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About 73% of Americans believe that both mothers and fathers should have easy access to paid leave. The only problem is, that’s simply not the reality. When you compare maternity leave by country, the United States has the lowest federal requirement for days off in the world.
But this isn’t just an American problem. Women around the world struggle with insufficient maternity leave, which is often unpaid. Maternity leave isn’t just about time off — it’s about supporting new mothers so they can return to work refreshed and ready.
In this guide, we’ll help remote teams learn more about these policies to maintain employee well-being and attract top talent.
What You Should Know About Maternity Leave Policies
Maternity leave is time off work for women after giving birth. It’s a policy designed to support new mothers and their families adjust to the change and come back to work when they’re ready.
But it’s not the only type of leave for parents. For instance, there’s parental leave, which is broader and includes both mothers and fathers. Meanwhile, paternity leave is specifically for fathers to bond with their newborns and make the transition easier for the mother.
Now, let’s talk about the nitty-gritty of different maternity leave policies: paid vs. unpaid leave. Ideally, you get a paycheck while on maternity leave. However, in some countries, you don’t get paid, but you’re protected from losing your job.
Maternity leave is influenced by two factors: the country and the company. You may be working for a company where the culture isn’t exactly supportive, but they still need to follow the country’s minimum requirement of days off. Conversely, even though the US has no minimum maternity leave standard, 41% of mothers receive paid maternity leave for 3.3 weeks and 31% wage replacement.
Here’s the million-dollar question: how long is maternity leave? Well, it varies. Some countries calculate it in weeks, others in days, and sometimes, it’s based on a percentage of your salary.
In some cases, companies also include extra benefits in your maternity leave package. For instance, you may get extra healthcare coverage or even childcare subsidies to help with the costs of the newborn.
Maternity Leave Policies Around the World
When you compare maternity leaves by country, you’ll find that the number of days off and the percentage of wage replacement can vary drastically. For instance, North America offers a mixed bag. Canada has pretty generous leave policies, but the United States lags behind with minimal federal protections.
Europe also has pretty progressive policies. Countries like Estonia and Bulgaria offer some of the world’s most extensive maternity leave benefits, including long durations and high pay replacement rates.
Asia’s maternity leave policies are very diverse. Countries like China and Japan have made major strides in recent years, but others still have limited leave policies. In this section, we’ll take a deep dive into the differences of maternity leaves by country.
Norway
In Norway, both parents are entitled to 49 weeks of paid leave at full salary or 59 weeks at 80% pay. Mothers must take at least three weeks before childbirth and six weeks after.
The country’s policy has a quota for fathers, guaranteeing that both parents are involved. Plus, non-employed women receive a one-time payment for each child. Remote teams can seriously benefit from a highly supportive work environment for families in Norway.
Bulgaria
Bulgaria offers one of the longest maternity leaves in Europe, lasting 58 weeks at 90% of the mother’s salary! That includes both prenatal and postnatal leave. Mothers can take up to 45 days before birth, with mandatory leave of at least 42 days after childbirth.
Keep in mind that remote companies may face higher costs due to generous benefits. At the same time, these benefits attract skilled talent looking for supportive work environments in Bulgaria.
United States
The US, shockingly, does not mandate paid maternity leave at the federal level. The Family and Medical Leave Act (FMLA) allows for up to 3 months of unpaid leave for eligible employees. The problem is, 40% of mothers in the US do not qualify for FMLA.
Some states have implemented their own paid leave programs, but access varies widely across the country. For example, California was the first state to implement a paid family leave program in 2004. The program provides:
- Up to 2 months of partial pay to workers who take time off to care for a sick family member or a new child.
- Benefits of 60–70% of weekly wages, up to a maximum of $1,620 per week in 2024.
- Coverage for most private sector employees is funded through employee payroll deductions.
As of 2024, only 13 states, plus Washington, DC, have their own paid family and medical leave programs. The majority of states still do not mandate any form of paid family leave. Even in states with programs, it’s hard to exactly define the benefit levels and eligibility criteria.
That’s why remote companies in the US often struggle with compliance across different state laws. However, it’s still entirely possible to promote a family-friendly culture and attract talent with the right kind of help.
China
China provides a 98-day maternity leave for normal childbirth, with extra leave for complications or multiple births. Local governments can also extend this period, leading to total leave ranging from 98 to over 180 days. This policy guarantees 100% wage replacement during the leave period.
Estonia
Estonia offers up to 86 weeks of maternity leave, with 20 weeks paid at 100% of the employee’s salary. Parents can share this leave as needed. Remote companies can thrive in this environment since it aligns with flexible and supportive family policies that attract talent and a work-life balance.
India
India provides up to 26 weeks of paid maternity leave for women working in organizations with more than ten employees, with full pay during this period. The law also mandates crèche facilities in workplaces with more than 50 employees for better childcare support.
Remote companies may need to adapt a little to these local regulations, but India makes it easy. It’s also important to offer a level of flexibility that aligns with the country’s cultural expectations around family care.
Australia
Australia provides up to 18 weeks of paid parental leave at the national minimum wage, which can be shared between parents. Employers can and often choose to offer extra paid leave, and there is flexibility in when and how you take this leave. In Australia, remote companies can attract even more talent by offering competitive parental benefits along with leave.
Canada
Canada allows for up to 18 months of parental leave, which can be distributed between parents. Parents can choose between standard benefits (up to 55% of earnings) or extended benefits (up to 33%). This flexibility in sharing and duration allows you to tailor your leave according to your needs.
Remote Canadian companies must comply with these provincial regulations without compromising on the flexibility that many employees value.
Sweden
The country offers 480 days of paid parental leave following the birth or adoption of a child. These 480 days are divided equally between both parents, with each parent entitled to 240 days. Wage replacement is 80% for the first 390 days.
What sets Sweden apart is the reserved leave for each parent: 90 days of the total leave are specifically reserved for each parent and cannot be transferred to the other.
For single parents, Sweden offers a full 480 days of paid leave, enabling them to take the full benefit without sharing it.
Germany
Germany provides parental leave benefits through the Elterngeld program, designed to support parents financially while they care for their child. Parents share 14 months of paid leave, provided one parent takes at least 2 months.
To qualify, parents must live in Germany or hold a valid residence permit and work no more than 32 hours per week during the benefit period.
Compensation ranges from 65% to 100% of pre-birth income, capped at €1,800 per month, with lower-income families receiving higher percentages.
For remote employees, Elterngeld primarily applies if:
- The worker resides in Germany.
- They are employed by a company with operations in Germany or contributing to German social security.
If a remote team member resides outside of Germany, they will generally not qualify for Elterngeld, even if employed by a German-based company. It’s essential for employers managing global teams to clarify the residency and employment contract details for team members in Germany.
South Africa
For mothers, South Africa mandates 4 months (about 16 weeks) of paid maternity leave. The compensation for this leave is typically provided at a rate of 38% of the employee’s salary, capped at a set amount determined by the Unemployment Insurance Fund (UIF). For fathers, the law allows for 10 days of paid parental leave to support their partner and child after birth.
South Africa also provides 10 days of paid adoption leave for parents who are adopting a child, ensuring that those who expand their families through adoption can take time off to bond and care for the new child.
South Korea
According to the Labor Standards Act, employees are entitled to 90 days of maternity leave following the birth of a child. If the mother is pregnant with twins or more, this period extends to 120 days. This leave is divided into both pre- and post-birth time off, with at least 45 days after childbirth being mandatory.
In cases of miscarriage or stillbirth, the law allows for miscarriage leave, and the affected employee can take this leave at multiple times before the birth.
| Stage of Pregnancy | Leave Entitlement |
|---|---|
| Up – 11 weeks of pregnancy | 5 days of leave from the date of miscarriage or stillbirth |
| 12 – 15 weeks of pregnancy | 10 days of leave from the date of miscarriage or stillbirth |
| 16 – 21 weeks of pregnancy | 30 days of leave from the date of miscarriage or stillbirth |
| 22 – 27 weeks of pregnancy | 60 days of leave from the date of miscarriage or stillbirth |
| 28 weeks or more of pregnancy | 90 days of leave from the date of miscarriage or stillbirth |
The first 60 days of maternity leave are stipendiary, meaning they are paid in full. If the leave has already been compensated under the Equal Employment Opportunity and Work-Family Balance Assistance Act, the employer’s responsibility for payment may be exempted up to the applicable limit.
For remote teams, the same provisions apply as long as the employee is under a formal employment contract governed by South Korean labor laws, meaning remote workers are entitled to these same benefits.
Brazil
Brazil mandates 120 days of fully paid maternity leave, with an optional 60 days for companies in the “Company Citizen Program.” These policies support family care and allow employers to build strong retention strategies by aligning with cultural norms.
In addition, Brazil provides specific adoption leave benefits to ensure parents or guardians can adjust and care for adopted children based on their age:
| Age of Child | Leave Entitlement |
|---|---|
| Up to 1 year old | 60 days of leave for adoptive parents or those with legal custody for adoption |
| 1 to 4 years old | 30 days of leave |
| 4 to 8 years old | 15 days of leave |
Japan
Japan offers comprehensive parental leave policies to support employees during childbirth and childcare. Below is a clear breakdown of the available leave types and their conditions:
Maternity Leave
Designed for expecting and new mothers, maternity leave ensures job protection during and after childbirth, providing time for recovery and care.
Duration
- Up to 6 weeks before the estimated due date.
- 8 weeks after childbirth (return to work after 6 weeks is possible with a doctor’s approval).
- After maternity leave, mothers can transition to childcare leave until the child turns 1 year old.
Compensation
- Employees receive approximately ⅔ of their base salary, paid through social insurance.
- The allowance is tax-exempt and does not require labor insurance payments. Some companies may offer additional payments, though these are subject to income tax.
Eligibility
- At least 1 year of employment with the company.
- A medical certificate verifying pregnancy and expected due date.
- Written notification to the employer at least 2 weeks before the leave start date.
Paternity Leave (パパ休暇, Papa Kyūka)
To promote gender equality and combat Japan’s low birth rate, paternity leave encourages fathers to share childcare responsibilities.
Duration
- Up to 8 weeks immediately after childbirth.
- Following this, fathers can take childcare leave until the child’s first birthday. Leave can be taken as a single block or split into multiple periods.
Eligibility
- At least 1 year of employment with the company.
- Submission of the child’s birth certificate.
Childcare Leave (育児休業, Ikuji Kyūgyō)
Applicable for both parents, childcare leave allows time off to care for biological or adoptive children.
Duration
- Available until the child’s first birthday.
- Under the Dad and Mom Parental Leave Plus system, if both parents apply, fathers can extend their leave until the child is 1 year and 2 months old.
- In cases where daycare placement isn’t possible, leave can be extended until the child’s second birthday.
Allowance
- Employees receive 67% of their base salary for the first 6 months, then 50% for the remainder.
- Payments are covered by labor insurance and are tax-exempt.
Additional Benefits
- Employees enrolled in Unemployment Insurance (雇用保険, Koyō Hoken) for at least 12 months in the last 2 years are exempted from health and pension insurance during leave.
- The period of leave counts towards the pension system, ensuring no gaps.
France
In France, mothers are entitled to 16 weeks of paid maternity leave (Congé Maternité), with 6 weeks before and 10 weeks after childbirth. Wage replacement is 100%, capped at a maximum amount.
For multiple births or medical conditions, maternity leave can extend up to:
- 34 weeks for twins (12 weeks pre-natal, 22 weeks post-natal).
- 46 weeks for triplets or more (24 weeks pre-natal, 22 weeks post-natal).
Compensation
- During maternity leave, employees receive daily allowances (Indemnités Journalières) from CPAM, calculated based on their average salary over the past 3 months.
- The maximum allowance is €10.79 not greater than €100.36 per day.
- Payments are tax-free and exempt from social contributions.
Maternity Leave - Birth of a child
| Status of the Unborn Child | Duration of Prenatal Leave (Before Delivery) | Postnatal Leave (After Delivery) | Total Duration of Maternity Leave |
|---|---|---|---|
| 1st Child | 6 weeks | 10 weeks | 16 weeks |
| 2nd Child | 6 weeks | 10 weeks | 16 weeks |
| 3rd Child or More | 8 weeks | 18 weeks | 26 weeks |
Maternity Leave - Birth of 2 or more children
| Number of Unborn Children | Duration of Prenatal Leave (Before Delivery) | Postnatal Leave (After Delivery) | Total Duration of Maternity Leave |
|---|---|---|---|
| 2 | 12 weeks | 22 weeks | 34 weeks |
| 3 or More | 24 weeks | 22 weeks | 46 weeks |
Paternity Leave (Congé Paternité et d’Accueil de l’Enfant)
Paternity leave is available for fathers or the mother’s partner, offering time off to care for the newborn and support the mother.
Duration
- Up to 25 calendar days, broken into:
- 4 mandatory days immediately after childbirth.
- 21 additional days, which can be taken consecutively or split into up to 2 periods.
- For multiple births, an additional 7 days are provided.
As long as remote workers are registered with French social security and meet the eligibility criteria, these benefits should apply equally. The rules do not distinguish based on work location, so remote workers should be eligible for the same maternity and paternity leave benefits as their office-based counterparts
Italy
In Italy, maternity and paternity leave benefits differ depending on employment status. Employed workers are entitled to a mandatory 5-month absence from work, compensated at 80% of their salary. This applies to various worker categories, including agricultural, domestic, and unemployed workers, as long as they meet specific legal requirements.
Self-employed workers, if they meet the required contribution conditions, are entitled to an allowance equal to 80% of their income, without the obligation to take leave from work.
Workers registered under the INPS separate national insurance and pension scheme, provided they meet the legal contribution criteria, can receive an allowance of 80% of 1/365 of their income from dependent self-employment, joint ventures, or freelance activities, based on the income from the last 12 months. This allowance is also paid without the need for the worker to stop working.
Finland
In Finland, both parents are entitled to parental leave after the birth of their child. The leave lasts for 320 working days, which is about 13 months. Each parent is entitled to 160 working days of leave. However, parents can share the leave, with one parent able to give up to 63 days of their parental leave to the other parent. A single parent is entitled to the full 320 days.
Parental leave can be taken in up to four blocks, with each block being at least 12 working days. All parental leave must be used before the child turns two. Employees also have the option to take part-time parental leave. Additionally, parents can take 18 working days of pregnancy or parental leave simultaneously.
Netherlands
Pregnant employees are entitled to at least 16 weeks of leave, which includes 6 weeks of pregnancy leave before the due date and at least 10 weeks of maternity leave after childbirth.
- If the baby is born early, the 16-week period starts from the day after the birth.
- If the baby is born later than the expected due date, maternity leave begins after the actual birth, potentially extending the total leave beyond 16 weeks.
In cases of multiple births, employees are entitled to a minimum of 20 weeks of leave. Additionally, if the baby is hospitalized for more than 7 days after birth or during maternity leave, the employee may qualify for extended leave. In the tragic event of the mother’s death during childbirth, her partner is entitled to maternity leave as well.
Employers can apply for maternity pay for their employees through the Employee Insurance Agency (Uitvoeringsinstituut Werknemersverzekeringen).
Mexico
In Mexico, maternity leave is regulated by the Federal Labor Law (Ley Federal del Trabajo) and overseen by the Mexican Social Security Institute (IMSS).
Female employees are entitled to 12 weeks of paid maternity leave—6 weeks before and 6 weeks after the birth. Additional leave can be granted if a doctor certifies complications related to pregnancy or childbirth. Maternity leave is compensated at 100% of the employee’s salary, funded by IMSS.
Remote team members who are formally employed by a Mexican entity qualify for these benefits, provided they contribute to social security. However, contractors or freelancers may not receive maternity benefits unless separately insured.
United Kingdom
The United Kingdom offers one of the most comprehensive maternity leave policies through its Statutory Maternity Leave and Statutory Maternity Pay (SMP) systems. Eligible employees can take up to 52 weeks of maternity leave, divided into 26 weeks of ordinary leave and an additional 26 weeks.
During this period, financial support is provided through SMP, which covers up to 39 weeks. To qualify for SMP, employees need to provide a MATB1 form from their healthcare provider. This form confirms the expected week of childbirth and is required to claim SMP.
- For the first 6 weeks, employees receive 90% of their average weekly earnings.
- £184.03 or 90% of earnings (whichever is lower) for the remaining 33 weeks.
If you take Shared Parental Leave you’ll get Statutory Shared Parental Pay (ShPP). ShPP is £184.03 a week or 90% of your average weekly earnings, whichever is lower.
Remote workers under UK employment contracts are entitled to the same maternity leave benefits as office-based employees. However, those working as remote contractors or freelancers might not qualify for SMP and may need to rely on private insurance or government programs like Maternity Allowance.
New Zealand
Employees are entitled to 26 weeks of paid parental leave, supported by government-funded payments. Pregnant employees can also take up to 10 days of unpaid leave for pregnancy-related medical appointments. Eligibility for payments depends on the employee’s tenure and work history, with payments capped at a specified weekly amount.
Parental leave payments in New Zealand are calculated based on your income, with a maximum cap of $754.87 gross per week (before deductions like taxes). For employees, the weekly payment is the higher of either:
- Ordinary Weekly Pay (your fixed weekly income)
- Average Weekly Earnings (your average income over a set period)
Remote employees who meet New Zealand’s residency and work requirements qualify for these government-funded benefits. However, international remote workers or contractors may need to arrange private maternity insurance.
Singapore
Maternity leave in Singapore is a statutory entitlement under the Employment Act, with additional coverage provided by the Government-Paid Maternity Leave (GPML) scheme for eligible employees. These provisions apply to remote workers employed under formal contracts governed by Singaporean labor laws. The Employment of Foreign Manpower Act also ensures comprehensive coverage for non-citizen employees, where applicable.
For Singaporean citizens and permanent residents, the law mandates 16 weeks of maternity leave.
This leave is typically divided into:
- 8 weeks of mandatory leave: This is the portion of leave that must be taken immediately after the child’s birth.
- 8 weeks of flexible leave: This can be taken anytime within a year of the child’s birth, allowing the mother to manage her work and personal commitments flexibly.
For non-citizen employees, the standard maternity leave is 12 weeks, provided they meet the eligibility criteria under a formal employment contract.
The GPML scheme covers the costs of maternity leave for eligible employees, reducing the financial burden on employers. Here’s how it works:
- For the first two children, employers are reimbursed by the government for the full cost of maternity leave, allowing employees to receive their regular salary while on leave.
- For subsequent children, the government subsidizes a portion of the leave, and the employer is responsible for covering the remainder.
To qualify for maternity leave under the GPML scheme, employees must meet the following requirements:
- Length of Employment: The employee must have worked for their employer for at least three continuous months before the expected delivery date.
- Employment Status: Only employees with a formal employment contract that falls under Singapore’s labor laws are eligible. This includes remote workers, provided their employment is governed by Singaporean labor laws.
For foreign workers, the eligibility criteria under the Employment of Foreign Manpower Act ensures that non-citizens working in Singapore are also covered under maternity leave provisions.
Malaysia
Maternity leave in Malaysia is governed by the Employment Act, which mandates maternity protection for all eligible employees, including remote workers. Employers must comply with provisions ensuring full pay during leave, as well as additional safeguards introduced in the 2022 labor reforms.
- Employees are entitled to 98 days (14 weeks) of maternity leave, which must be taken consecutively around the childbirth period.
- Employers provide 100% of the employee’s wages during maternity leave, as required by Malaysian labor laws.
Maternity leave is granted to all formally employed women, including remote workers, with no minimum tenure required. Employers must clearly document maternity leave entitlements in employment contracts and ensure that statutory contributions to social security are maintained to protect employee benefits.
Philippines
In the Philippines, Republic Act 11210, also known as the Expanded Maternity Leave Act, has significantly enhanced maternity leave benefits for workers, including remote employees. The Social Security System (SSS) funds maternity leave, ensuring financial support for qualifying individuals.
- Maternity leave lasts 105 days, fully paid, with an option to extend for an additional 30 days unpaid. Solo parents receive 120 days of paid leave under the Solo Parent Welfare Act.
| Duration | Applicable Situation |
|---|---|
| 105 days | Any instance of live childbirth (normal or cesarean section delivery) |
| 120 days | Additional 15 days for solo parents under RA No. 8972 (Solo Parents’ Welfare Act) |
| 60 days | Miscarriage or ETP (including stillbirth) |
- The SSS fully funds maternity leave benefits for eligible employees, providing income security during the leave period.
Limitations in Granting the Maternity Benefit
- Maternity vs. Sickness Benefit: You cannot claim sickness benefits under RA No. 11199 (SSS Act) for the same period during which you are receiving maternity benefits.
- Overlapping Maternity Claims: If two maternity benefits overlap, benefits will be granted for both contingencies consecutively, but the overlapping period will be deducted from the current claim.
- Benefit Per Childbirth: Only one maternity benefit is granted regardless of the number of offspring (e.g., twins or triplets).
Employees, including remote workers, must have at least three months of SSS contributions within the 12 months preceding childbirth to qualify for maternity leave benefits. Employers are responsible for ensuring that contributions are up to date and for assisting employees with filing claims as required under Philippine labor laws.
Thailand
Maternity leave in Thailand is regulated by the Labor Protection Act, which ensures statutory benefits for all employees, including remote workers. The country’s Social Security Fund provides partial financial support for maternity leave, supplementing employer contributions.
- Maternity leave is 98 days, covering both pre- and postnatal periods.
- Employers fully pay the first 45 days, while the Social Security Fund covers 50% of wages for the remaining 53 days.
Employees must be registered with Thailand’s Social Security Fund and hold formal contracts to qualify for maternity leave benefits. Remote employees are eligible if employers maintain consistent contributions to the Social Security Fund, ensuring compliance with Thai labor law.
Indonesia
Maternity leave in Indonesia ensures financial security and job protection for all eligible employees, including those working remotely. Employers are obligated to fully fund maternity leave and comply with statutory requirements to safeguard employee rights. This entitlement is detailed in the Manpower Act (Law No. 13 of 2003).
- Employees are entitled to 90 days of maternity leave, divided into 45 days before childbirth and 45 days after.
- Employers must pay 100% of the employee’s salary during the entire leave period, ensuring financial stability for the employee.
Eligibility requires employees to hold formal employment contracts governed by Indonesian labor laws. Remote workers qualify for the same benefits as onsite employees, provided their contracts adhere to these regulations. Employers are responsible for ensuring compliance with labor standards, including timely and accurate leave payments.
Vietnam
The country’s approach is outlined in the Labor Code (Article 34) and the Social Insurance Law, which provide significant support during maternity-related absences. This system benefits employees by promoting health, family well-being, and financial security during critical life events such as childbirth and adoption.
- Employees are entitled to 180 days (6 months) of maternity leave for single births, with an additional 30 days for each additional child in cases of multiple births.
- The Social Insurance Fund fully covers 100% of the employee’s average monthly salary, which is calculated based on the wages on which social insurance premiums were paid in the 6 months prior to the leave.
Additional Leave and Benefits
- Prenatal Checkups: Pregnant employees are entitled to 5 prenatal checkups, with one to 2 days off for each checkup. This ensures that employees have the opportunity to monitor their health without worrying about work pressures.
- Post-Birth Leave: After giving birth or adopting a baby under 6 months of age, employees are granted 6 months of maternity leave. For multiple births, an additional 1 month of leave is provided per child from the second onward.
- Health Recovery Leave: If a female employee has not fully recovered after her maternity leave, she is entitled to 5-10 days of additional leave for health rehabilitation. The per diem for this leave is calculated at 30% of the employee’s basic salary.
- Miscarriage, Abortion, or Loss of Fetus: Female employees who experience a miscarriage, abortion, or loss of a fetus due to illness are entitled to 10-50 days off, depending on the age of the fetus at the time of loss. This ensures that women who experience such difficult circumstances can recover without the added concern of work.
- Intra-Uterus Device and Sterilization Leave: Female employees who undergo procedures such as intra-uterus device (IUD) insertion are allowed 7 days off, while those undergoing sterilization are entitled to 15 days off.
- Paternity Leave for Male Employees: Male employees whose wives give birth are entitled to 5-14 days of full-paid leave within the first 30 days after childbirth. This leave helps support fathers in bonding with their newborns and assisting in household responsibilities during the early days.
Eligibility requires employees, including remote workers, to contribute to the Social Insurance Fund for at least six months within the 12 months preceding childbirth. Part-time and full-time workers under formal contracts are covered, provided they meet these contribution requirements.
Switzerland
Switzerland provides statutory maternity leave with financial support and job protection through the Swiss Code of Obligations and the Loss of Earnings Compensation Act (EO). These regulations ensure benefits are available to all eligible employees, including remote workers, provided they meet social insurance contribution requirements.
- Employees are entitled to 14 weeks (98 days) of maternity leave, beginning on the day of childbirth.
- The maternity benefit covers 80% of the employee’s average salary, but is capped at CHF 220 per day. This compensation is provided through the Swiss social insurance system (OASI/AHV). In some cases, more generous provisions may be available through cantonal provisions, personnel regulations, or collective employment contracts.
In the unfortunate event of the father or spouse’s death within 6 months of the child’s birth, the mother is entitled to an additional 2 weeks of paid leave.
To qualify for maternity leave benefits, employees must meet the following conditions:
- Be insured under the OASI/AHV scheme for nine months before childbirth.
- Have worked for at least 5 months during their pregnancy.
- Be employed at the time of childbirth, whether through self-employment or as an employee in formal employment under Swiss labor contracts.
In addition to maternity leave, Switzerland also provides second parent (paternity) leave for fathers or spouses of the mother.
- Second parent leave lasts for two weeks (14 days).
- The second parent receives 80% of their earnings, capped at CHF 220 per day, similar to maternity leave benefits. Flexible leave options are available, and it can be taken all at once or as individual days within 6 months following the birth.
Unlike maternity leave, second parent leave is not extendable under Swiss law. However, if the mother passes away within 14 weeks of childbirth, the surviving spouse is entitled to 14 additional weeks of leave.
Summary of Maternity Leave Benefits and Conditions in Switzerland
| Type of Leave | Duration | Benefit | Eligibility |
|---|---|---|---|
| Maternity Leave | 14 weeks (98 days) | 80% of salary, capped at CHF 220/day | 9 months of OASI/AHV contributions, 5 months of work during pregnancy |
| Second Parent (Paternity) Leave | 2 weeks (14 days) | 80% of salary, capped at CHF 220/day | 9 months of OASI/AHV contributions, 5 months of work during pregnancy |
| Adoption Leave | 2 weeks | 80% of salary, capped at CHF 220/day | 9 months of OASI contributions, 5 months of work, child under 4 years old |
| Extension for Health Issues | Up to 56 days | 80% of salary, capped at CHF 220/day | Hospital stay of newborn exceeds 14 days |
| Additional Leave for Death | 2 weeks (Mother’s death within 6 months of childbirth) | Full pay | N/A |
Spain
Spain provides comprehensive maternity leave protections and benefits under the Workers’ Statute and the Social Security Law, ensuring financial and job security for employees, including remote workers. These laws guarantee full pay during maternity leave, funded by the Spanish social security system.
- Maternity leave lasts 16 weeks, with the option to extend by two additional weeks for each child in cases of multiple births, adoption, foster care, or disabilities.
- The leave is fully paid, with wages funded entirely by the social security system, ensuring financial stability throughout the leave period.
Spain offers shared parental leave, allowing the other parent to take part of the maternity leave after the initial six weeks of compulsory leave for the mother. Flexible arrangements for breastfeeding include up to one hour of daily leave or the ability to accumulate this time into full leave days, providing additional support for working parents.
Eligibility includes all employees under formal contracts who have contributed to social security for at least 180 days within the past seven years. Remote workers qualify as long as their contracts and contributions comply with Spanish labor laws. Self-employed individuals are also eligible if they voluntarily contribute to the social security system.
Argentina
Maternity leave in Argentina is protected under the Employment Contract Law (No. 20.744), offering statutory benefits and job security for formally employed women, including remote workers. These provisions safeguard the health and financial stability of employees during the maternity period.
- Maternity leave includes 90 days (12 weeks), divided into 45 days before childbirth and 45 days after. Employees may reduce pre-birth leave to extend postnatal leave with medical approval.
- Leave is fully paid, with wages directly covered by the employer, as mandated by Argentine labor law.
Argentina enforces strong job protection during maternity leave, prohibiting termination unless approved by a labor court in exceptional cases. Post-maternity, employees may reduce their working hours with proportional pay adjustments under the extended breastfeeding provisions, allowing flexibility until the child reaches six months of age.
Eligibility extends to all employees under formal contracts registered with Argentina’s social security system. Remote workers are entitled to the same benefits as onsite employees, provided their contributions to the social security system are current.
South Africa
Maternity leave in South Africa is governed by the Basic Conditions of Employment Act (BCEA), offering statutory protections and financial assistance to employees, including remote workers. Support during the maternity period is provided through the Unemployment Insurance Fund (UIF), ensuring partial income replacement.
- Maternity leave lasts for four consecutive months and can begin as early as four weeks before the expected delivery date. Early leave is permitted if medically necessary.
- Employers are not required to pay wages during maternity leave; the UIF covers up to 60% of the employee’s salary, provided contributions are current.
South Africa’s UIF Maternity Benefit Scheme enables employees to claim benefits for up to 121 days, aligning with the statutory leave duration. Employees must submit claims with documentation, including proof of contributions and a medical certificate confirming pregnancy. The BCEA also prohibits dismissal or discrimination against employees during pregnancy or maternity leave, ensuring job security throughout the period.
Eligibility covers all formally employed workers, including remote employees, provided they are registered with and contribute to the UIF. Contributions must be up to date to access benefits. Self-employed individuals and independent contractors are excluded unless they voluntarily opt into UIF contributions.
Saudi Arabia
In Saudi Arabia, maternity leave provides essential protections and financial security for eligible employees, including remote workers. Employers are required to uphold statutory benefits, ensuring equitable treatment for all employees regardless of their work location. These rights are outlined under the country’s Labor Law.
- Employees are granted 10 weeks of maternity leave, with 4 weeks allocated before childbirth and 6 weeks after. Adjustments to pre-birth leave can be made with a medical certificate.
- Wages during the leave period are fully paid by the employer, as mandated by Saudi labor laws.
Saudi labor law protects employees from dismissal or discrimination during pregnancy or maternity leave, reinforcing job security. Nursing mothers are also entitled to paid breastfeeding breaks during working hours for up to 24 months following childbirth, ensuring flexibility for remote workers to balance work and childcare.
Eligibility includes all employees under formal contracts aligned with Saudi labor regulations. Remote workers qualify for the same benefits as onsite employees, provided their employment agreements comply with these laws.
United Arab Emirates
The Labor Law (Federal Decree-Law No. 33 of 2021), which mandates comprehensive protections and benefits for all eligible employees regulates maternity leave in the UAE, including remote workers. The law also provides additional support for nursing mothers during the postnatal period.
- Maternity leave is set at 60 days, comprising 45 days of fully paid leave, followed by 15 days at half-pay.
- The leave is fully funded by the employer, as required under UAE labor law.
The law applies to all formally employed women, including those in remote work arrangements. There is no minimum service requirement, so maternity leave benefits are accessible from the first day of employment, as long as the employee’s contract adheres to UAE labor regulations.
Summary of Maternity Leave Duration across the UAE
| Region/Category | Maternity Leave Duration | Additional Details |
|---|---|---|
| Federal Government | 3 months (Fully Paid) | 2 hours reduced working hours per day for 6 months to nurse child |
| Abu Dhabi | 3 months (Fully Paid) | 2 hours reduced working hours for 1 year after delivery |
| Dubai Government | 90 days (Fully Paid) | Can extend to 120 days with annual/unpaid leave |
| Sharjah Government | 120 days (90 days paid + 30 days unpaid) | 2 hours reduced working hours for 6 months |
| Ras Al Khaimah Government | 90 days (Fully Paid) | 1-year nursing period |
| Private Sector (UAE-wide) | 60 days (45 days fully paid + 15 days half-pay) | Nursing breaks: 2 daily 30-min breaks for 6 months |
| Paternity Leave (UAE) | 3 days (Fully Paid) | Within the first month of the child’s birth |
Russia
Maternity leave in Russia offers comprehensive benefits to support employees during the maternity period, ensuring financial security and job protection. These entitlements, outlined in Article 255 of the Labor Code, are funded through the Social Insurance Fund (SIF) and apply to both onsite and remote workers.
- Maternity leave is set at 140 days for a single birth, split into 70 days before and 70 days after childbirth. This is extended to 156 days for complicated deliveries and 194 days for multiple births.
- Employees receive 100% of their average earnings during maternity leave, fully covered by the SIF.
In addition to maternity leave, employees can access parental leave for up to 18 months after the child’s birth. During this period, employees receive a monthly allowance equal to 40% of their average earnings, also funded by the SIF. These benefits are available to remote workers under the same conditions as onsite employees, offering long-term support for working parents.
Eligibility applies to employees under formal contracts contributing to the SIF. Remote workers qualify for the same benefits as onsite employees if their contributions are current and their contracts comply with Russian labor laws.
Nigeria
Maternity leave in Nigeria provides statutory protections and financial security for eligible employees, including remote workers. While public sector workers often benefit from enhanced provisions, the Nigerian Labor Act sets the foundation for maternity leave regulations across the country. Some states, like Lagos, have introduced more generous policies for public sector employees to further support maternal health and childcare.
- Private sector employees are entitled to 12 weeks (3 months) of maternity leave, while public sector employees in some states, such as Lagos, may receive up to 24 weeks.
- Full pay is provided during maternity leave, with wages funded entirely by the employer as mandated by the Nigerian Labor Act.
In addition to maternity leave, public sector employees in certain states benefit from extended breastfeeding periods and flexible return-to-work schedules, designed to promote work-life balance for mothers. These provisions aim to support maternal health and childcare, including for remote workers where applicable, though they are not yet standardized nationwide.
Eligibility applies to all women employed under formal contracts, including remote workers, provided they present a medical certificate confirming their expected delivery date. Employees must also comply with any internal company policies regarding maternity leave.
Hong Kong
Maternity leave in Hong Kong is governed by the Employment Ordinance, which mandates statutory benefits for all eligible employees, including remote workers. Employers are obligated to provide equitable maternity leave entitlements regardless of work location.
Employees are entitled to 14 weeks (98 days) of maternity leave.
Employers must pay 80% of the employee’s average daily wages for the entire leave period, with the government subsidizing the additional four weeks of leave introduced in 2020.
Medical Certificates / Certificates of Attendance
| Certification Pertaining to | Type of Certificates | Issued by a Registered Medical Practitioner | Issued by a Registered Chinese Medicine Practitioner | Issued by a Registered Midwife | Issued by a Registered Nurse |
|---|---|---|---|---|---|
| Pregnancy and the Expected Date of Confinement | Medical Certificate | ✓ | ✓ | ✓ | X |
| Actual Date of Confinement | Medical Certificate | ✓ | X | ✓ | X |
| An Additional Period of Not More Than 4 Weeks of Maternity Leave on Grounds of Illness or Disability Due to Pregnancy or Confinement | Medical Certificate | ✓ | ✓ | X | X |
| Absence from Work to Attend a Medical Examination in Relation to Pregnancy or Post-Confinement Medical Treatment, or by Reason of Miscarriage | Medical Certificate | ✓ | ✓ | X | X |
| Unfitness to Handle Heavy, Hazardous, or Harmful Work | Medical Certificate | ✓ | ✓ | X | X |
| Absence from Work to Attend a Medical Examination in Relation to Pregnancy | Certificate of Attendance | ✓ | ✓ | ✓ | ✓ |
After disbursing the full maternity leave pay on the regular pay date, employers may request reimbursement from the government for the maternity leave pay covering the 11th to 14th weeks, as outlined in the Employment Ordinance.
Hong Kong law prohibits the dismissal of employees during pregnancy or maternity leave, offering strong job protection for working mothers. Employees may also take up to four weeks of unpaid leave if additional time is needed, with prior agreement from their employer.
Eligibility requires employees to have worked continuously for the same employer for at least 40 weeks before the expected delivery date. This applies to both onsite and remote employees under formal contracts. Employees must also provide a medical certificate confirming their pregnancy and expected delivery date.
Pakistan
Maternity leave in Pakistan is regulated under the Maternity Benefits Ordinance, which provides statutory protections for employed women, including those working remotely. Employers are legally obligated to provide paid maternity leave, ensuring compliance with the country’s labor laws.
- Maternity leave consists of 12 weeks (6 weeks before childbirth and 6 weeks after).
- Employers are required to pay employees their full wages during the maternity leave period.
Eligibility requires women to be employed under formal contracts for at least four months prior to childbirth. This applies equally to remote employees, provided their contracts adhere to Pakistani labor laws. Employees must notify their employer of their pregnancy and provide relevant medical documentation confirming their expected delivery date.
Poland
Poland offers one of the most comprehensive maternity and parental leave frameworks in Europe, ensuring robust financial and job protections for employees. These benefits, designed to support work-life balance, are accessible to both onsite and remote workers, with additional provisions for adoptive parents and shared caregiving responsibilities.
- Employees are entitled to 20 weeks of maternity leave for single births, extending to 31 weeks for twins and up to 37 weeks for multiple births. Parental leave of up to 32 weeks can also be taken by either parent.
Duration of leave based on the number of children
| Number of Children Born | Maternity Leave Duration |
|---|---|
| One child | 20 weeks |
| Two children | 31 weeks |
| Three children | 33 weeks |
| Four children | 35 weeks |
| Five or more children | 37 weeks |
- Maternity leave is fully paid for the first 6 weeks and paid at 60% for the remainder, with an option to average the pay at 80% over the entire leave period.
- Employees receive a maternity allowance of 100% of their salary during maternity leave and up to 80% during parental leave (depending on the choice made). The allowance is provided by the social insurance system, ensuring financial stability during this critical period.
Parental leave of up to 32 weeks can be taken by either parent, or shared between them, with the total leave period not exceeding 52 weeks when combining maternity and parental leave.
- It can be split between parents, with each parent entitled to take leave in portions, but the total leave must not exceed the statutory limits. In cases of multiple births or simultaneous adoption of multiple children, the total leave can be extended to 34 weeks.
- Parental leave can be used flexibly, in one block or in no more than four parts. Additionally, parents may combine parental leave with part-time work for the same employer, subject to certain limits.
Eligibility includes employees with formal contracts who contribute to Poland’s social insurance system. Remote workers are entitled to the same benefits as onsite employees if they meet these requirements. Parental leave provisions also apply to adoptive parents, enabling families to distribute caregiving responsibilities flexibly.
Greece
Greece provides generous maternity leave policies, blending statutory protections with financial support to ensure the well-being of working mothers. Backed by the National General Collective Labor Agreement, these benefits apply to all eligible employees, including remote workers, through contributions to social insurance funds.
- Maternity leave lasts 17 weeks, split into 8 weeks before childbirth and 9 weeks after.
- The leave is fully paid, with costs shared between the employer and Greece’s social insurance system, ensuring financial stability for employees during this period.
Employees in Greece can take advantage of special maternity protection leave for up to 6 months after their initial maternity leave. During this period, a monthly benefit equal to the minimum statutory salary is provided through the Manpower Employment Organization (OAED), making it accessible to remote workers as well.
Egypt
In Egypt, maternity leave policies prioritize the financial security and job protection of expectant mothers, offering comprehensive benefits to eligible employees. Backed by the Labor Law, these entitlements apply equally to remote and onsite workers under formal contracts.
- Maternity leave lasts for 90 days (approximately 13 weeks) and must be taken consecutively around the childbirth period.
- Employees receive full pay during this period, with wages funded directly by the employer, as mandated by Egyptian labor law.
Egyptian labor law provides mothers with up to two years of unpaid childcare leave per child, allowing extended flexibility after maternity leave while maintaining job security. Nursing mothers are also entitled to two paid breaks per day during working hours for up to 24 months post-birth, ensuring time for childcare responsibilities. These benefits are applicable to both onsite and remote roles.
Eligibility requires employees to have worked for the same employer for at least 10 months before childbirth. Remote workers qualify under the same conditions as onsite employees if their contracts comply with Egyptian labor laws. Employers may request a medical certificate to confirm pregnancy and the expected delivery date when processing maternity leave applications.
Israel
Maternity leave in Israel is regulated by the Women’s Employment Law, which ensures statutory protections and financial support for all eligible employees, including remote workers. Benefits are funded by the National Insurance Institute (NII) to provide financial security during leave.
- Employees are entitled to 15 weeks (105 days) of maternity leave, with an additional option for 12 weeks of unpaid leave if requested.
- During the paid leave period, employees receive their full wages, which are fully funded by the National Insurance Institute (NII). Additionally, employees are entitled to a maternity allowance. This allowance is determined based on the income on which insurance contributions have been paid, with a maximum daily allowance of NIS 1,655 (effective from January 1, 2024).
Israel allows mothers to transfer part of their maternity leave to the father, enabling shared parental leave after the first 6 weeks. Nursing mothers are also entitled to one paid hour of leave per day during working hours for up to 4 months after returning to work. These provisions are applicable to remote workers, offering flexibility for co-parenting and childcare responsibilities.
Eligibility requires employees to have at least 12 months of continuous employment under a formal contract before childbirth.
Kenya
Maternity leave in Kenya is a statutory entitlement under the Employment Act, offering financial security and job protection to eligible employees, including those working remotely. The law ensures that employers provide paid leave and other supportive measures for working mothers, reinforcing the rights and welfare of employees during the maternity period.
- Maternity leave spans 12 weeks (3 months) and must be taken as a continuous period around childbirth, as required by law.
- Employers are mandated to pay full wages during maternity leave, ensuring that employees receive uninterrupted financial support.
Nursing mothers returning to work are entitled to one hour of paid time off daily for breastfeeding or childcare purposes. This provision applies to remote and onsite employees alike, enabling mothers to balance their professional and parental responsibilities effectively.
Eligibility covers all formally employed women, including remote workers, with no minimum tenure required.
Colombia
Maternity leave in Colombia is regulated by the Labor Code and supported by the country’s public healthcare system, ensuring financial security for eligible employees, including those working remotely. Employers are required to adhere to these provisions, regardless of work arrangements.
- Maternity leave is set at 18 weeks (126 days), with additional time granted for medical complications or premature births.
- The leave is fully paid, with costs jointly covered by the employers and the public healthcare system (administered through EPS, or Entidades Promotoras de Salud).
Colombia’s laws also provide for breastfeeding breaks, allowing mothers to take up to an hour of paid time off each day for nursing or childcare purposes until the child reaches six months of age. These breaks apply to remote workers as well, offering flexibility to balance work and parental responsibilities.
Eligibility applies to employees enrolled in Colombia’s public healthcare system and working under formal contracts. Remote workers qualify for the same benefits as onsite employees, provided their healthcare contributions are current.
Chile
Chile’s maternity leave policies, governed by the Labor Code and supported by the public healthcare system, provide strong protections and financial stability for employed women, including those working remotely.
- Maternity leave lasts 18 weeks (126 days), with an option to extend by an additional 12 weeks as parental leave.
- The initial 18 weeks are fully paid, funded through the public healthcare system, while the 12 weeks of parental leave are paid at 50% of the employee’s average wage.
In addition to parental leave, Chilean labor laws grant breastfeeding mothers an hour of paid time off daily until their child reaches two years of age. This benefit is applicable to remote workers as well, allowing flexibility to manage childcare alongside work responsibilities.
Eligibility applies to employees with formal contracts who are registered with Chile’s public healthcare system and have met the required contribution criteria. Remote workers are entitled to the same benefits as onsite employees, provided their employment contracts comply with Chilean labor laws.
Turkey
Regulated by the Labor Code and supported by the Social Security Institution (SGK), these benefits extend to all eligible employees, including those working remotely.
Turkey’s maternity leave provisions are structured to support mothers throughout the critical pre- and post-birth periods:
Standard Maternity Leave: Employees are entitled to 16 weeks (112 days) of fully paid leave:
- 8 weeks before childbirth
- 8 weeks after childbirth
Optional Unpaid Leave: Mothers can request an additional 6 months of unpaid leave following their maternity leave. While this extension is unpaid, it allows mothers more time to care for their newborn without the pressure of returning to work immediately.
Turkey provides paid breastfeeding breaks of 1.5 hours daily for nursing mothers until their child is one year old. These breaks can be adjusted to suit remote work schedules, ensuring flexibility for childcare. Additionally, parents may take advantage of part-time work arrangements after maternity leave, allowing a gradual transition back to full-time work while still receiving a portion of their salary.
Turkey’s maternity leave policies prioritize the financial and emotional well-being of new mothers, offering comprehensive benefits such as paid leave, breastfeeding breaks, and flexible work arrangements. These policies not only promote gender equity in the workplace but also create a supportive environment for working parents.
Cuba
Cuba’s maternity leave policies are among the most generous globally, reflecting the country’s socialist framework. These benefits apply universally to all formally employed women, including those working remotely.
- Maternity leave consists of 18 weeks (126 days), with an additional one year of parental leave available to either parent.
- Maternity leave is fully paid, while parental leave is paid at 60% of the employee’s average salary, funded by the social security system.
Cuban labor laws grant nursing mothers paid breastfeeding breaks, allowing flexibility to manage childcare during work hours. These breaks can be arranged as part of a remote work schedule to support the health and well-being of both mother and child.
Eligibility applies to all employees under formal contracts who are registered with Cuba’s social security system. Remote employees are entitled to the same benefits as onsite workers, provided their contributions are current and their employment contracts comply with Cuban labor regulations.
Managing Remote Teams with Diverse Leave Policies
Managing remote teams with diverse leave policies can be tricky.
Time zone differences can make communication a huge problem, especially when coordinating work while someone’s on leave. For instance, a team member in the US may be on leave while their colleagues in Europe are working. This leads to potential delays in project timelines, miscommunication, conflict, and so on.
Keeping workloads balanced is another problem, as you don’t want to overburden team members while others are away. The fear of speaking up or asking to reduce your workload often leads to burnout. That’s why many employees report feeling overwhelmed when colleagues are on leave.
And let’s not forget the impact on team morale. When someone’s out, it can affect the overall team dynamic. This is especially true for remote workers who feel disconnected from their teams when colleagues are absent without proper communication.
But don’t worry, there are solutions. Expertise from the right people can bridge these gaps and keep everyone on the same page, no matter who’s on maternity leave.
We’re talking about RemotePeople – your future partner in simplifying maternity leave for remote teams.
Here’s how they can help:
- HR Consulting: RemotePeople’s HR experts can help you navigate leave policies in different countries. They can help you understand local regulations, stay compliant, and develop maternity leave policies for your remote team.
- Talent Acquisition: When a team member is on maternity leave, you may need someone to fill in temporarily. RemotePeople’s recruitment services can help you find skilled remote workers to cover the workload and keep things running.
- Remote Work Infrastructure: A strong remote work infrastructure is the key to maintaining productivity and team morale while someone is on leave. RemotePeople can help you set up efficient workflows and give you the tools needed to ensure a smooth transition for everyone involved.
Empower the Mothers in Your Team With Remote People
The differences in maternity leave by country can make implementation seem tricky. But it’s actually quite the opposite. The better you understand these policies, the more you’ll be able to support your employees and build a more inclusive and empathetic workplace.
This isn’t just great for your employees – it benefits you, too. Remember, a happy and supported workforce is a productive one.
If you’re ready to take the next step, contact RemotePeople today!
We can help you streamline your leave management processes, boost team morale, and create a truly global workplace.
