Significant Changes in the Workplace: Maternity Leave Periods Revised 04 May 2026

1. Maternity Leave Durations Have Been Extended
 

Under the amendments, maternity leave durations have been significantly extended.
 

Specifically:
 

• The post-birth leave period has been extended from 8 weeks to 16 weeks,
   

• The total maternity leave period has been extended from 16 weeks to 24 weeks.
   

Under the new general rule, maternity leave is now structured as 8 weeks (pre-birth) + 16 weeks (post-birth) = 24 weeks in total.
 

In the case of multiple pregnancies, the existing rule of "8 weeks pre-birth + 2 additional weeks" remains unchanged. Accordingly, pre-birth leave will be 10 weeks and post-birth leave 16 weeks, bringing the total maternity leave for multiple pregnancies to 26 weeks.
 

2. The Limit on Working Until Childbirth Has Changed
 

Previously, pregnant employees could work up to the last 3 weeks before childbirth, subject to their own request and a physician's approval, with any such period carried over and added to their post-birth maternity leave.
 

Under the new regulation, pregnant employees may work up to the final 2 weeks before childbirth, provided they hold a medical certificate. The option to carry over this period and add it to post-birth leave has been retained.
 

3. New Leave Entitlement for Foster Parents
 

Under the amendment, employees who become foster parents to one or more children are now entitled to 10 days of unpaid leave, upon request, commencing from the date the child is placed in their care.
 

4. Extension of Paternity Leave (Supplementary Article 2)
 

Under Supplementary Article 2 of the Labour Act, employees were previously entitled to 5 days of paid leave upon the birth of their spouse's child. Under the new regulation, this paternity leave entitlement has been extended to 10 days.
 

5. Maternity Leave Under the Transitional Provision
 

A transitional mechanism has been introduced for employees whose maternity leave periods have been revised. Employees whose maternity leave has already ended but who, as of 1 April 2026, have not yet completed 24 weeks since the date of birth are entitled to an additional 8 weeks of maternity leave, provided they submit a request within 10 working days of the effective date of 1 May 2026.
 

In practice, employees who gave birth after 15 October 2025 and had not yet completed the 24-week period as of 1 April 2026 are eligible to benefit from this provision. Where an employee meets these conditions and submits a request, the employer is required to grant the additional maternity leave.

6. Comparison Table: Before and After