Parental leave in Germany allows each parent up to three years of protected leave per child, with the right to work part-time during the leave. Germany’s system, anchored in the Bundeselterngeld- und Elternzeitgesetz (BEEG), is one of the most generous in Europe — but it comes with specific notification windows, Elterngeld calculations, and part-time rules that trip up employers unfamiliar with the framework.

This guide covers German parental leave in 2026: the three-year entitlement, Elterngeld parental allowance, the part-time work right, notification requirements, and the job protection rules you need to know.

Key takeaways

  • Each parent is entitled to up to three years of parental leave per child under section 15 BEEG, for children born after 1 January 2007.
  • Elterngeld (parental allowance) replaces a portion of income during the first 12–14 months, calculated at 65–67% of previous net income.
  • Parents can work up to 32 hours per week part-time during parental leave.
  • You must give your employer at least seven weeks’ notice before the leave starts.
  • Leave can be taken at any time before the child turns eight years old.
  • Your employer cannot dismiss you during parental leave — this protection begins eight weeks before the leave starts.

The three-year entitlement

Under section 15 BEEG, every parent of a child born after 1 January 2007 is entitled to up to 24 months of parental leave for that child. A further 12 months can be transferred from one parent to the other, giving a maximum of three years per child.

Detail Rule
Maximum per child 3 years (36 months)
Transferable months Up to 12 months from the other parent
Child’s age limit Leave must begin before child turns 8
Part-time work right Up to 32 hours per week
Notice period At least 7 weeks before start date

The leave does not need to be taken continuously. You can split it into blocks — for example, taking 12 months after birth, then returning to work, then taking the remaining 12 months when the child starts school.

For children born before 1 January 2007, the entitlement is 12 months (not transferable between parents). The three-year and part-time provisions apply only to children born on or after that date.

Elterngeld — the parental allowance

Elterngeld is a government-funded benefit paid by the Familienkasse (family benefits office) during the first 12–14 months of a child’s life. It is paid alongside parental leave but is a separate claim — you must apply for it even if you are on parental leave.

The calculation is based on your previous net income:

Elterngeld type Amount Duration
Basis-Elterngeld 65% of net income (minimum €300, maximum €1,800/month) Up to 12 months
ElterngeldPlus Half of Basis-Elterngeld (minimum €150, maximum €900/month) Up to 24 months
Partnership bonus Additional months if both parents work 24–32 hours/week Up to 8 months

The maximum of 12 months is extended to 14 months when at least two months are taken by the other parent — this is the “partnership months” incentive designed to encourage both parents to take leave.

For high-income earners, Elterngeld phases out entirely above a net monthly income of approximately €5,500 (varies slightly by state). Low-income earners receive the minimum of €300 per month regardless of prior earnings.

Worked example

A parent earning €3,500 net per month before the birth takes 12 months of parental leave. At 65% of net income, their Basis-Elterngeld is €2,275 per month — capped at the €1,800 maximum.

Part-time work during parental leave

Section 15(4) BEEG gives you the right to work up to 32 hours per week during parental leave. Your employer cannot refuse this, though they can request reasonable notice for scheduling.

The 32-hour limit applies per parent. If both parents are on parental leave for the same child, both can work up to 32 hours per week — there is no combined cap.

Working during parental leave affects Elterngeld but not the parental leave itself. Income earned during the leave is offset against Elterngeld under the “Elterngeld plus” rules, so a parent working 30 hours per week may receive a reduced Elterngeld payment.

Notification requirements

You must give your employer written notice at least seven weeks before the intended start date. The notice should include:

  • The start date of the leave
  • The intended duration (or that you intend to take the full entitlement)
  • Whether you plan to work part-time during the leave

For the first 12 months (or eight months in the case of ElterngeldPlus), you must confirm the start date at least seven weeks before. For the remaining period, you must confirm the exact start date at least 13 weeks before.

Failing to give proper notice does not forfeit the right to parental leave, but it does mean your employer has less time to plan, and you risk disruption to your Elterngeld timing.

Job protection

Section 18 BEEG provides robust job protection:

  • During parental leave, your employment is suspended but your contract continues. You return to your position (or an equivalent role) at the end of the leave.
  • Dismissal protection begins eight weeks before the leave starts (for planned leave) and runs until the leave ends.
  • Your employer cannot terminate your contract during this period except in exceptional circumstances approved by the relevant authority.
  • Annual leave accrues during parental leave. Your employer can require you to take leave at the end of the employment relationship, or pay it out.

Employer obligations

German employers managing parental leave must:

  1. Acknowledge parental leave requests in writing — refusal is not possible for qualifying employees
  2. Maintain the employment contract during the leave period
  3. Respect the dismissal protection period from eight weeks before the leave until it ends
  4. Allow part-time work up to 32 hours per week during the leave
  5. Record the leave correctly on social insurance forms, as parental leave affects health insurance, pension, and unemployment insurance contributions
  6. Reinstate the employee to their role (or an equivalent role) at the end of the leave

Common pitfalls

1. Missing the seven-week notice window

If an employee gives notice too late, the employer may struggle to arrange cover. While the right to leave cannot be denied, late notice creates operational problems and may affect Elterngeld processing.

2. Confusing Elterngeld with parental leave

Elterngeld and parental leave are separate. An employee can claim Elterngeld while working part-time and not on parental leave, or can be on parental leave and not claim Elterngeld. Treat them as independent processes.

3. Forgetting social insurance implications

During parental leave, the employer continues to pay health insurance and pension contributions (under certain conditions). Ignoring this creates a liability that surfaces when the employee returns.

4. Offering a different role on return

Returning employees must be offered their original role or an equivalent position. Offering a significantly different role without genuine operational justification is a breach of section 18 BEEG.

Putting it into practice

Three checks cover most German parental leave scenarios:

  1. Build a notification calendar that flags the seven-week and 13-week deadlines for each employee’s parental leave.
  2. Separate Elterngeld from parental leave in your absence tracking — they follow different timelines and affect different systems.
  3. Hold a return-to-work discussion before the employee comes back, to confirm role, hours, and any adjustments needed.
You can take advantage of the free 14 days trial and explore Leave Balance.

Tracking up to three years of leave per child, part-time work hours, and Elterngeld eligibility across multiple employees is a job for a system built to hold parental leave as a distinct absence type with configurable notification windows.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. German family law changes periodically — confirm current entitlements with the Familienkasse or a specialist employment lawyer.