EPRS | European Parliamentary Research Service
Authors: Ülla JURVISTE, Marie LECERF - Graphics: Samy CHAHRI
PE 698.892 - March 2022
March 2022
AT A GLANCE - INFOGRAPHIC
BG
SK
HR
CZ
HU
CY
DK
PL
FR
LU
SI
NL
MT
RO
EL
BE
LT
LV
DE
AT
P
T
SE
ES
100 %
Optional
Mandatory
Non-mandatory
100 %
100 %
100 %
100 %
80 %
78 %
100 %
100 %
Variable
100 %
100 %
Variable
100 %
100 %
Variable
Variable
100 %
100 %
Variable
70 %
70 %
70 %
75 %
Variable
90 %
Variable
Variable
Optional 2
4
10
8
6
8
10
6
8
8
9
8
6
4
8
2
6
4
4
4
2
4
8
4
8
2
6
0
6
6
8
8
8
8
9
9
9
9
10
10
11
12
14
14
14
16
16
16
20
20
24
26
40
52
PRENATAL
PRENATAL
POSTNATAL
POSTNATAL
PaymentPaymentNumber of weeks
100 %
100 %
100 %
100 %
80 %
78 %
100 %
100 %
* See complementary
* information overleaf
100 %
100 %
100 %
Variable
Variable
100 %
100 %
Variable
100 %
100 %
100 %
70 %
70 %
70 %
75 %
90 %
Current EU legislation
weeks minimum
of which 2 mandatory
PT*
SE*
14
IE*
IT*
EE*
FI*
Maternity and paternity leave in the EU
This infographic aims to present the current maternity and paternity leave situation in EU Member
States. Most EU countries also grant an additional period of parental leave, but parental leave is not
covered in this infographic.
Maternity leave
ES
FI*
PT*
SI
LT
FR*
EE*
AT*
BE*
SE*
PL
IE*
SK
LU
HR
DE
Mandatory
Non-mandatory
Payment
* See complementary
information overleaf
New legislation
weeks
To be transposed
in national laws
by 2 August 2022
Number of weeks
2
/
/
/
100 %
Flat rate
90 %
Variable
Flat rate
100 %
100 %
78 %
100 %
100 %
Variable
100 %
No paternit
y/
No paternity
No paternity
No paternity
2
2
2
3
4
4
4
4
4
5
9
16
DK
CZ*
CY
BG
IT*
LV
RO
NL*
MT
HU
100 %
100 %
100 %
80 %
100 %
78 %
72 %
70 %
Variable
100 %
1
1
1
1
1.4
2
2
2
2
2
EL
100 %2
Paternity leave
Notes on payment
MT Payment postnatal: 6 weeks, 100%; 4 weeks,
flat rate equivalent to the statutory minimum
wage
DK up to DKK 4460 (€599) per week before tax
based on former earnings
IE weekly rate of €245
BE 100% for 3 days (paid by the employer), 82%
of earnings for the remaining period
IE weekly rate of €245
DK up to DKK 4460 (€599) per week before tax based
on former earnings
Maternity leave: leave from work for mothers in
the period immediately preceding and following
birth.
Paternity leave: leave from work for fathers or
recognised second parents, similar to maternity
leave
Parental leave: leave after maternity/paternity
leave which can be taken by either parent
Definitions
EPRS | European Parliamentary Research Service
2
Current situation
Maternity rights are set out in the 1992 Pregnant Workers Directive. This EU legislation sets the minimum period for
maternity leave at 14 weeks, with 2 weeks' compulsory leave before and/or after confinement and an adequate allowance
subject to national legislation. A right to two weeks' paternity leave was introduced in a new directive on work-life balance
for parents and carers, which entered into force on 1 August 2019. Member States have until 2 August 2022 to adopt the
laws, regulations and administrative provisions necessary to comply with the directive. The right to paternity leave may not
be made subject to a period of work qualification or to a length of service qualification.
The European Commission proposed the new Work-Life Balance Directive following the withdrawal of an earlier proposal for
a maternity leave directive, which would have extended the period of maternity leave. The new directive does not do so, but
it is expected to be particularly beneficial for gender equality in the labour market. As part of the European Pillar of Social
Rights (Article 9), it aims to address women's under-representation in the labour market, to help them balance their work
and family lives and to encourage a better sharing of caring responsibilities between women and men. As such it adopts a
broader approach to modernising the existing EU legal framework in the area of family-related leave and flexible working
arrangements, to take account of developments in society over the past decade.
Explanation of the graphs
Given the complexity of national legislation and differences between the Member States, and the need to facilitate
presentation of the data in graphic form, simplifications have been made in respect of a number of countries. The terms of
legislation as it applies in the public sector are illustrated in cases where there is a difference with the private sector.
Countries are ordered by the length of maternity leave granted.
Given that national legislation may express leave periods in months, weeks, calendar days or working days, for comparison,
they are presented here in rounded weeks.
Some countries also have ceilings on the amount of money paid during maternity/paternity leave, but these are not
addressed in this publication.
When national legislation does not state exactly when the maternity leave is supposed to start, the earliest possible time
was taken as the starting point.
*Complementary information on selected Member States
Austria Since 1 September 2019, all Austrian employers must allow fathers to take one month's unpaid leave after the birth of their child. The leave entitlement
–the so-called 'Papa Monat'– previously applied only to federal-sector employees and any private-sector employees who were covered by a collective
agreement.
Belgium From 1 January 2021, paternity leave increased from 10 days to 15 days. From 2023, it will be extended with another ve days, to a total of 20.
The extension will apply to employees as well as to self-employed workers and civil servants.
Czechia As of 1 January 2022, paid paternity leave has been extended from the previous 7 days to 14 days.
Estonia Fathers can take paternity leave before or after the birth; a new law which entered in force on 1 June 2020 provides for leave of 30 days (4 weeks; paid
at 100 %). For mothers, a new law will enter in force on 1 April 2022 and provide for leave of 60-100 days; the rest (40 days) will be added to parental
leave.
Finland Fathers may not work during paternity leave, while mothers may, except during the mandatory leave period. Maternity and paternity allowances are
aected by the beneciaries' circumstances and income.
France From 1 July 2021, the duration of paternity leave is doubled: it is now 28 days, including the 3 days of birth leave nanced by the employer, which are
added to the 25 days compensated by the social security system.
Ireland An additional three weeks of parent's leave and parent's benet are available to each parent of a child born or adopted on or after 1 November 2019
(bringing the total to ve weeks).
Italy Paid paternity leave was increased from four days to ve days in 2019 and from ve days to seven days in 2020. On 1 January 2021, the mandatory
government-paid paternity leave was increased from seven working days to ten working days, with an optional extra day if the mother gives up one day
of her statutory maternity leave.
Netherlands Since August 2021, fathers or partners (including same-sex partners) are entitled to a paid full work week (ve days) paternity leave. They can access an
additional ve-week paternity leave within the rst six months of childbirth which is paid by the Employee Insurance Agency at 70 % of earnings.
Portugal There is no maternity or paternity leave, only parental leave. There is an option to take 120 or 150 days of leave: 120 days is paid at 100 % and 150 days
at 80 %. An extra 30 days are available if parents share the leave period. The father can take any part except the initial parental leave reserved for the
mother, which is shown in the graph.
Sweden Swedish legislation on this issue is more gender neutral than in other Member States. Rather than maternity leave, as shown on the graph, parental
leave is the most relevant. Each parent is eligible for up to 240 days paid parental leave (all but 90 days of which may be transferred to the other parent),
plus unpaid leave until the child is 18 months old. Maternity leave can be taken before or after birth within 60 days of delivery.
Sources: national legislation (e.g. MISSOC), websites of national institutions, European Commission website, and relevant reports (e.g.
International Network on Leave Policies and Research).
Revised version presenting the situation in the 27 Member States as known to us on 15 February 2022.
Disclaimer and Copyright. This document is prepared for, and addressed to, the Members and staff of the European Parliament as background material
to assist them in their parliamentary work. The content of the document is the sole responsibility of its author(s) and any opinions expressed herein
should not be taken to represent an official position of the Parliament. Reproduction and translation for non-commercial purposes are authorised,
provided the source is acknowledged and the European Parliament is given prior notice and sent a copy. © European Union, 2022.
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