Maternity Leave: A Guide for International Employers

Learn the laws and policies of maternity leave in different countries and go global with ease

Employee Benefits

Julienne Raboca

March 19, 2024

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Key Takeaways

Maternity leave is crucial for new mothers to bond with their newborns and contribute to the employee’s well-being, retention, and overall productivity. Yet, not every country deals with the subject in the same way. Due to different policies across the globe, the topic can be as tricky as it is essential for international employers.

This comprehensible guide will answer these and many more questions to help you safely navigate maternity leave requirements and create an even better workplace, avoiding potential road bumps.

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Maternity Leave Laws Around the World

Understanding the average maternity leave by country helps employers grasp the global landscape, ensuring their policies are competitive and in line with international standards.

According to the ILO (International Labour Organization) standards, maternity leave is a universal human and labor right and should last at least 14 weeks. Still, the ILO recommends increasing that period to 18 weeks of paid parental leave so the mother can have more time to rest and recover properly.

However, regarding maternity leave requirements, two variables change between the 152 countries that offer the benefit: leave duration and financial compensation. During said leave, the mother can either be fully paid maternity leave, paid in part, or not paid at all.

To guarantee compliance, employers must keep up-to-date with each country's maternity leave laws. Here are some examples of maternity leave by country around the world. This section highlights the differences in paid maternity leave by country, illustrating how compensation during leave varies globally.

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The Americas

Maternity leave in the Americas
Country	Maternity Leave
Argentina	12.8 weeks of fully paid leave
Brazil	17.1 weeks of fully paid leave
Canada	Paid at 55% average insurable weekly earnings with a cap of $63,200 per year
Chile	18 weeks paid at an average of 73.2% of earnings
Costa Rica	16 weeks at full pay
Mexico	12 weeks of fully paid leave

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Europe

Maternity leave in Europe
Country	Maternity Leave
Bulgaria	Up to 90% of pay depending on the prior 24 months of social security contributions
Czech Republic	28 weeks of 70% paid leave for a single birth
France	Full pay calculated at average income over the past 3 months subject to French social security ceiling
Germany	14 weeks paid leave; pay is capped at approx €13 per day (% will depend on salary)
Greece	17 weeks is at full pay capped at the highest social security bracket; the following 24 weeks are additional which can be taken at the minimum wage rate + holiday and leave allowance
Italy	20 weeks at 80% of salary
Norway	15 weeks at 100% pay or 19 weeks at 80% pay
Poland	20 weeks maternity leave at 100% pay. Subsequent parental leave is 100% for 6 weeks, then 60% for 26 weeks. OR: both maternity and parental leave can be taken at 80% pay.
Spain	Full pay but subject to a social security ceiling
Sweden	No maternity leave; instead, 480 days of shared parental leave (240 days per parent), paid at 80% of salary for the first 390 days and 180 SEK/day for the remaining 90 days.
United Kingdom	Eligible for 52 weeks of maternity leave, with Statutory Maternity Pay for 39 weeks: 90% of average weekly earnings (AWE) for the first 6 weeks, then the lesser of £172.48 or 90% AWE for weeks 7-39.

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Asia-Pacific

Maternity leave in the Asia-Pacific region
Country	Maternity Leave
Australia	12 months unpaid leave, plus a Paid Parental Leave Scheme offering 20 weeks at the national minimum wage of $176.55 per day before tax.
India	26 weeks of fully paid maternity leave, based on average salary.
Japan	14 weeks of 67% paid leave to a maximum of ¥284,415 per month
Malaysia	98 days (14 weeks) of consecutive paid maternity leave, based on average salary.
New Zealand	26 weeks of fully paid leave
Singapore	16 weeks maternity leave for children who are Singaporean; first 8 weeks paid by the employer at usual gross salary, next 8 weeks funded by the government, capped at $10,000 every 4 weeks (up to $20,000 per child). Non-Singaporean children qualify for 12 weeks only.

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Africa/Middle East

Maternity leave in Africa and the Middle East
Country	Maternity Leave
South Africa	16 weeks of unpaid leave, potentially paid by the employer. Contributors may receive maternity benefits from the Unemployment Insurance Fund (UIF), covering a portion of your salary for up to four months.
Nigeria	12 weeks of leave paid at 50% of salary (including allowances) by the employer.
Israel	Maternity leave varies by tenure—15 weeks for those with less than a year of employment and 26 weeks for more than a year. Only the first 15 weeks are paid in full; any additional time (up to 11 weeks) is unpaid.

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Evaluating the best maternity leave by country allows employers to understand which nations offer the most comprehensive support for new mothers, setting a benchmark for global maternity policies.

Also Read: What Are the Best Countries for Maternity Leave?

The Impact of Maternity Leave on Employer Obligations and Practices

Let's examine the common employee rights during maternity leave to better understand the scope of employer obligations and practices.

No Pregnancy Discrimination

Pregnant workers may feel entitled to take legal action if they are treated less favorably due to their pregnancy or family responsibilities or if they’re asked to perform tasks not suitable for someone in their state.

Extended Maternity Leave

Some countries allow employees to take more leave in exchange for disadvantages, such as not being paid for the extra time or pausing their career progression.

Parental Leave

In addition to paid maternity leave, 63% of countries offer parental leave. However, the leave duration is often smaller than the mother’s, usually under three weeks of maternity leave.

Guaranteed Previous Position Following Leave

This is one of the more important things to keep track of. Every mother has the right to return to her previous position upon returning to work, no matter how much time she spends on leave.

Transparency is key

A great thing to do when implementing maternity leave policies in your company is to plan and disclose everything in advance. That way, you can ensure you and your team are up-to-date with all respective duties and procedures, avoiding any possible hiccups.

Here are some tips that will help you through this process:

● Previously define those eligible for a paid maternity leave, stating criteria such as length of service, full-time status, etc.

● Establish the leave duration, including possible extensions and other additional arrangements.

● Declare the pay and all the benefits employees receive during the maternity leave beforehand.

● Specify the notice requirements. Let your team know when they should inform you about their pregnancy and when they plan on taking maternity leave.

● Assure job protection. Your employees must know their positions will remain secure.

● Adapt your company to better accommodate pregnant employees and those returning from maternity leave. The gold standard is creating flexible work schedules.

Challenges and considerations

Maternity leave policies have evolved significantly in recent years to reflect the changing dynamics of the modern workforce. With globalization and the rise of remote work, employers face new challenges in managing maternity leave across borders and in diverse cultural contexts. Here are some challenges that global employers may encounter and tips on how to deal with them.

Managing Maternity Leave in Remote Work Environments

The advent of remote work has blurred traditional boundaries, presenting opportunities and challenges for managing maternity leave. Remote employees may require flexible arrangements to balance work and caregiving responsibilities effectively.

Employers should prioritize communication and collaboration, offering remote-friendly maternity leave policies that accommodate the unique needs of remote workers.

Addressing Cultural and Societal Norms Impacting Maternity Leave

In some cultures, there may be stigma or pressure surrounding maternity leave, leading to reluctance among employees to take time off.

Mitigating Legal Risks Associated with Maternity Leave

Legal risks associated with maternity leave include potential discrimination claims, wrongful termination lawsuits, and labor law violations. Employers must take proactive steps to mitigate these risks by implementing fair and equitable maternity leave policies, providing adequate training to managers, and fostering a culture of inclusion and diversity within the organization.

Supporting Fathers and Non-Birth Parents in Parental Leave Policies

While maternity leave is typically associated with birth mothers, it's essential to recognize the importance of supporting fathers and non-birth parents in parental leave policies. Employers should offer gender-neutral parental leave benefits that enable all parents to bond with their newborns and support their families.

By encouraging fathers and non-birth parents to take advantage of parental leave, employers can promote gender equality, strengthen family bonds, and create a more inclusive workplace for all employees.

Final Thoughts

In an increasingly interconnected and diverse world, managing maternity leave requires a nuanced understanding of legal, cultural, and societal factors. Employers must prioritize compliance, equity, and inclusion, recognizing the role of maternity leave in supporting working parents and promoting gender equality.

That’s where Playroll comes in. Our expert and global team of HR professionals are ready to help you safely navigate maternal leave and offer your international workforce all the benefits they seek. Don’t worry about all the legal hurdles: count on us. Request a demo today.

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