Companies typically take one of the following two approaches. Either they can include maternity in their short-term disability policy (and suspend vesting, regardless of the reason for the short-term leave), or they can make exceptions to continue vesting for certain types of leave, such as those of maternity or medical emergency. If this is unclear at your company, check your stock plan documents and consult your HR department.
Alert: The treatment of disability under other company benefit and compensation plans does not automatically apply to stock grants.
For more details on whether vesting continues in a leave of absence, see a related FAQ.
