Due to the lack of a federal paid parental leave policy in the UnitedStates, access to leave for most US workers is dependent on whether theiremployer offers paid leave. Our research explores employer-based access toparental leave among Fortune 500 companies. We develop a classification ofleave policies based on how policies differ for mothers and fathers: genderequal (equal periods of leave to mothers and fathers), gender modified (equalleave of 6 or more weeks with an additional 6–8 weeks for mothers), genderunequal (mothers offered 2 or more times longer leave than fathers), andgender-neutral gendering (policies that offer primary and secondary caregiverleave). We find that 72% of companies offer some paid parental leave, and themajority of Fortune 500 companies have paid parental leave policies thatoffer substantially more leave to mothers than to fathers. We also find thattechnology companies, larger companies, and companies headquartered in astate with paid family leave are more likely to offer paid parental leave.This research provides insight into the degree to which employer policies maycontribute to gender inequality and has implications for employer-mediatedinequalities in access to parental leave.