The term "pregnancy" or "maternity" leave is often used to refer to two different types of leave covered by the FMLA: medical or disability leave, which consists of the time a woman is unable to perform work because of pregnancy, childbirth and their aftermath, and child care or child-rearing leave, which consists of the time after birth or adoption during which a parent (of either sex) cares for the child. A female employee may take leave for either or both reasons, for up to the 12-week total. However, other types of leave not related to childbirth are allowed, such as leave to care for a parent, older child, or spouse, as well as leave to care for medical conditions other than pregnancy. Male employees can also take FMLA leave, either for child-care or child-rearing reasons after birth or adoption, or for the other reasons allowable under the law. Thus, while most pregnancy leave is FMLA-eligible leave, leave does not have to be pregnancy-related to be covered by the FMLA. Some states, however, have leave laws that specifically provide for as pregnancy or maternity leave. In some states, this leave can be taken in addition to FMLA and/or the state's own version of the FMLA.