Paid maternity leave by country is a standard benefit in many countries, often provided through social security systems or supplemented by employers. This statutory right allows new mothers to take time off, prioritizing their well-being and childcare, and is a key component of employee benefits packages that also include maternity and paternity leave as part of comprehensive support.
Interestingly, only seven countries worldwide lack paid maternity leave policies. Notably, the United States stands out as one of the few nations without federal laws mandating maternity, paternity, or parental leave for childbirth, adoption, or foster care. In contrast, other countries often offer more comprehensive paid leave, providing greater support for families.
While paid leave is not always 100% compensated, it typically covers a percentage of the employee’s base salary. Globally, this benefit is considered essential for achieving work-life balance. Paid leave enables new parents to bond with their child, and demonstrates employers’ value for their employees’ overall well-being. Financial support during leave is crucial for families, helping them manage expenses while caring for a new child. Some countries offer paid parental leave as a standard, ensuring parents receive consistent support.
This guide is for employers, HR professionals, and employees seeking to understand global maternity leave policies and how the US compares in providing essential support for its workforce. We compare paid maternity leave policies across countries, highlight the US position, and provide key facts for 2026
Maternity Leave – The period a mother takes off from work before and after childbirth to recover and care for her newborn, often supported by statutory or employer-provided benefits.
Paternity Leave – Authorized time off granted to fathers or partners after the birth or adoption of a child, enabling them to support the mother and bond with the baby.
Parental Leave – A broader leave policy available to either parent, allowing time away from work to care for a new child, with duration and pay varying by country and employer policy. Parental leave is an umbrella term that includes both maternity and paternity leave.
Countries with 100% Paid Maternity Leave
The countries offering the highest payment (% of salary) during the maternity leave period are those that provide fully paid maternity leave, typically calculated as a percentage of the employee’s salary.
| Country | Leave Duration (Weeks) | Payment Source | Funding Details | Pay Status |
|---|---|---|---|---|
| Bulgaria | 58.4 | Social Security | Government-funded maternity benefits covering full wages. | Full |
| Norway | 49 (or 59 at 80%) | Social Security | Parents can opt for shorter fully paid leave or longer reduced-pay leave. | Full |
| United Kingdom | 39 paid (52 total) | Social Security | First 6 weeks at 90% salary; remaining paid at statutory rate (considered full statutory coverage). | Full |
| North Korea | 34 | Social Security | State-funded maternity compensation. | Full |
| Croatia | 30 | Social Security | Public insurance ensures full salary replacement. | Full |
| New Zealand | 26 | Social Security | Government-paid parental leave scheme. | Full |
| Hungary | 24 | Social Security | National insurance supports full wage replacement. | Full |
| Russia | 20 | Social Security | Government maternity insurance program. | Full |
| Poland | 20 | Social Security | Paid via national social insurance. | Full |
In many cases, full pay is guaranteed during the maternity leave period. In several countries, eligibility for paid maternity leave also extends to self employed individuals.
While these countries offer full pay, others provide different levels of support or none at all. Let’s look at countries without paid maternity leave.
Countries that don’t have Paid Maternity Leave
| Country | Is Paid Maternity Leave Mandated? | Key Policy Details | What This Means for Employers & Employees |
|---|---|---|---|
| United States | ❌ No national mandate | The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for eligible employees. Access depends on employer size, tenure, and state-level programs. There is no federal requirement to offer paid maternity leave, but some employers in the private sector provide it voluntarily. | Benefits vary widely, requiring employers to design competitive policies to attract and retain talent. |
| Papua New Guinea | ❌ No | No statutory requirement for paid maternity leave. Limited protections may exist depending on employer policies. | Employees often depend on company discretion, leading to inconsistent support. |
| Nauru | ❌ No | No mandated paid maternity leave; benefits are typically employer-driven if offered at all. | Workers may lack financial security during maternity unless employers provide coverage. |
| Palau | ❌ No | No formal national legislation requiring paid maternity leave; voluntary employer policies may apply. | Organizations must proactively structure leave policies to remain competitive. |
| Marshall Islands | ❌ No | No national maternity leave law. Leave terms are usually negotiated individually between employer and employee. | Creates variability in employee protections and increases negotiation burden. |
| Federated States of Micronesia | ❌ No | Minimal maternity protections with no mandated paid leave at the federal level. | Employers play a critical role in offering supportive benefits. |
| Tonga | ❌ No (Unpaid only) | Provides roughly 30 days of unpaid leave with no guaranteed income support. | Employees face financial strain unless supplemental employer benefits exist. |
Countries without paid maternity leave generally have fewer maternity leave protections, which can lead to higher employee turnover. This increases training costs for employers, as they must recruit and train new staff more frequently to replace those who leave due to insufficient leave benefits.
Top Countries with The Longest Maternity Leave
Maternity leave policies and parental benefits differ significantly from one country to another, with variations in the duration, eligibility, and financial support for both pregnancy leave and parental leave.
The following countries offer the longest maternity leave duration:
| Country | Paid Leave Duration (Weeks) | Salary Replacement | Funding Source |
|---|---|---|---|
| Bulgaria | 58.4 weeks | 100% (Full) | Social Security |
| Norway | 49 weeks (100%) or 59 weeks (80%) | Full / Partial | Social Security |
| Greece | 43 weeks | First 17 weeks at 100%, remainder at ~75% | Social Security |
| United Kingdom | 39 paid weeks (up to 52 total leave) | First 6 weeks at 90%, next 33 weeks at £184.03 or 90% (whichever is lower). The first six weeks are paid at a higher rate. | Social Security |
| North Korea | 34 weeks | Full | Social Security |
| Slovakia | 34 weeks | ~75% of wages | Social Security |
| Croatia | 30 weeks | Full | Social Security |
| Czechia | 28 weeks | ~70% of wages | Social Security |
| Ireland | 26 weeks | ~70% or fixed statutory rate | Social Security |
| New Zealand | 26 weeks | Full (within statutory caps) | Social Security |
| Iceland | 26 weeks | ~80% of wages | Social Security |
In some countries, maternity or parental leave duration is extended in cases of multiple births, providing additional support for parents raising children with greater needs.
Maternity Leave in the United States
In the United States, the Family and Medical Leave Act (FMLA) mandates 12 weeks of unpaid family leave after childbirth or adoption, but with notable exceptions. Employers with fewer than 50 staff, employees with less than 12 months of service, and top 10% wage earners may not qualify. While FMLA sets a minimum, employers can choose to extend leave duration and offer partial pay. The law provides maternity protection for expecting mothers by ensuring job security during leave, but it does not guarantee payment of the employee’s salary.
Shockingly, the US has no federally mandated paid maternity leave. In fact, it offers fewer protections and benefits than any other developed country in the Organization for Economic Cooperation and Development (OECD). This leaves the US lagging behind global standards.
However, some states have taken initiative. California, New Jersey, New York, Rhode Island, Washington, and the District of Columbia have introduced their own paid maternity leave plans, providing relief to new parents. These states offer paid parental leave and paid time to eligible employees, helping to bridge the gap left by the absence of a federal policy. Despite these efforts, a federal paid maternity leave policy remains absent in the US.
This disparity highlights the need for comprehensive national maternity leave policies, aligning the US with international standards and supporting the well-being of American families.
U.S. States with paid maternity leave
The following U.S. states offer qualifying employees additional maternity leave benefits:
| State | Law | Duration | Paid or Unpaid | Payment Source |
|---|---|---|---|---|
| Federal | FMLA | Up to 12 weeks | unpaid | not applicable |
| Alabama | FMLA | Up to 12 weeks | unpaid | not applicable |
| Alaska | FMLA | Up to 12 weeks | unpaid | not applicable |
| Arizona | FMLA | Up to 12 weeks | unpaid | not applicable |
| Arkansas | FMLA | Up to 12 weeks | unpaid | not applicable |
| California | Paid Family Leave | Up to 8 weeks | paid | State Disability Insurance (SDI) |
| Colorado | Paid Family and Medical Leave Insurance | Up to 12 weeks | paid | Family and Medical Leave Insurance Program |
| Connecticut | Paid Family Leave | Up to 12 weeks | paid | Paid Family Leave Authority |
| Delaware | Paid Family Leave | Up to 12 weeks | paid | LaborFirst |
| Florida | FMLA | Up to 12 weeks | unpaid | not applicable |
| Georgia | FMLA | Up to 12 weeks | unpaid | not applicable |
| Hawaii | Hawaii Family Leave | Up to 4 weeks | unpaid | not applicable |
| Idaho | FMLA | Up to 12 weeks | unpaid | not applicable |
| Illinois | FMLA | Up to 12 weeks | unpaid | not applicable |
| Indiana | FMLA | Up to 12 weeks | unpaid | not applicable |
| Iowa | FMLA | Up to 12 weeks | unpaid | not applicable |
| Kansas | FMLA | Up to 12 weeks | unpaid | not applicable |
| Kentucky | FMLA | Up to 12 weeks | unpaid | not applicable |
| Louisiana | FMLA | Up to 12 weeks | unpaid | not applicable |
| Maine | Family Medical Leave | Up to 12 weeks | paid | Paid Family and Medical Leave Benefits Authority |
| Maryland | In 2026: Family and Medical Leave | Up to 12 weeks | paid | Family and Medical Leave Insurance |
| Massachusetts | Paid Family and Medical Leave | Up to 12 weeks | paid | Department of Family and Medical Leave |
| Michigan | FMLA | Up to 12 weeks | unpaid | not applicable |
| Minnesota | Parental Leave | Up to 12 weeks | paid | Minnesota Paid Leave |
| Mississippi | FMLA | Up to 12 weeks | unpaid | not applicable |
| Missouri | FMLA | Up to 12 weeks | unpaid | not applicable |
| Montana | FMLA | Up to 12 weeks | unpaid | not applicable |
| Nebraska | FMLA | Up to 12 weeks | unpaid | not applicable |
| Nevada | FMLA | Up to 12 weeks | unpaid | not applicable |
| New Hampshire | FMLA | Up to 12 weeks | unpaid | not applicable |
| New Jersey | Family Leave Insurance | Up to 12 weeks | paid | Department of Labor and Workforce Development |
| New Mexico | FMLA | Up to 12 weeks | unpaid | not applicable |
| New York | Paid Family Leave | Up to 12 weeks | paid | New York Workers Compensation Board |
| North Carolina | FMLA | Up to 12 weeks | unpaid | not applicable |
| North Dakota | FMLA | Up to 12 weeks | unpaid | not applicable |
| Ohio | FMLA | Up to 12 weeks | unpaid | not applicable |
| Oklahoma | FMLA | Up to 12 weeks | unpaid | not applicable |
| Oregon | Paid Family Medical Leave Insurance | Up to 12 weeks | paid | Paid Leave Oregon |
| Pennsylvania | FMLA | Up to 12 weeks | unpaid | not applicable |
| Rhode Island | Temporary Caregiver Insurance | Up to 4 weeks | paid | Temporary Disability Insurance Program |
| South Carolina | FMLA | Up to 12 weeks | unpaid | not applicable |
| South Dakota | FMLA | Up to 12 weeks | unpaid | not applicable |
| Tennessee | FMLA | Up to 12 weeks | unpaid | not applicable |
| Texas | FMLA | Up to 12 weeks | unpaid | not applicable |
| Utah | FMLA | Up to 12 weeks | unpaid | not applicable |
| Vermont | Vermont Parental and Family Leave | Up to 12 weeks | unpaid | not applicable |
| Virginia | FMLA | Up to 12 weeks | unpaid | not applicable |
| Washington | Paid Family and Medical Leave | Up to 12 weeks | paid | Employment Security Department |
| West Virginia | FMLA | Up to 12 weeks | unpaid | not applicable |
| Wisconsin | Family and Medical Leave | Up to 12 weeks | unpaid | not applicable |
| Wyoming | FMLA | Up to 12 weeks | unpaid | not applicable |
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What are the top companies offering the best maternity leave policies worldwide?
The top companies worldwide offering the best maternity leave policies are increasingly providing enhanced paid leave, flexible return-to-work options, and family-supportive benefits to help new parents manage their work-life balance during this critical time. Here are some of the leading companies known for their outstanding maternity and parental leave policies
| Company | Paid Maternity / Parental Leave Duration | Leave Type | Key Insight |
|---|---|---|---|
| Netflix | Up to 52 weeks | Paid Maternity/Parental | One of the most generous corporate leave policies globally, supporting long-term caregiver flexibility. |
| KPMG US | Up to 52 weeks | Paid Leave | Matches top-tier benefits, emphasizing employee retention and family support. |
| Bill & Melinda Gates Foundation | Up to 52 weeks | Paid Leave | Nonprofit leader in workplace benefits with year-long paid leave. |
| 3M | 28 weeks | Paid Maternity | Strong family-first policy within the manufacturing sector. |
| Lululemon | ~26 weeks | Paid Parental | Gender-neutral leave supporting modern family structures. |
| Spotify | ~26 weeks | Paid Parental | Global policy designed to promote work-life balance. |
| Etsy | ~26 weeks | Paid Parental | Known for progressive employee wellbeing initiatives. |
| Shopify POS | ~26 weeks | Paid Parental | Competitive tech-sector benefit aiding talent attraction. |
| Salesforce | ~26 weeks | Paid Parental | Reinforces its reputation as a people-first employer. |
| Google (Alphabet Inc.) | 24 weeks | Paid Maternity | Among the strongest maternity benefits in Big Tech. |
| Dropbox | 24 weeks | Paid Leave | Supports extended recovery and bonding time. |
| Microsoft | ~20 weeks | Paid Maternity | Balanced policy aligned with top enterprise employers. |
| Amazon | ~20 weeks | Paid Maternity | Combines maternity and parental benefits for flexibility. |
| American Express | ~20 weeks | Paid Maternity | Competitive financial-sector family benefits. |
| Twitter (X) | ~20 weeks | Paid Maternity | Reflects tech industry standards for caregiver support. |
| Standard Chartered | ~20 weeks | Paid Maternity | Strong global banking policy. |
| Adobe | 16 weeks + 10 weeks medical | Paid Leave | Extended medical support enhances total recovery time. |
| Apple | 18 weeks | Paid Maternity | Comprehensive benefits aligned with premium workforce strategy. |
| Capital One | 18 weeks | Paid Leave | Competitive offering within fintech. |
| Uber | 18 weeks | Paid Leave | Supports diverse and global workforce needs. |
| VMware | 18 weeks | Paid Leave | Focuses on employee wellbeing and retention. |
| Starbucks | 18 weeks | Paid Leave | Notable for strong benefits even in retail. |
| Meta (Facebook) | 17 weeks | Paid Maternity | Slightly below Big Tech leaders but still above industry average. |
| Wells Fargo | ~16 weeks | Paid Maternity | Standard for large financial institutions. |
| Zendesk | ~16 weeks | Paid Leave | Competitive within SaaS companies. |
| Zillow | ~16 weeks | Paid Leave | Supports employee-first culture. |
| Yahoo! | ~16 weeks | Paid Maternity | Aligns with traditional tech-sector benchmarks. |
Companies like EY, Vodafone, BT Group, and Virgin Media also stand out for enhanced maternity leave policies, offering anywhere from 6 to 18 weeks of paid leave with additional benefits like phased return to work options.
What are the typical durations for paid maternity leave across Nordic nations?
Nordic nations are renowned for their generous parental leave policies, which emphasize work-life balance and support for families. Among European countries, Nordic nations stand out for offering some of the most extensive parental benefits, providing significant paid time off and financial support for new parents. While the specifics vary by country, all Nordic countries provide compensation for loss of income during parental leave.
Here’s a look at the typical durations for paid maternity and parental leave across some of these nations:
| Country | Total Paid Leave | Maternity Leave (Mother) | Paternity / Partner Leave | Pay Structure | Unique Policy Highlights |
|---|---|---|---|---|---|
| Sweden | 480 days (~68.5 weeks) | Included within parental leave | 90 days reserved per parent | 390 days at ~80% salary (up to a cap); 90 days at flat rate | Highly flexible — leave can be taken continuously, split into phases, or used as partial leave until the child turns 12. |
| Denmark | 52 weeks | 18 weeks (4 before birth + 14 after) | 2 weeks after birth | Paid parental benefits funded through the public welfare system (rates vary) | Parents can share 32 additional weeks and take them simultaneously or separately within the first year. |
| Norway | ≈46+ weeks combined | 15 weeks | 16 weeks non-transferable per parent | Typically funded by social security with high wage replacement | “Use-it-or-lose-it” weeks promote equal caregiving between parents. |
| Iceland | 9 months (~39 weeks) | 3 months reserved | 3 months reserved | Paid through social insurance | Famous “3+3+3” model — three months each for mother and father, plus three months shared. |
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How do Asian countries generally structure their leave for new mothers?
Maternity leave policies for new mothers in Asian countries vary quite a bit, reflecting different cultural norms, legal frameworks, and socio-economic factors across the region. However, access to paid maternity leave is a common feature across many of these countries. These policies are designed to support expectant parents and expecting mothers both before and after the birth of a child, ensuring they have the necessary time and resources to recover and bond with their newborns.
Here’s a look at how some Asian countries structure their leave
| Country | Statutory Maternity Leave | Pay Structure | Funding Source | Additional Parental Benefits | Key Policy Insight |
|---|---|---|---|---|---|
| China | 98 days (national standard), with 30–90+ extra days depending on province | Typically 100% salary | Social insurance | Regional extensions; prenatal leave included | Highly localized system—benefits vary by city, making compliance important for global employers. |
| Japan | Up to 14 weeks (≈6 weeks before and 8 weeks after birth); extensions possible for medical reasons | Partial wage compensation | Employment insurance & health insurance | Childcare leave available until the child turns one | Strong post-birth childcare policies support long-term workforce participation. |
| India | 26 weeks for most female employees under the Maternity Benefit (Amendment) Act, 2017 | Generally 100% employer-paid | Employer-funded | Work-from-home options and mandatory crèche facilities for eligible organizations | One of Asia’s longest paid maternity leave mandates, increasing employer compliance responsibilities. |
| Taiwan | Statutory maternity leave with job protection (duration varies by employment conditions) | Typically wage-supported (conditions apply) | Employer + social insurance (varies) | Research links longer leave with improved maternal and child health outcomes | Policy emphasizes balancing workforce return with early childcare needs. |
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This allows you to expand globally with confidence, knowing your employees receive top-notch support.Partner with PamGro to effortlessly administer and manage parental leave benefits worldwide. Our expertise ensures compliance and peace of mind.
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Mukul Dixit is a Growth Marketing Associate with 7+ years of experience creating impactful content in Innovative Tech, SaaS, and HR. A curious explorer at heart, he’s always on the lookout for new cultures to experience, fresh music to vibe, and innovative business ideas to dive. Passionate about entrepreneurship and digital marketing, Mukul brings a creative edge to everything he does.
