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Maternity leave calculatorTable of contents
Maternity leave is the basic entitlement after childbirth. It combines care time with a cash benefit. Below are the key rules, timelines and practical tips.
Maternity leave applies to employees on an employment contract. In specific situations, part of the leave may be taken over by the father under statutory conditions.
The length depends on the number of children born in one birth. As a rule, it is 20 weeks for one child, and longer for multiple births. A portion may be taken before birth within legal limits.
The law allows taking part of maternity leave before the expected delivery date, with the remaining part used after birth. The exact option depends on the employee’s situation and arrangements with the employer.
After maternity leave, parental leave may follow. Rules on splitting and combining are explained in maternity vs parental leave.
The father can take over part of maternity leave after the mother uses the mandatory part. Details are in maternity leave for the father.
The benefit depends on the benefit base (usually the average wage from the last 12 months). As a rule, maternity leave is paid at 100% of the base, while parental leave is paid at a lower percentage unless a combined variant is chosen. ZUS confirms the final amount.
The benefit is paid either by ZUS or by the employer, depending on the employer’s status and settlement model. In practice HR or ZUS will indicate the payout path.
After maternity and parental leave, childcare leave may apply. It is a separate entitlement with different rules — see childcare leave.
Parental leave can be combined with part‑time work, which extends the overall leave period. It is worth checking the financial and organizational impact before choosing this option.
In the case of miscarriage or stillbirth, specific rules apply. See maternity leave after miscarriage.
In adoption cases, an employee may be entitled to leave on maternity‑leave terms. The details depend on the child’s age and the form of adoption, so it is best to verify the current rules in the Labour Code.
After leave, the employee should return to the same or an equivalent position. In practice, it is worth agreeing the return date and any organizational changes in advance.
Most often you need:
It is worth confirming the exact forms with the employer.
Use the maternity leave calculator to estimate the leave length and benefit.
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