variety of negative outcomes including higher rates of infant mortality, lower rates of breastfeeding, and lower rates of immunization. California’s paid leave program improved child health outcomes, particularly for economically vulnerable children, and improved breastfeeding and vaccination rates. (13) New mothers without sufficient leave experience a higher incidence of physical and mental health concerns, and new mothers with fewer than 12 weeks of leave experience elevated risks of postpartum depression. California’s paid family leave insurance program increased the number of weeks of leave that women take after childbirth, with larger effects among women in jobs that do not provide paid leave. New Jersey’s paid leave program, which has been in effect since 2009, was strongly associated with improvements in new mothers’ physical health. (14) A gender-inclusive nationwide paid family and medical leave program would address persistent sex discrimination in the utilization of leave benefits and reduce the disparity between women and men regarding who takes time off from work to fulfill caregiving duties. (15) Many men would like to be more involved in caregiving and report greater work-family conflict than ever before. When fathers in two-parent, opposite-sex households take paid leave, their involvement in caregiving and domestic chores increases, supporting equal co-parenting and making it easier for women to return to the workforce. In California, men’s use of the State’s paid family leave insurance program to care for a new child has more than doubled since the program’s implementation. In Rhode Island, which implemented its program in 2014, men took leave at higher rates in the program’s first year than other State programs’ first year. (16) Paid family and medical leave promotes families’ financial security and independence, increases worker retention, and promotes savings for taxpayers. Women who take paid leave after a child’s birth are more likely to be in the labor force in the 9 to 12 months after a