Maternity leave is time off work that a woman gets when she has a baby. During this time, the mother can rest and take care of her newborn.

In most countries, the government or the employer pays the mother during her leave. This is called paid leave. The amount of time and money varies from country to country.

Maternity leave is a fundamental entitlement that allows mothers to recover from childbirth and bond with their newborn children. It is protected by legislation in nearly every country worldwide.

The International Labour Organization (ILO) recommends a minimum of 14 weeks of statutory maternity leave. However, the duration, payment rate, and eligibility criteria differ dramatically between nations.

Different countries give mothers very different amounts of time off. Some countries are very generous, while others give very little — or nothing at all.

• Sweden: Parents share 480 days of paid leave — one of the most generous in the world
• United Kingdom: Mothers can take up to 52 weeks, but only 39 weeks are paid
• United States: There is no national paid leave — only 12 weeks of unpaid leave
• Brazil: Mothers receive 120 days of fully paid leave

Global maternity leave legislation reveals striking inequalities. While Nordic countries set the gold standard, several nations offer minimal or no protections.

• Estonia: Offers 86 weeks of leave — the longest in the world — with 20 weeks at 100% pay
• Bulgaria: Provides 58 weeks at 90% pay, reflecting strong state support for caregiving
• Japan: Offers 14 weeks of statutory leave, but cultural pressure discourages many women from taking it
• India: 26 weeks of paid leave for women in the formal sector, though millions in informal work receive nothing

Scandinavian countries like Sweden, Norway, and Finland have the best policies. They believe that both parents should spend time with their children.

• Best: Norway gives 49 weeks at full pay or 59 weeks at 80% pay
• Best: Finland recently gave both parents equal leave — about 7 months each
• Worst: The USA gives no paid leave at the national level
• Worst: Papua New Guinea has no maternity leave law at all

The gap between the most and least generous maternity leave systems is enormous. Countries with strong social safety nets tend to offer the best entitlements, while those with market-driven approaches lag behind.

• Norway: Pioneered the "daddy quota" — weeks reserved exclusively for fathers to promote shared caregiving
• Germany: Offers 14 months of shared parental leave at 65% pay, encouraging gender equality
• United States: One of only seven countries worldwide with zero guaranteed paid parental leave
• Impact: Countries with poor leave policies see higher rates of maternal depression and infant health problems

Unfortunately, many women face problems at work because of maternity leave. Some employers treat pregnant women unfairly.

• Job loss: Some women lose their jobs when they tell their boss they are pregnant
• Fewer opportunities: After returning, mothers may not get promotions or raises
• Pressure to return early: Some women feel they must go back to work too soon because they need the money
• Judgement: Colleagues may think a mother is less committed to her work

Pregnancy discrimination remains widespread despite legal protections. The so-called "motherhood penalty" refers to the systematic disadvantages women face in their careers after having children.

• The "motherhood penalty": Studies show mothers earn 5–10% less per child compared to childless women, widening the gender gap
• Hiring bias: Research shows pregnant women and mothers are less likely to be called for job interviews
• Career derailment: Many women are moved to less important roles after reintegration, a practice known as "mommy-tracking"
• Legal battles: Despite legislation, proving workplace discrimination is notoriously difficult

Paternity leave is time off work for fathers. In many countries, fathers get very little time off — sometimes just a few days. But things are changing.

• Sweden: Fathers must take at least 90 days of leave — it cannot be given to the mother
• Spain: Since 2021, fathers get 16 weeks of fully paid leave — equal to mothers
• Japan: Offers generous paternity leave on paper, but very few fathers actually take it
• Why it matters: When fathers take leave, it helps mothers return to work and creates stronger family bonds

The expansion of paternity leave is increasingly recognised as essential for closing the gender gap. When both parents share caregiving responsibilities, women's career outcomes improve significantly.

• The Nordic approach: "Use-it-or-lose-it" policies reserve weeks exclusively for fathers, combating the stigma of men taking leave
• Cultural resistance: In Japan, only 14% of eligible fathers took paternity leave in 2022, despite generous statutory provisions — a phenomenon known as "patahara" (paternity harassment)
• The breadwinner myth: Traditional expectations that men should prioritise earning over caregiving persist worldwide
• Evidence: Countries with strong paternity leave see higher female workforce participation and lower divorce rates

Some people think maternity leave is expensive for companies. But research shows that good policies actually help businesses in many ways.

• Keeping workers: Women are more likely to return to the same company if they receive good benefits
• Saving money: Replacing a worker costs much more than paying for maternity leave
• Happier workers: Employees who feel supported work harder and stay longer
• Better for everyone: When mothers can work, the whole economy grows

The economic case for comprehensive parental leave is compelling. Far from being merely a cost, well-designed leave policies generate significant returns for employers, workers, and national economies alike.

• Retention savings: Replacing an employee costs 50–200% of their annual salary; paid leave dramatically reduces turnover among skilled workers
• GDP impact: McKinsey estimates that closing the gender gap in workforce participation could add $12 trillion to global GDP
• Health economics: Adequate leave reduces healthcare costs by improving maternal and infant health outcomes, lowering public health expenditure
• Competitive advantage: Companies offering strong parental benefits attract top talent in competitive labour markets

Different cultures have different ideas about maternity leave. In some places, it is normal for mothers to stay home for a long time. In others, women feel pressure to return to work quickly.

• Traditional views: In some cultures, people believe mothers should stay home and the father should be the breadwinner
• Modern views: Many people now believe both parents should share the work of raising a child
• Social pressure: Some mothers feel guilty for working, while others feel guilty for not working
• Single mothers: Women raising children alone face the biggest challenges with leave and money

Cultural attitudes toward maternity leave are shaped by deeply rooted beliefs about gender roles, family structure, and the relationship between work and caregiving. These perspectives often conflict with modern legislation.

• East Asian paradox: Countries like Japan and South Korea offer generous leave but face cultural barriers — women who take full leave risk being seen as uncommitted to their careers
• Latin American approach: Strong family-oriented cultures support extended leave but often reinforce the breadwinner–homemaker model
• The stigma of reintegration: Returning mothers frequently report feeling "out of the loop" and struggling to reassert their professional identity
• Informal economies: In many developing countries, the majority of women work in sectors where statutory protections simply do not apply

Remember these important points:

• Maternity leave is time off work for mothers to care for their newborn babies
• Different countries have very different rules — from zero paid leave in the USA to over a year in some European countries
• Discrimination against pregnant women at work is illegal in most countries, but it still happens
• Paternity leave for fathers is growing — it helps families and promotes equality
• Good leave policies benefit everyone — workers, businesses, and the economy

Essential takeaways from this lesson:

• Global inequality: Maternity leave entitlements vary enormously — from 86 weeks in Estonia to zero paid weeks in the USA
• The motherhood penalty: Workplace discrimination against mothers persists despite legal protections, widening the gender gap
• Shared responsibility: Effective paternity leave reduces gender inequality and supports better reintegration for mothers
• Economic sense: Paid leave generates returns through retention, productivity, and workforce participation