Paternity leave entitlements vary enormously worldwide — from 6 months in Iceland to zero in many countries with no statutory provision. The global trend is toward more generous and mandatory paternity leave, but the pace of change is uneven. For HR teams managing international workforces, understanding these differences is essential.
This guide compares paternity leave across 30+ countries, covering duration, pay rates, eligibility, mandatory provisions, and employer obligations.
Key takeaways
- Over 120 countries now offer some form of paid paternity leave, but duration and pay vary from 1 day to 6 months.
- The Nordic countries and Spain lead the world in paternity leave generosity, with non-transferable allocations of 4–6 months per parent.
- The United States is the only OECD country without a national paid paternity leave policy.
- Mandatory paternity leave (where fathers must take it) is growing — Spain, France, Belgium, and others require it.
- The global trend is toward longer, better-paid, and mandatory paternity leave.
- Multi-country employers face significant compliance complexity — each jurisdiction has different rules.
Global comparison: duration
Tier 1: 6 months or more
| Country | Duration | Pay rate | Mandatory? |
|---|---|---|---|
| Iceland | 6 months | 80% of salary | No |
| Finland | ~7 months | 70% of salary | No |
| Sweden | ~4 months | 77.6% of ceiling | No |
| Norway | 15 weeks | 100% of salary | No |
Tier 2: 10–16 weeks
| Country | Duration | Pay rate | Mandatory? |
|---|---|---|---|
| Spain | 16 weeks | 100% of salary | Yes |
| Portugal | 28 days | 100% of salary | Yes |
| France | 32 days | 100% of salary | Yes |
| Italy | 10 days | 100% of salary | Yes |
| South Korea | 10 days | 100% of salary | No |
| Japan | 4 weeks (28 days) | 67% of salary | No |
| Taiwan | 5 days | 100% of salary | No |
Tier 3: 1–4 weeks
| Country | Duration | Pay rate | Mandatory? |
|---|---|---|---|
| Belgium | 20 days | 100% of salary | Yes |
| Germany | No specific paternity leave | — | — |
| Netherlands | 5 weeks partner leave | 100% of salary | No |
| Czech Republic | 2 weeks | 100% of salary | Yes |
| Poland | 2 weeks | 100% of salary | Yes |
| Denmark | 2 weeks | Employer pays | No |
| Croatia | 10 working days | 100% of salary | Yes |
Tier 4: 1–10 days
| Country | Duration | Pay rate | Mandatory? |
|---|---|---|---|
| UK | 2 weeks | 90% of salary (capped) | No |
| Canada | 5 weeks | 55% of salary (capped) | No |
| Australia | 2 weeks | Government rate | No |
| New Zealand | 2 weeks | Government rate | No |
| Ireland | 2 weeks | Unpaid (employer may pay) | No |
| Singapore | 2 weeks | 100% of salary | No |
| Hong Kong | 5 days | 80% of daily wages | No |
| UAE | 5 days | Full daily wage | No |
| Brazil | 5 days | 100% of salary | No |
| Hungary | 5 days | 100% of salary | No |
| Greece | 5 working days | 100% of salary | No |
| Romania | 10 working days | 100% of salary | No |
| Switzerland | 2 weeks | 80% of salary (capped) | No |
| India | No statutory paternity leave | — | — |
| China | No statutory paternity leave | — | — |
| US | FMLA 12 weeks unpaid | — | — |
No statutory provision
| Country | Status |
|---|---|
| United States | FMLA provides 12 weeks unpaid (limited eligibility). No federal paid leave. State PFL programs in 14 states. |
| India | Central government employees get 15 days. No private-sector mandate. |
| China | Varies by province. No national mandate. |
| Most African countries | No statutory paternity leave, or minimal (2–5 days). |
| Most Middle Eastern countries | 2–5 days in some countries; no provision in others. |
How pay works globally
| Funding mechanism | Countries |
|---|---|
| Social insurance (state-funded) | Spain, France, Italy, Belgium, Portugal, Romania, Croatia, Czech Republic, Poland, Japan, South Korea, Canada, Australia, New Zealand |
| Employer-funded | UK, Denmark, Ireland, Singapore, Hong Kong, UAE, Brazil |
| Mixed (state + employer top-up) | Iceland, Norway, Sweden, Finland, Netherlands |
| No specific pay | India, China (varies), many developing countries |
Mandatory vs. voluntary
Mandatory paternity leave — where fathers must take it — is a growing trend:
| Type | Countries |
|---|---|
| Mandatory | Spain, France, Belgium, Italy, Portugal, Czech Republic, Poland, Croatia, Luxembourg |
| Voluntary | All other countries with statutory provision |
Mandatory leave reflects a policy objective to normalise fathers taking time off. In Spain and France, the leave cannot be refused, postponed, or reduced by the employer.
How countries compare on key metrics
| Country | Duration | Pay | Mandatory | Age limit | Service req |
|---|---|---|---|---|---|
| Iceland | 6 months | 80% | No | 6 years | None |
| Spain | 16 weeks | 100% | Yes | 12 months | None |
| Norway | 15 weeks | 100% | No | 3 years | None |
| France | 32 days | 100% | Yes | 6 months | None |
| UK | 2 weeks | 90% (capped) | No | 56 days | 26 weeks |
| US | 12 weeks unpaid | 0% | No | 12 months | 12 months |
| Canada | 5 weeks | 55% | No | 78 weeks | 600 hours |
| Australia | 2 weeks | Gov rate | No | 12 months | 12 months |
| Singapore | 2 weeks | 100% | No | — | None |
| UAE | 5 days | 100% | No | 6 months | None |
| Brazil | 5 days | 100% | No | — | None |
Employer obligations: global patterns
Across most jurisdictions, employers share these core obligations:
- Grant the leave — employers cannot refuse statutory paternity leave.
- Process social security claims — where social insurance pays, employers cooperate with the state system.
- Maintain employment — position, salary progression, and benefits are protected during leave.
- Do not penalise — employees cannot be disadvantaged for taking or planning to take leave.
- Maintain benefits — health insurance, pension contributions, and other benefits continue during leave.
The variation is in who pays: social insurance in most countries, the employer in some, or a mix in the Nordic countries.
Worked example: multi-country scenario
A technology company has employees in the US, UK, Spain, and Singapore. Each employee has a child in the same month.
- US employee: 12 weeks FMLA unpaid (if eligible). No federal paid leave. Employer offers 4 weeks paid.
- UK employee: 2 weeks statutory paternity pay at 90% of salary (capped). Employer offers 4 weeks paid.
- Spain employee: 16 weeks mandatory paternity leave at 100% of salary, paid by social security.
- Singapore employee: 2 weeks paternity leave at 100% of salary, paid by employer.
The company needs four different leave policies, four different pay calculations, and four different compliance frameworks — all for the same event.
Common pitfalls for global employers
1. Assuming one policy works everywhere
The variation is enormous. A 2-week policy designed for the UK will not comply with Spain’s 16-week mandatory entitlement. Each jurisdiction needs its own policy.
2. Not tracking mandatory leave
In mandatory-leave countries, the employer must ensure the father takes the leave — not just that it is available. This requires proactive tracking.
3. Confusing paternity leave with parental leave
Many countries have separate paternity leave (short, around birth) and parental leave (longer, for childcare). They have different rules and pay rates.
4. Missing social security registration
In most countries, employers must register with the social insurance system for paternity leave claims. Failure to register delays payment to the employee.
5. Not accounting for cultural differences
Paternity leave take-up rates vary enormously by culture, even where entitlements are similar. Employer policies and workplace culture play a significant role.
Frequently asked questions
How many countries have paid paternity leave?
Over 120 countries now offer some form of paid paternity leave, though duration and pay vary from 1 day to 6 months.
Which country has the longest paternity leave?
Iceland provides the longest non-transferable paternity leave at 6 months per parent, plus a 6-month shareable pool.
Which country has the shortest paternity leave?
Several countries provide only 1–2 days, including Malta (1 day) and Bulgaria (2 days). Many countries have no statutory provision at all.
Is paternity leave mandatory anywhere?
Yes. Spain, France, Belgium, Italy, Portugal, Czech Republic, Poland, Croatia, and Luxembourg all have mandatory paternity leave — fathers must take it.
What is the global trend?
The global trend is toward longer, better-paid, and mandatory paternity leave. More countries are introducing or expanding statutory entitlements, and employer-provided paid leave is increasing in competitive labour markets.
For more context, see our guide to paternity leave in Europe, the overview of types of leave, and our guide to absence management.
Managing paternity leave across multiple countries — with different durations, pay rates, eligibility rules, and mandatory provisions — is one of the most complex compliance challenges for global employers. A leave management system that handles country-specific rules keeps you compliant and your employees supported worldwide.
Sources
- ILO — Maternity and Paternity Leave Database (primary source)
- OECD — Family Benefits Database (government)
- EU Work-Life Balance Directive (2019/1158) (EU)
Last updated: 26 July 2026. This article is general information, not legal advice. Paternity leave law changes frequently — confirm current obligations with the relevant national authority or a qualified employment lawyer.