Maternity Leave By Country: Guide for Global HR Teams
Balancing maternity leave policies globally is both a necessity and a challenge. Effective maternity leave can significantly boost your company’s retention rates.
After all, mothers who utilized paid leave had a 2.6% chance of quitting their jobs compared to a probability of 34.3% for those who didn’t.
However, global HR teams must navigate a convoluted landscape of laws, pay structures, and cultural norms to offer equitable employee benefits.
In Norway, for instance, mothers are entitled to up to 49 weeks at full pay, a stark contrast to the U.S., where there’s no federal mandate for paid maternity leave.
Such differences must be considered to establish fair, competitive employee benefits worldwide.
This guide dives into maternity leave policies by country, covering countries with full pay, those with none, and everything else in between.
We’ll explore global trends, data-backed insights on employee retention, and key compliance tips for HR teams managing international staff.
Countries With 100% Paid Maternity Leave
| Country | Number of Weeks | Additional Info |
| Austria | 16 | The payment period is prolonged to 12 weeks in case of premature/multiple births and in case of Caesarean sections. Employment protection extends until the child is 2 years old. |
| Brazil | 17 | Companies enrolled in the “Empresa Cidadã” program extend leave to 24 weeks, but this is optional and requires the employer to formally register. Employees can start the leave 28 days before the due date. |
| Chile | 18 | Offers additional “postnatal parental leave” with flexibility to share some weeks with fathers |
| Colombia | 18 | Maternity leave covers 1/2 week(s) before and 17/16 weeks after birth |
| Costa Rica | 4 months | Maternity leave is split into 1 month of prenatal and 3 months of postnatal leave; the employer pays 50% of the salary and the government pays the other 50% |
| Croatia | 14 | Starts 28 days before birth with an option to extend if complications arise |
| Estonia | 14 (max. 100 days) | Mothers can divide their leave pre and post-birth in various ways |
| Hungary | 24 | Hungarian mothers receive an "infant care allowance" post-maternity leave for a maximum of 168 days following the birth; complex application process for non-Hungarian nationals. |
| France | 16 | For the arrival of the 3rd child and any after that, the amount of leave is increased to 26 weeks |
| Germany | 14 | Leave can start 6 weeks before birth and continue for 8 weeks post-birth; maternity protection law requires workplace adjustments, particularly in physical jobs. |
| India | 26 | Extended leave is available for women with two or more children (12 weeks); also requires crèche facilities in workplaces with more than 50 employees. |
| Israel | 15 | Eligible for government-funded leave after 10 months of work; additional 12 unpaid weeks can be taken |
| Malaysia | 14 | The law includes compulsory maternity benefits only for Malaysian citizens |
| Mexico | 12 | Split evenly before and after birth, with job protection; employers are required to support some social security costs. |
| Netherlands | 16 | Maternity leave starts 4-6 weeks before birth; strict eligibility based on continuous insurance, affecting expats and contract workers. |
| New Zealand | 26 | Leave applies to "primary caregivers," which includes adoptive parents, making it more inclusive |
| Philippines | 15 | Offers an additional 15 days to solo mothers; law mandates employers to shoulder costs if insurance is insufficient |
| Poland | 20 | 14 weeks are strictly reserved for the mother after the birth, with the remaining 6 transferable to fathers; social insurance complexities can affect expat employees. |
| Portugal | 17 | Offers 6 additional weeks if shared with the father |
| Singapore | 16 | Must have served the employer for a continuous period of at least 3 months before the birth of the child |
| Slovenia | 15 | Eligibility based on employment history, with additional leave available for child health needs |
| Spain | 16 | 6 mandatory weeks taken immediately after birth; additional weeks available in case of twins or premature birth |
Countries With No Paid Maternity Leave
| United States |
| Marshall Islands |
| Micronesia |
| Palau |
| Papua New Guinea |
| Nauru |
| Niue |
| Suriname |
| Tonga |
In a handful of countries, maternity leave remains an employee benefit rather than a government-mandated right, making it challenging for companies to offer competitive support to new mothers.
Small island nations like Tonga, Marshall Islands, and Micronesia lack the resources for private companies to offer paid leave independently.
Instead, they offer family-focused benefits rather than direct paid leave, like family health coverages or childcare stipends.
Maternity Leave In The United States
In the United States, the Family and Medical Leave Act (FMLA) allows for up to 12 weeks of unpaid leave for childbirth and other family needs.
However, it only applies to businesses with 50 or more employees, excludes part-time or newly hired employees, and doesn’t provide financial support.
Due to these conditions, about 44% of workers are not eligible for FMLA, prompting companies across sectors to design their own maternity leave solutions to retain talent.
Large companies like Netflix have set new standards for maternity leaves, offering up to 52 weeks of fully paid leave, with the flexibility for parents to return part-time if they choose.
Another example is Accenture, which extends 16 weeks of fully paid maternity leave, plus several return-to-work programs that provide career support, skills, and flexibility for people joining after a career break.
It shows a broader shift toward customizable leave options, at least for companies that can afford it.
For small to medium-sized businesses (SMBs), which make up 99.9% of all U.S. businesses, providing fully paid maternity leave can be financially challenging.
Many SMBs respond by implementing flexible work arrangements and gradual return-to-work options.
Some small companies also offer staggered work hours or compressed workweeks for new mothers, allowing them to manage both work and family effectively.
Another approach adopted by some SMBs is providing part-time options for new mothers transitioning back to work.
This includes splitting roles or assigning some responsibilities to other team members temporarily, allowing new mothers to gradually get back up to speed.
Beyond the FMLA, The Pregnant Workers Fairness Act was recently passed that requires businesses with 15 or more employees to offer “reasonable accommodations” to pregnant employees, such as modified duties, additional breaks, or modified schedules.
For global HR teams, understanding both federal and local requirements–particularly around accommodations and flexible working hours–is crucial to crafting better policies.
U.S. States With Paid Maternity Leave
In the US, several states have their own regulations around maternity leaves. This regulation is applicable over the FMLA, mandating maternity leaves in several places.
| State | Number of Weeks of Paid Maternity Leave | Wage Replacement | Additional Information |
| California | Up to 8 weeks | 60% to 70% pay, depending on the income level | Funded through the Paid Family Leave (PFL) program; eligible employees must have paid into State Disability Insurance (SDI). |
| Colorado | Upto 12 weeks | 90% pay, capped at $1,100 per week | The program takes effect in 2024 under Colorado’s Paid Family and Medical Leave Insurance (FAMLI) Act; additional leave for complications. |
| Connecticut | Up to 12 weeks | 95% of wages for minimum wage workers, 60% of earnings for those earning above the minimum wage, capped at $941.40 per week | Effective 1 Jan 2025, the cap will be increased to $981/week. Administered by the Paid Family and Medical Leave Insurance Authority; state program established in 2022. |
| Delaware | Up to 12 weeks | 80% pay, capped at $900 per week (starting in 2026) | Delaware’s Paid Family and Medical Leave Act begins in 2026; available only to full-time employees at larger companies. |
| Massachusetts | Up to 12 weeks | 80% of wages, capped at $1,149.90/week | Cap will be increased to $1,170.64/week in 2025; Paid Family and Medical Leave (PFML) program; funded by employer and employee contributions. |
| Maryland | Up to 12 weeks | Varying pay rates, capped at $1,000 per week (starting in 2026) | Known as the Time to Care Act, it will go into effect in 2026; covers birth, adoption, and fostering of children. |
| Maine | Up to 12 weeks | 66% to 90% pay, depending on the income level (starting in 2026) | Maine's program is scheduled for implementation in 2026, covering birth and other caregiving needs. |
| Minnesota | Up to 12 weeks | 90% of pay, depending on the income level (starting in 2026) | Minnesota’s paid family leave law will start in 2026, funded by payroll contributions. |
| New Jersey | Up to 12 weeks | 85% of pay, capped at $1,055 per week | Available through the Family Leave Insurance (FLI) program; includes partial wage replacement and job protection. |
| New York | Up to 12 weeks | 67% of weekly pay, capped at $1,151.16 per week | Funded through employee payroll contributions; coverage increases gradually over time since the program began in 2018. |
| Oregon | Up to 12 weeks | 100% pay, capped at $1,568 per week | Paid Leave Oregon covers birth, adoption, and serious health conditions; program funded through employer and employee payroll contributions. |
| Rhode Island | Up to 6 weeks | 60% of pay, capped at $1,043 per week | Offered through the Temporary Caregiver Insurance (TCI) program; requires prior employment contributions. |
| Washington | Up to 12 weeks | 90% of wages, capped at $1,456 per week | Paid Family and Medical Leave (PFML) program; includes an extra 2 weeks for pregnancy complications, bringing total to 14. |
| Washington, D.C. | Up to 12 weeks | 90% of wages, capped at $1,049/week | D.C.’s Universal Paid Leave Act includes leave for birth, adoption, and fostering; funded by employer payroll tax. |
Additionally, South Carolina offers 12 weeks’ paid parental leave to state employees. Each state program has specific eligibility criteria, typically requiring recent employment and payroll contributions.
Countries With The Longest Maternity Leave
| Sweden | 69 weeks at SEK 250 to SEK 1,116 per day |
| Bulgaria | 58.6 weeks at 90% pay |
| United Kingdom | 52 weeks at 90% pay |
| Canada | 50 weeks at 55% pay (15 weeks at 55% pay, plus 35 weeks at 55% or 61 weeks at 33% pay) |
| Norway | 49 weeks at 100% pay (or 59 weeks at 80% pay) |
| Slovakia | 34 weeks at 75% pay |
| Czech Republic | 28 to 37 weeks, depending on the number of children, at 70% pay |
| Croatia | 26 weeks at 100% pay |
| New Zealand | 26 weeks at 100% pay |
| Greece | 17 weeks at 66% pay |
Maternity Leave In Other Countries Around The World
In addition to the countries we covered above, below is a list of maternity leave benefits in several other countries:
| Australia | 20 weeks at the national minimum wage |
| China | 14 weeks at 100% pay |
| Italy | 20 weeks at 80% pay |
| Saudi Arabia | 10 weeks at 100% pay |
| Thailand | 14 weeks at 100% pay for the first 45 days |
| United Arab Emirates | 8.6 weeks at 100% pay for the first 45 days, then 50% pay for the remainder |
Which Countries Offer Paid Paternity Leave?
| Canada | 5 weeks at 55%, capped at CA$650 per week |
| Estonia | 4.3 weeks at varying rates, depending on how much social tax the employee pays, capped at €4,733.53 |
| France | 3.6 weeks at about 70% pay, capped at €3,864 per month |
| Iceland | 26 weeks at 80% pay, capped at ISK 600,000 per month |
| Japan | 4 weeks at 67% pay, capped at ¥15,190 per day, extendable up to 52 weeks |
| Lithuania | 4.3 weeks at 77.58% pay |
| Norway | 49 weeks at 100% pay (or 59 weeks at 80% pay) |
| Slovenia | 4.3 weeks at 100% pay |
| Spain | 16 weeks at 100% pay |
| Sweden | 240 days with 195 days at 100% pay and the remaining days at 180 SEK/day |
Providing Supplemental Maternity And Paternity Leave: Considerations For Global Companies
Supplemental maternity and paternity leave can be a decisive factor in attracting and retaining top talent, especially in countries like the U.S. where family leave is minimal or unpaid.
Research shows that there is a 70% lower turnover amongst working moms who have access to 12 weeks of paid leave.
For companies operating across multiple regions, compliance is a major challenge when implementing standardized leave policies.
As covered above, legal requirements differ widely by country, complicating payroll, tax withholdings, and other administrative processes.
This is why many organizations tackling global HRM use an Employer of Record (EOR) to handle in-country compliance, payroll, and benefits and provide guidance on cultural differences.
EORs act as local entities, ensuring compliance with each country’s specific regulations while allowing companies to offer a unified leave policy.
Additionally, EOR services can help with localizing benefits–for example, adding extended postpartum health support in countries with high rates of maternal health issues, like India.
They can also assist in administering tax-free child allowances in Europe, where specific tax breaks may be available for maternity benefits. These adjustments allow companies to respect local norms while remaining consistent in offering supplemental leave.
On a domestic level, a professional employer organization can help keep you compliant and competitive when operating in different states.
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In summary, paid family leave policies are a crucial tool in any global HR team’s toolbox.
Considering the vast number of countries and their differing laws, it’s important to keep tabs on all the rules and regulations to ensure you can create attractive, yet compliant maternity leave policies.
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