IRB approved, internally validated, program-wide anonymous electronic survey was administered to assess resident and attendings’ attitudes and perspectives of the policy.

Results

This new policy has improved family leave planning and support for both birthing and non-birthing parents. The survey revealed that fewer than 10% of respondents felt that the current policy led to inadequate staffing. 71% of resident respondents had worked with a pregnant co-resident, of which 61% reported no change in duty hours compared to other rotations. More residents than attendings felt that pregnant residents should be removed from the call pool earlier (44% vs 19%) and that parental leave time was insufficient (77% vs 32%).

Conclusions

Formal family leave policies, created through a transparent and collaborative effort can help achieve improved resident wellness and safer staffing. This initiative underscores the importance of institutional support in promoting work-life balance during surgical residency. While there is room for improvement in subsequent versions of the policy to further increase support for residents taking family leave and their resident peers, we have been able to foster a more inclusive training environment and enhance resident well-being and professional development.