https://armypubs.army.mil/epubs/DR_pubs/DR_a/ARN43152-ARMY_DIR_2025-02-000-WEB-1.pdf
MEMORANDUM FOR SEE DISTRIBUTION
SUBJECT: Army Directive 2025-02 (Parenthood, Pregnancy, and Postpartum)
1. References. See enclosure 1.
2. Purpose. This directive rescinds Army Directive 2022-06 (Pregnancy, Postpartum, and
Parenthood), dated 19 April 2022; reissues Army policy; and executes Secretary of Defense
priorities pursuant to reference 1f. It incorporates evidence-based health and wellness guidance
to improve quality of life, promote flexibility, and enable all Soldiers to safely continue their
duties, return to readiness, perform critical assignments, and advance in their careers while
growing their Families.
3. Applicability. This directive applies to the Regular Army (RA), Army National
Guard (ARNG)/Army National Guard of the United States (ARNGUS), and U.S. Army
Reserve (USAR).
4. Policy. For the definitions of terms used in this directive, see enclosure 2.
a. Postpartum Body Composition Exemption. This paragraph applies to all Soldiers after
the conclusion of pregnancy, including Soldiers who experience perinatal loss.
(1) The body composition exemption in reference 1u, paragraph 3–15, for pregnant and
postpartum Soldiers is increased from 180 days to 365 days (12 months) after the conclusion of
pregnancy.
(2) Army Body Composition Program (ABCP). Pursuant to references 1d and 1u, all
postpartum Soldiers who do not meet the Army body composition standard after 365 days
following the conclusion of pregnancy will be entered into the ABCP.
(3) Soldiers who become pregnant while enrolled in the ABCP and (a) have been
enrolled in the ABCP for fewer than 30 days before the start of pregnancy (the estimated date of
conception as noted by a medical provider) or (b) have been enrolled in the ABCP for fewer than
90 days before the start of pregnancy, and have been demonstrating satisfactory progress every
month, will have their flag removed as erroneous.
b. Physical Fitness Testing. The following provisions apply to Soldiers while pregnant and
after the conclusion of pregnancy, including Soldiers who experience perinatal loss.
S E C R E T A R Y O F T H E A R M Y
W A S H I N G T O N
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(1) Soldiers are exempt from taking a record physical fitness test while pregnant and for
365 days after the conclusion of pregnancy.
(2) Soldiers are also exempt from other regular unit physical readiness training
requirements (such as diagnostic physical fitness tests, timed distance runs, timed distance ruck
marches, and order of merit list (OML)-generating physical requirements) outside the Pregnancy
Postpartum Physical Training (P3T) program for 180 days after the conclusion of pregnancy.
After 180 days, Soldiers will return to regular unit fitness training. Modified activities within a
Soldier’s limits, and as noted on the Soldier’s profile, are encouraged within the 180 days.
(3) Soldiers may elect an early release from the P3T program and return to their regular
unit physical readiness training. Soldiers can volunteer to take any record physical fitness
requirement within their exemption period, as prescribed in paragraphs 4b(1) and 4b(2) of this
directive, without ending the exemption early.
c. Uniforms.
(1) Headwear. Under senior mission commander authority, Child Development
Program facilities may be designated as “No-Hat, No-Salute” areas. In areas not designated,
pursuant to Army Regulation (AR) 600–25, paragraph 2–1i, salutes are not required to be
rendered or returned when either person is carrying children or articles with both hands, making
saluting impractical.
(2) Exemptions for Pregnancy and Postpartum.
(a) Commanders and supervisors will not require Soldiers to wear the Army Service
Uniform (ASU) or Army Green Service Uniform (AGSU) while pregnant and for 365 days after
the conclusion of pregnancy. These Soldiers are authorized the wear of the maternity and non-
maternity permethrin-free Army Combat Uniform (ACU) and Improved Hot Weather Combat
Uniform (IHWCU) during and after pregnancy while safely returning to optimal fitness and body
composition during the postpartum period.
(b) Pregnant and Postpartum Soldiers may wear the maternity ACU trousers with the
non-maternity ACU or IHWCU coat.
(c) Soldiers may voluntarily choose to end this exemption early and wear non-maternity
uniforms prior to 365 days postpartum; however, no favorable or unfavorable action will be
taken based on Soldiers’ choice of uniform during the full exemption period. Leaders will not
pressure Soldiers to end their exemption early.
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(d) Soldiers exempt from wearing the ASU/AGSU while pregnant or postpartum will
not be prohibited from participating in any personnel action, such as attending a semi-centralized
(E-5/E-6) promotion board, due to this exemption.
(e) Soldiers who have profiles authorizing the wear of a “soft shoe” will wear an athletic
(running/walking) shoe with the ACU or IHWCU.
d. Operational and Training Deferment.
(1) To ensure that at least one parent is home with their child, all birthparents (Soldiers
who physically give birth) are deferred or excused for 365 days after the birth of their child from
all continuous duty events that are in excess of 1 normal duty day/shift. These include, but are not
limited to:
(a) deployment
(b) mobilization
(c) field training
(d) Combat Training Center (CTC) Program rotations
(e) Collective Training Events away from home station (unit of assignment)
(f) pre-mobilization training
(g) unit training assembly (UTA) away from home station (unit of assignment)
(h) temporary duty (TDY)
(2) This 365-day deferment also applies to single Soldiers and one Army member of a
dual-military couple in cases of adoption and long-term child placements (such as long-term
foster care placement) when the child is a minor at the time of adoption or placement. This
deferment does not apply in cases of stepparent or sibling adoption. In cases where a Soldier
uses a surrogate, and the Soldier becomes the legal parent or guardian of the child, the event will
be treated as an adoption, and the operational and training deferment applies.
(3) This 365-day deferment will also apply to other non-birthparents, as necessary, to
ensure that at least one parent is home with their child throughout the 365-day deferment period.
The approval authority for these (non-birthparent) deferments is the non-birthparent’s special
court-martial convening authority.
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(4) Dual-military parents. Birthparents may transfer their deferment to their Army
spouse or co-parent during the 365-day period. If operationally feasible, dual-Army parents can
alternate based on mission throughout the 365-day period.
(5) The 365-day deferment also applies to Soldiers undergoing fertility treatment from a
healthcare provider with credentials in fertility treatment as described in paragraph 4g.
(6) Soldiers who qualify for this deferment will be reported as exempt from deployment
using the requisite Movement Non Availability Reason (MVNAR) or non-deployable reason
codes in the appropriate human resources personnel system.
(7) Soldiers who are currently in a deployment deferment status will be extended no
longer than 365 days from the date of the qualifying birth, adoption, or child placement event,
unless eligible for an extension under paragraph 4d(10).
(8) At any time, Soldiers may waive any portion of their 365-day deferment period
without ending it early.
(9) Other than any rescheduled or excused absences due to approved parental leave, this
deferment does not exempt reserve component (RC) Soldiers from attending UTAs at their
normal duty station, medical readiness appointments, or annual training within commuting
distance of their home of record.
(10) Extensions. In accordance with prevailing medical guidance, Soldiers still lactating
after 365 days are authorized an extension of this deferment for the purposes of deployment,
mobilization, CTC rotations, or any training events where lactation accommodations cannot be
provided. Extensions will be granted in 3-month increments as long as the Soldier is lactating,
for up to 730 days (24 months) after the pregnancy ends. Commanders may verify lactation
through the Soldier’s profiling provider. This deferment ends at 365 days for all other duty away
from home station, but lactation accommodations will be provided in accordance with paragraph
4f of this directive.
e. Professional Military Education (PME).
(1) Temporary profiles for fertility/pregnancy/postpartum will not restrict the eligibility
for officers and warrant officers to attend and/or graduate from PME (such as Basic Officer
Leaders Course (BOLC)–B, Captain Career Course, Command and General Staff Officer
College, Army War College, Warrant Officer Basic Course (WOBC), Warrant Officer Advanced
Course, Warrant Officer Intermediate Level Education, and Warrant Officer Senior Service
Education). Nor will such temporary profiles restrict the eligibility for noncommissioned
officers (NCOs) to attend the Sergeants Major Course (or equivalent course). The following
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provisions apply to the pregnant and postpartum officers, warrant officers, and NCOs attending
the courses identified in this paragraph:
(a) These Soldiers are exempt from record physical fitness testing in accordance with
paragraph 4b of this directive. The most recent record physical fitness test will be used to satisfy
PME eligibility and graduation requirements. Soldiers who do not have a passing physical
fitness test of record dated within the last 730 days (24 months) must receive a waiver from the
school’s commandant.
(b) Medical Clearance. Pregnant Soldiers will be cleared, in writing, to attend PME by
a healthcare provider. Postpartum Soldiers through the end of their postpartum profile (normally
42 days) will be cleared, in writing, to attend PME by a healthcare provider. Soldiers who are no
longer on a postpartum profile do not require medical clearance.
(c) A pregnancy profile will not disqualify a Soldier from being selected as an honor
graduate or commandant list selectee.
(d) The Commanding General, U.S. Army Training and Doctrine Command
(CG, TRADOC); Commanding General, U.S. Army Combined Arms Center (CG, CAC); and
Commanding General, U.S. Army Special Operations Command (CG, USASOC), as applicable,
will identify PME course physical requirements that cannot safely be completed while pregnant
and cannot reasonably be waived. This responsibility will not be further delegated. Justification
for any identified PME courses will be communicated to the Assistant Secretary of the Army
(Manpower and Reserve Affairs) (ASA (M&RA)) prior to implementation. All other physical
requirements for graduation will be waived in accordance with a pregnant/postpartum Soldier’s
temporary profile and approved physical readiness training exemption period (paragraph 4b of
this directive). Postpartum Soldiers who are no longer on profile will be required to complete all
other physical requirements necessary for graduation.
(e) For any birth or perinatal loss event during a PME course, maternity or other
convalescent leave will be granted but will not exempt any Soldier from completing any course
requirements not explicitly waived by the pregnancy profile. Individual school absence policies
must be flexible to accommodate birth events. Barring complications, birth events are
predictable. The intent of this policy is to encourage pregnant Soldiers who are enrolled in a
PME course to work with their Centers of Excellence and commandants to complete all course
requirements in advance of or on return from leave to the extent possible to guarantee mastery of
the course material.
(2) Enlisted Soldiers.
(a) Enlisted Soldiers will not be required to attend mandatory PME courses during the
first 365 days postpartum. Soldiers who volunteer to attend PME within their 365-day
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postpartum window must meet all physical requirements mandatory for attendance and
graduation, including any record physical fitness testing. To volunteer to attend PME once off
their temporary profile, postpartum NCOs need only accept their PME slot.
(b) If PME is scheduled during the 365-day postpartum window, and the Soldier does
not wish to volunteer to attend, the Soldier will defer attendance and will not incur any adverse
administrative actions solely as a result of this action (such as a drop in OML, a flag, or removal
from leadership positions).
(c) Using existing authorities, the Deputy Chief of Staff (DCS), G-1 will establish a
permanent policy for the temporary promotion (sergeant through master sergeant) of pregnant
and postpartum enlisted Soldiers who are delayed from completing mandatory PME courses
while on a temporary pregnancy profile and through at least 365 days postpartum.
(d) In cases of back-to-back pregnancies, before the requisite PME is completed for the
grade of promotion, the required time to complete PME after a temporary promotion will reset
from the expected date of birth as indicated on the Soldier’s pregnancy-based profile. These
Soldiers must still complete PME for the grade to which they are promoted before the temporary
promotion policy can be used for the subsequent grade.
(3) All Soldiers who attend PME while postpartum will be provided lactation
accommodations in accordance with paragraph 4f of this directive and reference 1u. Participating
in lactation breaks does not excuse the completion of training/work requirements with the
exception of applicable operational and training deferments.
(4) Body Composition. All Soldiers who attend PME are exempt from body
composition requirements (reference 1t) up to 365 days after a pregnancy ends. The last record
height/weight screening will be used to satisfy PME eligibility and graduation requirements,
provided it is not more than 730 days (24 months) old at the time of PME course enrollment.
Soldiers who do not have a record screening dated within the last 730 days (24 months) must
receive a waiver from the school’s commandant.
(5) The DCS, G-1 will revise the temporary NCO promotion policy and guidance as
necessary to reflect these changes.
(6) The U.S. Army Human Resources Command will ensure there are no adverse
administrative actions taken against enlisted Soldiers who defer attendance at PME within their
365-day postpartum window.
(7) TRADOC, or other PME proponents, will update the Army Training Requirements
and Resources System (ATRRS) to reflect these changes.
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f. Lactation Accommodations.
(1) Commanders will provide lactation breaks and a designated lactation area for
lactating Soldiers, regardless of time after the child’s birth. Soldiers who are no longer lactating
do not require lactation breaks.
(2) Commanders will ensure Soldiers have adequate time to express milk but must be
aware that each Soldier’s situation is unique. Lactation breaks must be accommodated at least
every 2–3 hours and for not less than 30 minutes each break. A child beginning to eat solid
foods does not negate a Soldier’s individual need for lactation breaks.
(3) Commanders will designate a private space, other than a restroom, with locking
capabilities for a Soldier to breastfeed or express milk. This space must include a place to sit, a
flat surface (other than the floor) to place the pump on, an electrical outlet, a refrigerator to store
expressed milk, and access to a safe water source within reasonable distance from the lactation
space.
(4) While breastfeeding or expressing milk, Soldiers remain eligible for field training
and mobility exercises after completing their postpartum deployment deferment period, but will
remain exempt from CTC rotations, deployments, or any training events where lactation
accommodations cannot be provided for up to 730 days (24 months). Commanders may verify
lactation through the Soldier’s profiling provider.
g. Fertility Treatment.
(1) Stabilization. Soldiers who have received a justification memo for treatment or a
referral to a fertility specialist by a gynecologic surgeon/obstetrician will be stabilized from
permanent change of station (PCS) and deployments for up to 365 days from the date of the first
appointment while undergoing fertility treatment. Both members of a dual-Army couple will be
stabilized when undergoing treatment. A 365-day stabilization will also be provided for Soldiers
whose spouses are undergoing fertility treatment (including when the spouse is a civilian or a
member of another military service). The intent is to create the best environment for treatment
success without hindering the Soldier’s career.
(a) Stabilization Extension. Soldiers who are granted a fertility profile for assisted
reproductive technology (ART) procedures are eligible for a stabilization extension of up to
365 additional days (4 ART cycles) from the date granted on the fertility profile.
(b) Soldiers stationed outside the continental United States requesting fertility
stabilization must also submit a request for voluntary foreign service tour extension if the
stabilization period will exceed their tour end date.
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(c) Soldiers who have already received a request for orders, assignment instructions, or
PCS orders are not eligible for this stabilization except when a Soldier qualifies for a
stabilization extension after receiving a fertility profile for ART.
(d) Soldiers may choose to end their stabilization early.
(2) Weight Management. Soldiers undergoing one of the following covered fertility
treatments will also receive an exemption from the ABCP. Intrauterine insemination (IUI)
patients will receive a 30-day exemption (from date of medication initiation). Soldiers
undergoing any fertility procedure utilizing ART (oocyte retrieval with or without embryo
transfer) will receive a 90-day exemption per cycle (from date indicated on the medical profile).
The medical profile will include a statement indicating the ABCP exemption period. A Soldier
who is already enrolled in the ABCP, and who begins fertility treatments, will remain flagged,
but is not required to make satisfactory progress during the exemption period.
(3) Profile. Soldiers undergoing any fertility procedure utilizing ART will receive a
fertility profile for the duration of each treatment cycle (average 90 days). This includes ART
procedures for oocyte cryopreservation. Covered Soldiers will receive a fertility profile for the
duration of each ART treatment (average 90 days). The intent is to cover the Soldier during a
typical fertility treatment cycle of 30 days (from start of medication to pregnancy test) plus
60 days to retrain to meet ABCP and physical fitness standards.
(4) Reassignments. Soldiers who have received a justification memo for treatment or a
referral to a fertility specialist by a gynecologic surgeon/obstetrician, and who choose to begin
fertility treatment, may be eligible for compassionate reassignment actions to installations where
treatment is available. The intent is to balance Soldiers’ needs for appropriate services with their
own career advancement and the appropriate utilization of medical resources.
(5) Leave Management. Commanders should grant a non-chargeable absence or
convalescent leave for Soldiers on a fertility profile and/or the Army spouse of an individual
undergoing fertility treatment so that they can attend their fertility treatment appointments and/or
recover as needed. There is no travel distance limitation for Soldiers who need to continue
treatment away from their home duty station. Requests for absences must be made at least
14 days in advance and may be denied only by the Soldier’s general court-martial convening
authority or higher commander.
h. Conclusion of Pregnancy.
(1) Convalescent Leave. Soldiers will be provided with convalescent leave for physical
and emotional recovery after a birth event or in cases of miscarriage or stillbirth. Soldiers
(including when the spouse is a Soldier, civilian, or a member of another military service) whose
spouse experiences miscarriage or stillbirth will also be provided convalescent leave for
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emotional recovery. Convalescent leave is in addition to any authorized parental leave and will
be granted as follows:
(a) After a birth event, or in cases of miscarriage or stillbirth, convalescent leave will be
authorized by the Soldier’s unit commander. At a minimum, unit commanders must grant
convalescent leave as prescribed in enclosure 3.
(b) Commanders may grant additional convalescent leave in accordance reference 1r
when a Soldier’s medical provider recommends, in writing, additional maternity convalescent
leave. Recommendations for additional maternity convalescent leave must address a diagnosed
medical condition and be entered as an e-Profile. The e-Profile will be processed by the
Soldier’s commander and the applicable profile manager for each component. Convalescent
leave under this paragraph may be denied only by the Soldier’s general court-martial convening
authority or higher commander.
(c) Convalescent leave is non-chargeable and will begin after the confirmed conclusion
of pregnancy (as defined in enclosure 2). In cases of miscarriage or stillbirth, to qualify for
convalescent leave, the Soldier must provide documentation from a medical provider annotating
the day of the perinatal loss or pregnancy termination for purposes of the command calculating
and granting the convalescent leave.
(d) Soldiers electing to return to full duty or physical fitness testing earlier than
prescribed in their profile may do so on their own accord, contingent on evaluation and approval,
in writing, by their healthcare provider.
(e) ARNG/ARNGUS and USAR Soldiers will be authorized up to six excused and
unpaid UTAs immediately after the conclusion of pregnancy, as listed in enclosure 3. These UTA
absences can be rescheduled in accordance with AR 140–1 or NGR 350–1, as appropriate.
(f) Soldiers who have a spouse who experiences a miscarriage or stillbirth will also be
granted convalescent leave. This convalescent leave will be authorized by the Soldier’s unit
commander as prescribed in enclosure 3. This convalescent leave is non-chargeable and will
begin on the first full day after the date the Soldier’s spouse is discharged or released from the
hospital (or similar facility). This convalescent leave must be used in one increment or it will be
forfeited. Soldiers may elect to return to full duty earlier than required but will forfeit the
remainder of their convalescent leave should they do so. This convalescent leave is for
emotional recovery and Family wellness. While on convalescent leave, Soldiers will not be
required to physically report to their units.
(2) Pregnancy Loss.
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(a) Profile. Soldiers who physically experience perinatal loss will receive an interim
profile for the duration of their convalescent leave. Commanders will request that the
discharging healthcare provider provide documentation of the profile to the Soldier at the time of
discharge from the hospital or otherwise before the Soldier begins convalescent leave. The
profile will delineate the amount of time a Soldier has to recover at home and the gradual
progression of physical training at the Soldier’s individual pace. The temporary profile will
remain in effect, in its entirety, even if a Soldier elects to return to duty earlier than prescribed. It
is the Soldier’s responsibility to keep the command informed about the profile, leave, and any
changes.
(b) Pregnancy Termination. Given the time-sensitive nature of the procedure,
pregnancy termination will not require unit commander pre-approval. However, Soldiers will
keep their commander notified of any expected absences and provide the commander any new
physical profiles as soon as possible. The Soldier may do this without providing the specifics of
the underlying procedure. Following the procedure, the Soldier will follow up as soon as
possible with a credentialed healthcare provider with privileges in the OB/GYN specialty (such
as an obstetrician-gynecologic physician, obstetrician-gynecologic advanced practice registered
nurse, obstetrician-gynecologic physician assistant, family medicine physician, certified nurse-
midwife, or women’s health specialist provider). The purpose of the visit is to ensure the Soldier
is fit for duty, to address any necessary convalescent leave and/or physical profile, and to ensure
the Soldier has resources on topics such as contraception and/or mental health support, as
needed.
i. Family Care Plans (FCPs). FCPs support the commander’s ability to oversee mission,
readiness, and deployability. These plans consider the unique challenges faced by RA and RC
Soldiers who are single parents or in dual-military servicemember relationships. FCPs ensure
Family members are adequately cared for when Soldiers are deployed, on TDY, or are otherwise
not available due to military requirements. This paragraph applies to all Soldiers who have
executed, or are required to execute, an FCP.
(1) Soldiers will not be required to utilize the long-term guardianship provisions of the
FCP to meet short-term, unforeseen childcare requirements or for routine military duties
occurring outside of normal duty hours, such as charge of quarters and staff duty. To ensure
Soldiers have adequate time to arrange childcare, commanders should provide 3 weeks notice for
duty requirements outside of normal duty hours or for significant changes to a Soldier’s normal
duty hours. Commanders will take no adverse action against Soldiers who cannot arrange
childcare for these duties without 3 weeks advance notification.
(2) Pursuant to training management policies, commanders must provide at least
6 weeks notification, in writing, before requiring Soldiers to activate the long-term guardianship
provisions of their FCP for routine TDY, school attendance, multi-day exercises, or similar duty
that involves travel or extended periods of absence from the home outside of normal duty hours.
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The 6-week notification requirement does not apply to military operations or missions assigned
because of a national emergency or activation of forces on prepare to deploy orders or similar
orders. This includes Soldiers assigned to an immediate response force or crisis response force.
Soldiers in rapid deploying units must always be prepared to utilize their FCPs for deployments,
even on short notice.
(3) Commanders are encouraged to give Soldiers maximum flexibility to personally
attend to short-term, unforeseen parenting requirements, even when doing so would interfere
with military duties. This includes, but is not limited to, unscheduled childcare responsibilities
due to child development center/school closures or child illness. In cases where training and
operational requirements allow a Soldier’s absence, the Soldier will not be charged ordinary
leave if remaining in the local area to care for their children.
(4) Commanders will initiate involuntary separation due to parenthood only when a
Soldier has been adequately counseled concerning deficiencies in their FCP and afforded the
opportunity to overcome them. Commanders should consider all available counseling and
rehabilitative options, including intra-post transfers, before initiating separation.
j. Active Duty Operational Support (ADOS).
(1) Pregnant Soldiers will be eligible to apply and compete for ADOS tours despite their
medical readiness classification 3 status.
(2) Soldiers will not be immediately released from active duty (REFRAD) on becoming
pregnant. The restrictions of the profile for Soldiers who become pregnant while on an ADOS
tour will be taken into consideration before any decision to REFRAD.
(3) Within 3 months of the date of this directive, the ASA (M&RA) will publish
additional guidance for pregnant Soldiers serving on ADOS tours.
k. Parental Leave in the Reserve Components.
(1) In an effort to provide comparable parental leave across all components,
ARNG/ARNGUS and USAR birthparents will be granted 12 paid UTAs within the 12 months
following a birth. In addition to the 12 paid UTAs, birthparents are authorized an additional
4 unpaid UTA absences that can be rescheduled in accordance with AR 140–1 or NGR 350–1, as
appropriate.
(2) Should the Army Military Parental Leave Program be updated, the Army’s policy
for the RC will be reviewed and updated in conjunction.
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(3) Commanders will place eligible Soldiers in a parental leave status, excusing them
from attending UTAs in accordance with this directive. Soldiers will receive compensation and
retirement points only for regularly scheduled unit training assemblies that fall within the
authorized parental leave period.
(4) For each paid UTA of parental leave used, the Soldier will accumulate
one retirement point. A maximum of 12 points can be accumulated for the entire paid parental
leave period.
(5) Any unused parental leave will be forfeited at separation from the Army.
(6) If a Soldier transfers from one component (COMPO) to another, all remaining
parental leave for which the Soldier is eligible will transfer to the gaining COMPO. If a Soldier
transfers from COMPO 1 to either COMPOs 2 or 3, the remaining leave will be calculated as a
proportion of 12 inactive duty drill periods.
(7) This parental leave benefit terminates on the death of the child. Applicable
convalescent leave for perinatal loss or bereavement will then apply. See paragraph 4h and
enclosure 3 of this directive for information on applicable leave for perinatal loss.
l. Education of Leaders.
(1) Pregnancy, postpartum, and parenting training will be incorporated throughout all
pre-command courses. Education on menstrual suppression and contraception will also be
provided. Other centers of excellence for the Advanced Leaders Course (ALC), Senior Leaders
Course (SLC), Master Leader Course (MLC), Captain Career Course (CCC), Sergeants Major-A
(SGM-A) course, Warrant Officer Senior Staff Course (WOSSC), Warrant Officer Intermediate
Level Education (WOILE), and Intermediate Level Education (ILE) are encouraged to
incorporate similar training tailored to their students’ rank and leadership responsibility.
(2) Brigade-level commanders will publish a policy letter on pregnancy and postpartum
Family wellness that will establish, at a minimum, brigade procedures for lactation, FCPs, duty
away from home, and convalescent leave pursuant to this directive.
(3) The ASA (M&RA) will designate a lead to create an online, easily accessible, and
consolidated toolkit for Family wellness and readiness. This will be a one-stop shop for Soldiers
to access resources for Family expansion and parenting to help promote quality of life, retention,
and a healthy return to readiness. This toolkit must not be CAC-enabled and, at a minimum, must
contain the following resources:
(a) policy excerpts—a resource bank of all policies and procedures that govern and
inform pregnancy, postpartum, parenthood, and Family readiness
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(b) leader templates—a bank of templates, specific to each component, for commanders
to use in their units to enhance quality of life and the command climate. (These templates,
including counseling statements, command letters, and unit policies, will be based on policy and
will incorporate best practices from across the Army. They should be tailored for officers and
enlisted personnel.)
(c) standard of care—6-week postpartum provider referral questionnaires and self-
screening tools to help Soldiers know when to seek different types of care and to promote
proactive healthcare screenings
(d) additional resources—additional tips, resources, and training tools (such as slides
and vignettes on healthy eating, sleeping, exercise, mental health, and other wellness topics) to
help leaders support pregnant Soldiers, Soldiers undergoing fertility care, and new parents under
their command/in their organizations
m. Roles and Responsibilities.
(1) The ASA (M&RA) will—
(a) Publish additional guidance for pregnant Soldiers serving on ADOS tours.
(b) Develop and track metrics to assess this directive’s impact, including on readiness
and female retention.
(c) Designate a lead within 3 months of the date of this directive to build, host, and
update a consolidated online parenting toolkit (described in paragraph 4l(3) of this directive) to
be completed within 2 years of the date of this directive.
(2) The CG, TRADOC will—
(a) Ensure all PME schools adhere to the 365-day postpartum body composition
exemption for all eligible PME attendees effective the date of this directive.
(b) In coordination with the Combined Arms Center and medical personnel, review all
PME courses within 2 years of the date of this directive and assess whether current physical
requirements, including the record physical fitness test for admission and graduation, meet
curriculum learning objectives.
(3) The Surgeon General will—
(a) In coordination with the DCS, G-1 and DCS, G-3/5/7, develop a fertility profile for
use within 1 year of the date of this directive.
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(b) Update postpartum profiles in accordance with enclosure 3 of this directive.
(4) The DCS, G-1 will extend the PA (“Adoption”) code to 365 days and will amend to
include long-term child placement.
(5) The CG, Army Installation Management Command will ensure the New Parent
Support Program free resources are provided via access to Army Community Services.
(6) Reserve Components. Each Component Surgeon will work to establish an integrated
support system outside the military treatment facilities, or improve access to military treatment
facilities, to provide postpartum and lactating Soldiers with guidance and support for a healthy
body composition.
5. Proponent. The ASA (M&RA) has oversight responsibility for this policy and will ensure
that proponents incorporate the applicable provisions of this directive into the following ARs
within 2 years of the date of this directive:
a. The DCS, G-1 will update AR 135–91, AR 135–178, AR 600–8–2, AR 600–8–10,
AR 600–8–11, AR 600–8–19, AR 600–9, AR 600–20, AR 614–100, AR 614–200,
AR 614–30, AR 635–200, and AR 670–1.
b. The DCS, G-3/5/7 will update AR 350–1 and AR 525–93.
c. The DCS, G-4 will update AR 700–84.
d. The DCS, G-9 will update AR 608–10.
e. The Surgeon General will update AR 40–501 and AR 40–502.
f. The CG, TRADOC will update TR 350–70.
6. Duration. This directive is rescinded on publication of the revised regulations.
Encls Mark F. Averill
Acting
DISTRIBUTION:
Principal Officials of Headquarters, Department of the Army
(CONT)
SUBJECT: Army Directive 2025-02 (Parenthood, Pregnancy, and Postpartum)
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DISTRIBUTION: (CONT)
Commander
U.S. Army Forces Command
U.S. Army Training and Doctrine Command
U.S. Army Materiel Command
U.S. Army Futures Command
U.S. Army Pacific
U.S. Army Europe and Africa
U.S. Army Central
U.S. Army North
U.S. Army South
U.S. Army Special Operations Command
Military Surface Deployment and Distribution Command
U.S. Army Space and Missile Defense Command/Army Strategic Command
U.S. Army Cyber Command
U.S. Army Medical Command
U.S. Army Intelligence and Security Command
U.S. Army Corps of Engineers
U.S. Army Military District of Washington
U.S. Army Test and Evaluation Command
U.S. Army Human Resources Command
U.S. Army Corrections Command
U.S. Army Recruiting Command
Superintendent, U.S. Military Academy
Commandant, U.S. Army War College
Director, U.S. Army Civilian Human Resources Agency
Executive Director, Military Postal Service Agency
Director, U.S. Army Criminal Investigation Division
Director, Civilian Protection Center of Excellence
Director, U.S. Army Joint Counter-Small Unmanned Aircraft Systems Office
Superintendent, Arlington National Cemetery
Director, U.S. Army Acquisition Support Center
CF:
Principal Cyber Advisor
Director of Enterprise Management
Director, Office of Analytics Integration
Commander, Eighth Army
REFERENCES
Enclosure 1
a. Title 37, U.S. Code, section 206 (Reserves; members of National Guard:
inactive-duty training)
b. National Defense Authorization Act for Fiscal Year 2022, Public Law 117-81,
27 December 2021
c. William M. (Mac) Thornberry National Defense Authorization Act for Fiscal Year 2021,
Public Law 116-283, 1 January 2021
d. National Defense Authorization Act for Fiscal Year 2020, Public Law 116-92,
20 December 2019
e. Department of Defense (DoD) Directive 1308.3 (DoD Physical Fitness/Body Fat Program),
10 March 2022
f. DoD Instruction 1315.18 (Procedures for Military Personnel Assignments),
28 October 2015, incorporating Change 3, effective 24 June 2019
g. Secretary of Defense memorandum (Career Enhancement of Pregnant U.S. Service
Members), 3 November 2020
h. Military Personnel Message 21–131 (Temporary Promotion Sergeant through Sergeant
Major), 4 May 2021
i. Army Directive 2022-06 (Pregnancy, Postpartum, and Parenthood), 19 April 2022 (hereby
rescinded pursuant to Army Directive 2025-01 (Rescission of Diversity, Equity, Inclusion and
Accessibility Policies and Programs), 24 January 2025)
j. Army Regulation (AR) 40–501 (Standards of Medical Fitness), 27 June 2019
k. AR 40–502 (Medical Readiness), 27 June 2019
l. AR 135–91 (Service Obligations, Methods of Fulfillment, Participation Requirements, and
Enforcement Provisions), 14 March 2016
m. AR 135–178 (Enlisted Administrative Separations), 21 June 2024
n. AR 135–200 (Active Duty for Missions, Projects, and Training for Reserve Component
Soldiers), 17 January 2024
o. AR 350–1 (Army Training and Leader Development), 10 December 2017
p. AR 525–93 (Army Deployment and Redeployment), 23 October 2019
2
q. AR 600–8–2 (Suspension of Favorable Personnel Actions (Flag)), 5 April 2021
r. AR 600–8–10 (Leaves and Passes), 3 June 2020
s. AR 600–8–11 (Reassignment), 1 May 2007
t. AR 600–8–24 (Officer Transfers and Discharges), 8 February 2020
u. AR 600–9 (The Army Body Composition Program), 16 July 2019
v. AR 600–20 (Army Command Policy), 24 July 2020
w. AR 608–10 (Child Development Services), 11 May 2017
x. AR 614–30 (Overseas Service), 22 December 2016
y. AR 614–100 (Officer Assignment Policies, Details, and Transfers), 8 May 2024
z. AR 614–200 (Enlisted Assignments and Utilization Management), 25 January 2019
aa. AR 635–200 (Active Duty Enlisted Administrative Separations), 28 June 2021
ab. AR 670–1 (Wear and Appearance of Army Uniforms and Insignia), 26 January 2021
ac. AR 700–84 (Issue and Sale of Personal Clothing), 22 July 2014
ad. Deputy Chief of Staff (DCS), G-1 memorandum (DAPE-ZA) (Noncommissioned Officer
Temporary Promotions – Additional Guidance), 13 December 2021
ae. DCS, G-1 memorandum (DAPE-ZA) (Temporary Promotion (Sergeant through Sergeant
Major)), 1 November 2021
DEFINITIONS
Enclosure 2
Unless otherwise noted, the terms and definitions in this enclosure are used for the purposes of
this Army directive.
annual training. The minimal period of training Reserve members must perform each year to
satisfy the training requirements associated with their RC assignment.
birth event. Any live birth of a child to a Soldier (or spouse). Multiple births resulting from a
single pregnancy (for example, twins or triplets) will be treated as a single birth event if the
multiple births occur within the same 72-hour period. Multiple births that do not occur within the
same 72-hour period will be treated as separate birth events.
birthparent. The parent who physically gives birth.
conclusion of pregnancy. A pregnancy is defined as concluded after one of the following
3 events: (1) completion of surgical management of pregnancy, (2) medical encounter confirming
completed spontaneous abortion, or (3) medical encounter confirming successful medical
management of non-viable or viable pregnancy.
convalescent leave. A non-chargeable absence from duty granted to expedite a Soldier’s return to
full duty after illness, injury, or childbirth.
deployment. The relocation of forces and materiel to desired operational areas. Deployment
encompasses all activities from origin or home station through destination, specifically including
intra-continental U.S., inter-theater, and intra-theater movement legs, staging, and holding areas.
dual-Army couple. Two Soldiers, whether serving on active or reserve duty, who are married to
each other.
dual-military couple. Two military servicemembers, whether serving on active or reserve duty,
who are married to each other.
dual-military parent. A Soldier who shares with their military spouse all parental responsibilities
for Family members acquired through birth or legal decree and who are in physical custody of the
Soldier and who are under the age of 18 years or who are beyond 18 years but are mentally or
physically incapable of self-care. (AR 600–20)
Family care plan. A document that outlines, on service-specific forms, the person(s) who will
provide care for a servicemember’s dependent Family members in the absence of the
servicemember due to military duty (such as training exercises, temporary duty, and deployments).
The plan outlines the legal, medical, logistical, educational, monetary, and religious arrangements
for care of the servicemember’s dependent Family members. The plan must include all reasonably
foreseeable situations and be sufficiently detailed and systematic to provide for a smooth, rapid
2
transfer of responsibilities to the caregiver in the absence of the servicemember.
(DoD Instruction 1342.19)
Family care planning. The process of planning for the care of dependent Family members. The
planning is the initiative taken by a servicemember, or a contractor serving in an officially
designated contingency operation, to use all available military and private-sector resources to
ensure that dependent Family members receive adequate care, support, and supervision during his
or her absence. (DoD Instruction 1342.19)
Family readiness. The state of being prepared to effectively navigate the challenges of daily
living experienced in the unique context of military service. Ready individuals and families are
knowledgeable about the potential challenges they may face, equipped with the skills to
competently function in the face of such challenges, aware of the supportive resources available to
them, and able to make use of the skills and supports in managing such challenges. This includes
mobility and financial readiness, mobilization and deployment readiness, and personal and Family
life readiness. (DoD Instruction 1342.22)
immediate Family member. Includes these Family members of either the Soldier or the Soldier’s
spouse: (1) parents, including stepparents; (2) spouse; (3) children, including stepchildren;
(4) sisters, including stepsisters; (5) brothers, including stepbrothers; (6) only living blood relative;
or (7) a person in loco parentis. (AR 600–8–10)
infertility. The failure to achieve a clinical pregnancy after 12 months or more of regular sexual
intercourse in women ≤35 years of age or after 6 months or more in women >35 years of age.
Known medical conditions, such as bilateral tubal occlusion, anovulation, azoospermia. Same-sex
couples or single Soldiers may warrant evaluation for infertility without the specified wait time.
lactation. The expression of milk by the mammary glands (Oxford Dictionary). The term
lactation includes “breastfeeding,” “chestfeeding,” “nursing,” “pumping,” and “hand expression.”
Whenever feasible, the term lactation will be used in all subsequent policy revisions.
long-term foster care. Also known as other planned permanent living arrangement (OPPLA) or
another planned permanent living arrangement (APPLA). A foster care living situation in which
the youth is expected to remain until adulthood, often arranged when reunification, adoption,
legal guardianship, or relative placement have been ruled out. (DHHS, Childwelfare.gov)
maternity convalescent leave. A 6-week convalescent period for a military member immediately
following pregnancy and childbirth. Maternity convalescent leave, as with any convalescent leave,
is non-chargeable. It begins on the first full day after the date of discharge or release from a
hospital (or similar facility) following childbirth.
miscarriage. The spontaneous loss of a pregnancy before the 20th week. (Mayo Clinic)
3
mobilization. The process of bringing the Army to a state of readiness for war, contingency, or
national emergency. This includes activating all or part of the Reserve Component (RC), as well
as assembling and organizing personnel, supplies, and materiel.
operational deployment. An operational deployment begins when the majority of a unit or
detachment, or an individual not attached to a unit or detachment, departs home port, station, or
base, or departs from an en route training location to meet a Secretary of Defense-approved
operational requirement. An event is an operational deployment if it is recorded in the Joint
Capabilities Requirement Manager or Fourth Estate Manpower Tracking System and is contained
in the annual Global Force Management Data Initiative compliant tool under the Global Force
Management Data Initiative reporting structure specified in DoD Instruction 8260.03 (The Global
Force Management Data Initiative). Forces deployed in support of execute orders, operational
plans, or concept plans approved by the Secretary of Defense are also considered operationally
deployed. An operational deployment ends when the majority of the unit or detachment, or an
individual not attached to a unit or detachment, arrives back at the home port, station, or base.
parental leave. Twelve weeks of non-chargeable leave for a member on active duty, a member of
a Reserve Component performing active Guard and Reserve duty, a member of a Reserve
Component subject to an active-duty recall or mobilization order in excess of 12 months that
begins after the following events: birth, adoption of a child, or the placement of a minor child with
the member for adoption or long-term foster care.
perinatal loss. The involuntary loss of pregnancy from conception to birth, including neonatal
death up to 28 days of life.
postpartum. The phase following childbirth or a pregnancy.
proof of parentage. Birthparents are not required to establish proof of parentage. Other
unmarried Soldiers desiring designation as a primary or secondary caregiver for a qualifying birth
event must establish parentage in accordance with criteria prescribed by the Defense Enrollment
Eligibility Reporting System (DEERS). Proof of parentage may include, but is not limited to,
being listed (with consent) as a parent on the child’s birth certificate or other government-issued
document and written acknowledgment of an obligation to support the child, either by voluntary
agreement or court order. Registration within DEERS must occur within 30 days of the birth.
qualifying adoption. An adoption that is arranged by a “qualified adoption agency” as that term is
defined in Title 10, United States Code, section 1052.
single parent. A member or contractor who has no spouse or who is separated or otherwise apart
from his or her spouse, but who has physical custody or joint custody of dependent Family
members. (DoD Instruction 1342.19)
stillbirth. A stillbirth is the death of a baby at or after 20 weeks of pregnancy. An early stillbirth
is a fetal death occurring between 20 and 27 completed weeks of pregnancy. A late stillbirth
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occurs between 28 and 36 completed pregnancy weeks. A term stillbirth occurs between 37 or
more completed pregnancy weeks. (Centers for Disease Prevention and Control).
surrogacy. An agreement by a woman to undergo pregnancy so as to produce a child who will be
surrendered to others. In accordance with AR 600–8–10 and DoD policy, Soldiers are not
authorized to act as surrogates. In cases where a Soldier or dual-military servicemember couple
uses a surrogate and then becomes the legal parent(s) or guardian(s) of the child, the event will be
treated as an adoption.
temporary duty (TDY). Temporary duty at one or more locations, other than the permanent duty
station, where a Soldier performs duty under orders either en route to a new permanent station or
return to the current station after completing the TDY.
PRACTICE ALGORITHM ON CONVALESCENT LEAVE AND PROFILE MODIFICATION
FOLLOWING CHILDBIRTH AND PERINATAL LOSS (RA AND RC)
Enclosure 3
Pregnancy
Duration
(confirmed
gestational
weeks)
Convalescent
Leave*
2nd
Medical
Clearance
Return
to
Regular
Unit
PT**
Diagnostic
and Record
Physical
Fitness
Testing Comments
Up to
11 weeks,
6 days
7 days
(3 for spouse)
RC: Command
Discretion
Not
required
unless
medically
indicated
30 days Per FM 7-22 With or without surgical
intervention
12 weeks,
0 days, to
15 weeks,
6 days
14 days
(7 for spouse)
RC: Command
Discretion
Not
required
unless
medically
indicated
60 days Per FM 7-22 With or without surgical
intervention
16 weeks,
0 days, to
19 weeks,
6 days
21 days
(10 for spouse)
RC: 4 unpaid and
excused UTAs
RC: Command
discretion for spouse
Required
60 days
after
conclusion
of
pregnancy
90 days Per FM 7-22 If fetus weighs 350 grams or
more, 42 days of
convalescent leave will be
granted. In cases of multiple
pregnancies (twins, triplets,
etc.), if one fetus meets the
fetal weight of 350 grams or
more, 42 days of
convalescent leave will be
granted.
20 weeks,
0 days,
or greater
42 days
(21 for spouse)
RC: 6 unpaid and
excused UTAs
RC: 4 unpaid and
excused UTAs for
spouse
Required
150 days
after
conclusion
of
pregnancy
180
days
Per FM 7-22 This row includes neonatal
death up to 28 days of life.
Baby born
alive at any
gestation
42 days
RC: 6 unpaid and
excused UTAs*
Required
150 days
after
conclusion
of
pregnancy
180
days
Per FM 7-22 Convalescent leave is in
addition to any authorized
parental leave.
*May be extended as recommended by the medical provider. Soldiers may elect to return to full duty earlier than prescribed in their
profiles with the evaluation and approval of their healthcare provider.
**Soldiers may elect an early release from the P3T program and return to regular unit physical fitness training earlier than prescribed
in their profiles. However, leaders should never pressure Soldiers to return to regular unit physical fitness training earlier than
prescribed. Profile recommendations specify when fitness assessments should occur and do not correlate to when Soldiers can or
should resume exercise or physical training. This timing should be determined in collaboration with an obstetrical provider; however,
after an uncomplicated vaginal delivery, resumption of exercise may begin within days to weeks.
Source: Defense Health Agency, July 2021, updated by the Army Office of The Surgeon General, October 2021.