Maternity leave
is protected leave around childbirth: durations run from the ILO’s 14-week floor (Switzerland: 14 weeks at 80% via EO) through the UK’s 52 weeks (39 paid via SMP) to state-funded Nordic systems. Dismissal protection during pregnancy and leave is near-universal.
What employers administer
Three layers per country: leave length and structure (compulsory pre/post-birth portions in several states), pay funding (state insurance, employer top-ups, or employer-paid as in parts of Asia and the Gulf — UAE: 60 days at tiered pay), and protections (dismissal bans, return-to-role rights, breastfeeding accommodations). CBAs and policies commonly top statutory floors.
Cross-border, the employment country’s regime applies; assignees’ entitlements follow the applicable contract and social system — a due-diligence point when structuring moves. See also paternity and parental leave.
FAQ
Who pays for maternity leave?
Usually social insurance at set rates (Switzerland’s EO at 80% capped; UK SMP mostly reclaimable from HMRC), with employer top-ups by contract or CBA; some markets leave cost with employers directly. Budget the country’s split, including the reclaim mechanics payroll must operate.
Is dismissal during maternity leave possible?
Only in narrow, non-pregnancy-related cases with heightened process (business closure variants), and in several countries effectively not at all during pregnancy and protected periods. Redundancy programmes must handle protected employees separately and lawfully.