Paid maternity leave by country: A global comparison for employers

Understanding the policies for maternity leave around the world is crucial for global employers. Paid maternity leave varies significantly across countries, affecting legal compliance, employee satisfaction, and talent retention. For HR managers and executives overseeing international teams, understanding how maternity leave policies vary can help inform equitable benefits strategies, ensure compliance with local regulations, and foster a supportive workplace culture.

Why does maternity leave vary by country?

Maternity leave policies are shaped by a combination of international employment law, cultural values, economic factors, and government priorities. While some countries see paid maternity leave as a fundamental right for working parents, others rely more heavily on employer discretion.

Key reasons maternity leave differs across borders include:

• Government mandates: Some nations, particularly in Europe, have strict laws ensuring extended, paid leave, while others, like the U.S., offer minimal legal requirements.
• Economic resources: Countries with the financial infrastructure to subsidize paid leave through taxes or national insurance programs often have more comprehensive paid leave.
• Cultural attitudes: Societal views on gender roles and family structures influence how maternity leave is designed and supported.
• International standards: Although organizations like the International Labour Organization (ILO) recommend a minimum of 14 weeks of maternity leave, adoption of these standards varies significantly by country.

Ultimately, maternity leave policies reflect each country's approach to balancing economic productivity with social welfare.

Maternity leave in the United States

Unlike many countries around the world, the United States does not mandate paid maternity leave at the federal level. Instead, maternity leave is primarily governed by the Family and Medical Leave Act (FMLA) of 1993. Under the FMLA, eligible employees are entitled to:

• Up to 12 weeks of unpaid, job-protected leave in a 12-month period
• Leave for childbirth, adoption, or a serious health condition affecting the employee or a family member
• Coverage if they work for an employer with 50 or more employees and have completed at least 12 months of service

Because FMLA leave is unpaid, many new parents face financial challenges during their time away from work. Some companies choose to offer paid maternity leave as part of their benefits package, but this is not a legal requirement.

At the state level, a growing number of jurisdictions, including California, New York, New Jersey, and Massachusetts, have implemented their own paid family leave programs. These programs typically offer a portion of the employee's salary for a defined period, funded through employee payroll taxes or state-run insurance programs.

However, compared to maternity leave in other countries, the average maternity leave that USA employees receive is relatively limited, highlighting a significant gap in national parental support.

U.S. maternity leave vs. global maternity leave

When compared globally, U.S. maternity leave policies fall behind most developed nations. Many countries ensure that new parents have access to paid leave along with guaranteed job protection, often through national programs rather than relying solely on individual employers.

In regions such as Europe, government-backed maternity leave programs often provide 14 weeks or more of paid leave, with some countries offering close to a year or more at high salary replacement rates. For example, countries like Estonia, Hungary, and Bulgaria offer more than 50 weeks of paid leave, providing significant income support during the early stages of parenthood.

In contrast, U.S. employees often navigate a patchwork of unpaid federal leave, optional employer policies, and state programs that may or may not offer partial wage replacement. The lack of a standardized national paid leave program creates disparities based on geography, employer size, and industry.

Globally, the U.S. remains one of the few high-income countries without a mandated national paid maternity leave program, highlighting the wide gap between U.S. policies and those in other parts of the world.

7 countries with the longest paid maternity leave

Some countries offer notably generous maternity leave policies, blending extended time off with strong income protection. These countries have the longest parental leave in the world:

Estonia

• Total leave: Up to 82 weeks, including maternity and parental leave for employed mothers
• Pay: 100% wage replacement for 20 weeks; additional benefits during parental leave

Bulgaria

• Total leave: 58.6 weeks with 45 days required before childbirth; leave may be transferred to the father or grandparents under certain conditions
• Pay: 90% of the employee’s salary with options for extended childcare leave up to the child’s second birthday

Hungary

• Total leave: 72 weeks, including 24 weeks of maternity leave and extended parental leave until the child turns three
• Pay: 70% of previous earnings during maternity and parental leave (up to a ceiling), followed by a flat-rate benefit of 28,500 HUF per month until the child’s third birthday

Lithuania

• Total leave: Up to 126 calendar days of maternity leave, with additional parental leave options until the child turns three
  Pay: Maternity leave is compensated at 77.58% of the mother's average salary, with options for extended unpaid leave until the child reaches three years of age

Sweden

• Total leave: 68 weeks (480 days of shared parental leave)
• Pay: Approximately 80% of salary for the first 390 days, with a flat rate thereafter

Norway

• Total leave: Choice between 49 weeks at full pay or 59 weeks at 80% pay
• Pay: Government-funded parental benefits tied to prior income

Croatia

• Total leave: 168 days, including 98 days of maternity leave (28 days before and 70 days after birth) and additional maternity leave until the child turns six months old, with the option to transfer to the father
• Pay: 100% of the employee’s average salary during maternity and additional leave, provided eligibility requirements are met

These countries demonstrate that paid maternity leave can be structured to support both parents and employers, fostering higher workforce participation rates and stronger employee retention.

7 countries without maternity leave

While many nations offer strong maternity leave protections, a few countries still provide little to no formal leave for new mothers. These countries typically lack mandatory paid maternity leave laws, leaving many working parents without guaranteed support and protections.

United States

The U.S. does not have a national paid maternity leave program. The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave, but access varies widely depending on employer policies and state programs.

Papua New Guinea

Papua New Guinea has no legal requirement for paid maternity leave. Although limited protections may be available through some employers, national standards remain absent.

Nauru

Nauru does not mandate paid maternity leave for employees. Workers generally rely on employer-provided benefits, if available, making maternity support inconsistent.

Palau

Palau lacks formal legislation requiring paid maternity leave. While employers may offer some form of leave voluntarily, there are no national protections in place.

The Marshall Islands

The Marshall Islands does not have a national law mandating maternity leave benefits. Employees must typically negotiate leave on a case-by-case basis.

Micronesia

The Federated States of Micronesia offers minimal maternity leave protections, with no mandated paid leave at the national level.

Tonga

Tonga provides minimal maternity protections, typically limited to approximately 30 days of unpaid leave, without guaranteed income support.

In countries without robust maternity leave laws, parents often must rely on employer goodwill or negotiate leave arrangements individually, creating inequitable access to vital time off.

How long is maternity leave in other countries?

Maternity leave policies across the globe differ not only in length but also in the structure of pay and funding mechanisms. Here's a closer look at maternity leave in several key regions:

Europe

• Bulgaria: Offers up to 58.6 weeks of maternity leave, with 90% of the salary paid through social security.
• Estonia: Provides up to 82 weeks of combined maternity and parental leave, with 100% salary coverage for the first 20 weeks.
• Sweden: Grants 480 days of shared parental leave, where approximately 390 days are paid at about 80% of the parent's salary.
• Norway: Allows parents to choose between 49 weeks at full salary or 59 weeks at 80% of salary, funded by the government.

Latin America

• Chile: Mothers receive up to 30 weeks of paid leave, fully funded by the country's social security system.
• Brazil: Mandates 120 days of paid maternity leave, often fully paid by employers but subsidized through social programs for some sectors.
• Argentina: Provides 90 days of paid leave at 100% of salary, funded by social security.
• Colombia: At least 18 weeks of paid maternity leave at 100% salary replacement.

North America & Central America

• Canada: Offers up to 18 months of combined maternity and parental leave, with standard benefits covering 55% of earnings for up to 50 weeks.
• Mexico: 12 weeks (84 calendar days) at full salary, typically divided into six weeks before and six weeks after childbirth
• Costa Rica: Provides four months of maternity leave at 100% pay, shared between the employer and the country's social security system.

Asia-Pacific

• Japan: Offers 14 weeks of maternity leave at roughly 67% of wages, funded through employee insurance systems.
• South Korea: Provides 90 days of maternity leave, with the first 60 days fully paid by the employer and the last 30 days by employment insurance.
• India: Guarantees 26 weeks of paid maternity leave for most female employees, funded directly by employers.
• Australia: Provides 18 weeks of paid parental leave at the national minimum wage, funded by the government.

Benefits of paid maternity leave

Offering paid maternity leave delivers substantial advantages for both employers and employees, creating stronger, more resilient organizations:

Promotes workforce participation and gender equality

Countries with paid maternity leave enable women to stay in the workforce, helping close the gender gap in employment and leadership. Supporting working mothers can drive long-term career growth and enhance diversity at all organizational levels.

Improves employee health and well-being

Paid time off allows new parents to recover physically, bond with their newborns, and adjust to new family dynamics. This support can lead to better mental health outcomes and higher employee satisfaction.

Reduces turnover and associated costs

Companies that offer strong maternity benefits often see higher employee retention rates. By reducing turnover, businesses can lower recruitment costs, retain institutional knowledge, and maintain team continuity.

Boosts employer brand and talent attraction

Organizations that provide comprehensive maternity benefits are more attractive to top talent. A strong parental leave policy can differentiate an employer in competitive hiring markets.

Enhances organizational loyalty and productivity

Employees who feel supported during major life transitions are more likely to return to work engaged and motivated. Investing in paid leave policies builds a culture of trust, loyalty, and long-term commitment.

How to create a maternity leave policy for a global workforce

Managing maternity leave across multiple countries requires a thoughtful, strategic approach. Here are some best practices for designing a policy that supports a diverse, international workforce:

1. Research local compliance laws

Each country has its own maternity leave regulations. Understanding and complying with local laws ensures your company avoids legal risks and provides fair treatment across regions. Check out Rippling’s comprehensive guides for hiring and paying employees around the world. 

2. Offer equitable global benefits

Aim to provide a consistent minimum standard for maternity leave benefits, even if local requirements are lower. Equitable policies help foster inclusion and fairness across your workforce.

3. Centralize leave tracking and documentation

Use a centralized system to manage leave requests, approvals, and record-keeping. This improves visibility, simplifies compliance audits, and ensures a smooth employee experience.

4. Train HR and managers across regions

Educate HR teams and managers on local maternity leave requirements and company policies to ensure consistent application and support for employees globally.

5. Automate payroll adjustments and leave calculations

Automating payroll processes tied to maternity leave can help ensure accurate payments, reduce administrative burden, and maintain compliance with local regulations.

6. Communicate policies clearly

Ensure all employees have easy access to information about maternity leave policies. Clear communication builds trust and empowers employees to plan their leave with confidence.

7. Review and update policies regularly

As laws and employee needs evolve, regularly reviewing and adjusting your maternity leave policies helps keep your organization compliant and competitive.

Stay compliant with maternity leave laws worldwide with Rippling

Managing maternity leave across borders doesn't have to be complicated. With Rippling’s global benefits solution, you can:

• Streamline employee leave management
• Centralize compliance and documentation
• Automate payroll adjustments for leave periods

Rippling’s all-in-one platform combines HR, IT, payroll, and compliance tools so you can manage employee benefits, including maternity leave policies, anywhere in the world.

Maternity leave by country FAQs

Where does the US rank in maternity leave?

The United States ranks among the lowest of high-income countries in terms of maternity leave benefits. While most developed nations guarantee paid, job-protected maternity leave, the U.S. only offers unpaid leave under the Family and Medical Leave Act (FMLA). Without a national paid maternity leave policy, American workers have less support compared to employees in Europe, Canada, and much of Asia.

Which country pays 52 weeks of maternity leave?

Estonia currently leads the world in maternity leave benefits, offering up to 82 weeks of paid maternity and parental leave combined. Parents receive 100% salary replacement for the first 20 weeks. Estonia’s robust policy reflects the country's strong commitment to supporting families and promoting workforce participation after childbirth.

Which country has the shortest maternity leave?

Papua New Guinea, The Marshall Islands, and Tonga are among the countries with the shortest or no mandated maternity leave. In these countries, there are either no formal legal protections for paid maternity leave or the available leave is limited to a few weeks of unpaid time, leaving new parents without adequate support during the critical postpartum period.

How does maternity leave in Europe compare to the U.S.?

Maternity leave in Europe is generally far more generous than in the United States. Most European countries offer paid maternity leave ranging from 14 weeks to over a year, with high wage replacement rates funded through national insurance programs. In contrast, U.S. employees often rely on a combination of unpaid leave, employer policies, or short-term disability benefits, highlighting a major disparity in global maternity leave standards.

This blog is based on information available to Rippling as of May 20, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.