Global expansion can be an exciting opportunity for companies to increase their customer base, grow their business and achieve new profits. However, as companies expand into new countries, they must be aware of the various legal requirements and obligations that come with managing a global workforce. One critical area is parental leave, which includes maternity, paternity and adoption leave.
Each country maintains its own statutory requirements for parental leave, so the leave periods for a cross-border workforce can differ significantly. In this blog post – the first in a series of two blog posts – we’ll explore why companies must be mindful of statutory parental leave and also compare maternity, paternity and adoption leave requirements in select markets around the world.
Legal obligations, a moral imperative – and good for business
Observing maternity, paternity and adoption leave laws is not only a legal requirement but also a moral and ethical responsibility. Every employee, regardless of gender or family status, deserves the option to take time off to care for a newborn or adopted child without fear of losing their job or facing discrimination.
Offering parental leave benefits can also improve employee loyalty, engagement and overall well-being – which ultimately benefits the company as a whole.
It is crucial for companies to familiarize themselves with local parental leave laws in any market they are hiring workers. Companies that do not comply face the risk of legal action, negative media attention and damage to their reputation – which can all make a successful global expansion nearly impossible.
Comparing parental leave around the world
To help put parental leave in the spotlight, we have looked into the regulations across a range of markets in Africa, Asia, Europe, Latin America, as well as North Africa and the Middle East.
It is important to note that there may be nuances within a jurisdiction’s regulatory framework for parental leave. Many countries also maintain additional leave allowances beyond the standard maternity, paternity and adoption leave requirements.
By taking the time to understand and respect these laws, companies can ensure success both legally and ethically – while also benefiting their business through improved employee satisfaction, productivity and retention.
Africa
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| Kenya | 3 months | 14 days | 1 month (pre-adoption) |
| Mauritius | 14 weeks | 5 days | 14 weeks (mother) |
| South Africa | 4-6 months | 10 days | 10 weeks |
Asia
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| China | 158 days (varies by province) | 15 days (varies by province) | Not specified |
| Indonesia | 3 months | 2 days | Not specified |
| India | 26 weeks | Not specified | 12 weeks (mother) |
| Japan | 14 weeks | 4 weeks | Considered part of extended parental leave (up to 1 year) |
| South Korea | 90 days | 10 days | Considered part of extended parental leave (up to 1 year) |
| Taiwan | 8-12 weeks | 7 days | Not specified |
| Thailand | 98 days | Not specified | Not specified |
| Vietnam | 6 months | 5-14 days | Not specified |
Europe
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| Belgium | 15-17 weeks | 20 days | 6 weeks (both parents) |
| Denmark | Up to 18 weeks (four weeks pre-birth and 14 weeks following birth; can be shared with a partner) | Up to 2 weeks (can also share some maternity leave time with a partner) | Same rights as biological parents |
| Italy | 22 weeks | 10 days | 3 months |
| Germany | 14 weeks | Not specified (10 days to go into effect in 2024) | Considered part of extended parental leave (up to three years) |
| Spain | Up to 16 weeks (depending on the partner’s leave | Up to 16 weeks (depending on the partner’s leave) | Up to 16 weeks (depending on the partner’s leave |
| Sweden | Up to 480 days (96 weeks) | Parental leave is divided equally between parents; they may transfer entitlements to each other; one parent may use a maximum of 390 days while single parents are entitled to the full 480 days | Same rights as biological parents |
Latin America
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| Brazil | 120 days (24 weeks) | 5 days | Same as Maternity and Paternity Leave |
| Colombia | 18-20 weeks | 8 days | Same as Maternity and Paternity Leave) |
| Mexico | 12 weeks | 5 days | 6 weeks for mothers; 5 days for fathers |
Middle East and North Africa
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| Egypt | 4 months | Not specified | Not specified |
| Saudi Arabia | 10 weeks | 3 days | Not specified |
| United Arab Emirates | 60 days | 5 days | Not specified |
North America
| Country | Maternity Leave | Paternity Leave | Adoption Leave |
| Canada | Up to 19 weeks (depending on the province) | Up to 5 weeks (depending on the province) | Considered part of extended parental leave (up to 63 weeks depending on the province) |
| United States of America | Up to 16 weeks of unpaid job-protected leave per year (depending on state laws and eligibility through the Family and Medical Leave Act) Up to 12 weeks of paid or partially paid leave (depending on state laws) | Up to 12 weeks of unpaid, paid or partially paid leave (depending on state laws and eligibility through the Family and Medical Leave Act) | Up to 16 weeks of unpaid, paid or partially paid leave per year (depending on state laws and eligibility through the Family and Medical Leave Act) |
*In addition to observing national laws, jurisdictions within a country (city, province, free trade zone, etc.) may maintain their own regulatory framework for parental leave.
Up next: supplemental benefits
In the next blog post, we will discuss the role supplemental benefits can play in increasing worker engagement, unifying cross-border teams and raising business outcomes.
Check out our ‘What is an EOR?’ guide, view our HR at a Glance guides for countries around the world or contact us to talk with an international HR expert