Maternity Leave

Maternity leave is a period of authorised time off work for a woman before and after she gives birth. It allows her to focus on her health, recover from childbirth, and care for her newborn. Depending on the country and employment terms, maternity leave may be paid, unpaid, or supported through government schemes.

Most countries set a legal minimum for maternity leave duration, and it usually includes time both before and after the birth.

Physical recovery

Pregnancy and childbirth are physically demanding. Maternity leave gives mothers essential time to rest, heal, and reduce the risk of postnatal complications.

Family bonding

Time off after childbirth helps mothers bond with their babies, establish feeding routines, and adjust to life with a new family member.

Mental health

This time away from work also supports emotional well-being and can lower the risk of postpartum depression. It gives mothers space to settle into parenthood without pressure.

Workplace equality

Providing maternity leave helps level the playing field for women at work. It allows them to continue their careers while starting a family, without being penalised for taking time off.

Financial stability

Paid maternity leave ensures that new mothers can focus on recovery and childcare without worrying about losing income during this critical period.

Paid maternity leave

This type of leave offers either full or partial pay during the time off. In some countries, employers cover this, while in others, the government provides financial support. For example, in the UK, eligible employees receive up to 39 weeks of Statutory Maternity Pay.

Unpaid leave

In places where paid leave isn’t mandatory, employees might still be allowed time off, but without pay. They may still be protected from dismissal during this time.

Parental leave

Some countries offer parental leave in addition to or instead of maternity leave. This leave can be taken by either parent to care for the child after birth.

Shared parental leave

In certain countries, such as the UK, maternity leave can be partially shared with a partner, allowing both parents to split the time off.

Extended leave

Maternity leave can sometimes be extended, especially in cases of medical complications, multiple births, or if the baby needs extra care.

Native Teams’ absence management tools make it easier for employers to handle these different types of leave.

In most countries, yes. Employers are legally required to offer maternity leave, but the rules vary depending on the location, type of employment, and length of service. Businesses with international teams often partner with an Employer of Record provider to make sure they follow local laws.

Generally, full-time and part-time employees are entitled to maternity leave if they’ve been with the company for a certain period. For example, in the UK, an employee must have worked for at least 26 weeks before the 15th week before the due date to qualify.

Adoptive parents or surrogate mothers may also be eligible in some countries. Freelancers and contractors aren’t usually covered unless specified in their contract or local employment schemes.

United Kingdom

• Duration: Eligible employees can take up to 52 weeks off.
• Pay: Statutory Maternity Pay (SMP) is provided for up to 39 weeks.
• First 6 weeks: 90% of the employee's average weekly earnings (before tax).
• Next 33 weeks: £187.18 or 90% of the employee's average weekly earnings (whichever is lower).
• Eligibility: Employees must have worked continuously for at least 26 weeks up to the 15th week before the expected week of childbirth and earn at least £125 per week.

To learn more, read our UK Hiring Guide.

United States

• Duration: Under the Family and Medical Leave Act (FMLA), eligible employees may take up to 12 weeks of unpaid leave.
• Pay: There is no federal requirement for paid maternity leave, but some states have separate policies offering paid leave.

To learn more, read our US Hiring Guide.

Germany

• Duration: Mothers are entitled to 14 weeks of paid leave—6 weeks before and 8 weeks after the birth.
• Extensions: In cases of premature or multiple births, the postnatal period extends to 12 weeks. If the baby is born before the expected date, the unused prenatal leave is added to the postnatal period.
• Pay: The payment is covered by the “Mutterschaftsgeld” (maternity allowance) provided by the statutory health insurance.

To learn more, read our Germany Hiring Guide.

France

• Duration: Standard maternity leave is 16 weeks—6 weeks before and 10 weeks after birth.
• Extensions: The duration increases based on specific circumstances:
• Third child: 26 weeks (8 weeks prenatal, 18 weeks postnatal).
• Twins: 34 weeks (12 weeks prenatal, 22 weeks postnatal).
• Triplets or more: 46 weeks (24 weeks prenatal, 22 weeks postnatal).
• Complications: Additional leave may be granted based on medical advice.

To learn more, read our France Hiring Guide.

Australia

Australia is expanding its paid parental leave to offer better support for working families.

• Leave duration: Parents of children born or adopted from 1 July 2024 can access up to 22 weeks of paid leave. This will increase to 24 weeks in 2025 and 26 weeks in 2026.
• Pay: The government funds the leave at the national minimum wage.
• Super contributions: From July 2025, parents will also receive 12% of their parental leave pay as superannuation, helping build long-term savings.
• Shared leave: Starting July 2026, 4 weeks will be reserved for each parent, encouraging shared care and greater gender balance at home.

To learn more, read our Australia Hiring Guide.

The start of maternity leave depends on the country and the mother’s choice. In some cases, it begins a few weeks before the due date. For example, in the UK, leave can start up to 11 weeks before the expected week of childbirth.

Some countries have set rules—for instance, in Germany, maternity leave must begin six weeks before the due date.

In many countries, employees receive pay during some or all of their maternity leave. The amount depends on local law and whether the payment comes from the employer or the government. Some employees may only receive statutory pay, while others get full pay under company policy.

Employers can use Native Teams’ global payroll solution to manage these payments accurately and in line with local laws.

Maternity pay may come from the employer, the government, or a mix of both. In some countries, statutory maternity payments are fully government-funded, while in others, employers are responsible for covering all or part of the cost.

Our Employer of Record service ensures businesses stay compliant with local maternity pay rules in every country they hire in.

Maternity leave is specifically for mothers around the time of childbirth and recovery. Parental leave, on the other hand, can be taken by either parent to care for the child during the early years. Some countries allow parents to share the total leave between them.

Maternity leave is for mothers to recover and care for the newborn. Paternity leave is for fathers or partners and is usually shorter in duration. Some countries combine the two under a shared parental leave scheme.

Yes, in most countries, part-time employees are eligible for maternity leave if they meet the required length of service. However, any payments they receive are usually calculated based on their average weekly earnings.