When it comes to maternity and paternity leave, most conversations start (and end) with mom.
And sure, maternity leave is crucial. But here’s the reality check: dads (and partners of all kinds) matter too. And yet, the global approach to paternity leave still feels like an afterthought, a “nice to have” instead of a policy worth fighting for.
In many countries, new fathers get a pat on the back and maybe five unpaid days if they’re lucky. In others, paternity leave policies are slowly catching up to the times with real paid paternity leave, non-transferable days, and recognition that caregiving isn’t gendered.
If you’re a founder, HR leader, or company expanding across borders, it’s time to pay attention to the growing importance of paternity leave by country and how it fits into your larger parental leave strategy.
What Is Paternity Leave?
Paternity leave refers to time off given to fathers (or non-birthing partners) after the birth, adoption, or arrival of a child. It’s often part of a broader parental leave policy, but in many countries, it’s treated separately from maternity leave.
Some nations are introducing shared parental leave models, where both parents can split time, offering flexibility and more equal caregiving roles. Others offer exclusive paternity leave, reserved just for dads or partners, to encourage active involvement from day one.
The terms can vary: some countries grant days of paternity leave, others offer weeks of paid leave, and a growing few provide months of paid parental leave exclusively for fathers.
Bottom line? Paternity leave isn’t just a benefit, it’s a signal of how a country (or company) values families, equality, and real work-life balance.
Benefits of Paid Paternity Leave
Let’s get one thing straight: paid paternity leave doesn’t just benefit dads. It helps everyone – the baby, the mother, the employer, and society as a whole.
Here’s what the research (and real life) tells us:
- Better bonding: When fathers take paternity leave, they build stronger early relationships with their child and are more likely to stay involved long term.
- Improved maternal health: Having an extra set of hands during postpartum recovery? Life-changing. Literally.
- Workplace equality: When men take time off, it helps normalize maternity and paternity leave, reducing the stigma that caregiving is only a woman’s job.
- Talent retention: Companies that offer generous paternity leave report higher employee satisfaction, especially among millennial and Gen Z workers who value balance.
- Economic impact: Yes, it’s good for the economy too. Countries with paid parental leave see more women returning to the workforce, boosting GDP in the long run.
Offering paid paternity leave isn’t a cost. It’s an investment and one that pays off in culture, loyalty, and actual business performance.
Who Is Eligible for Paternity Leave?
Here’s where things get… complicated.
Eligibility for paternity leave depends on where you are and in some cases, who you are.
In many countries, eligibility depends on factors like:
- Employment status (full-time vs. contract vs. informal work)
- Length of time at the company
- Marital or registered partnership status
- Whether the leave is exclusive to the father or part of shared parental leave
For example:
- In the Nordic countries, almost all working fathers can take paternity leave, with a leave allowance funded through social insurance.
- In some parts of Asia or Africa, paternity leave is unpaid or only available to government employees.
- In the U.S., there’s no national paid leave policy, so eligibility depends entirely on your employer or, in some states, local laws.
And here’s a trend worth watching: more countries are moving toward non-transferable paternity leave, meaning dads can’t give their days to the mother. This shift aims to boost usage and push past the old “leave is optional for dads” mindset.
So yes, leave policies are changing but the details matter. If you’re expanding globally, knowing who qualifies (and what they get) can make or break your approach to paternity and parental leave.
Countries with 100% Paid Paternity Leave
Let’s talk about the real MVPs of paternity leave policies – the countries that offer fully paid leave just for dads. No splitting, no “if the boss approves,” no unpaid guilt trips. Just weeks of paid paternity leave that are actually designed to be used.
These countries understand that dads aren’t backup parents, they’re full-time, bottle-warming, diaper-changing, sleep-deprived co-pilots. And the paternity leave allowance reflects that.
Here are a few countries that offer 100% paid paternity leave:
- Spain: 16 weeks, fully paid, non-transferable and yes, mandatory for the first 6 weeks.
- South Korea: Up to 10 days of paternity leave at 100%, followed by extended paid parental leave if desired.
- Portugal: 20 working days at 100% pay, with additional days optional.
- Norway: Part of the country’s shared parental leave system includes time reserved just for dads, fully paid at 100%.
- Japan: Offers up to a year of paid parental leave, and although cultural uptake is low, the leave policies are surprisingly progressive.
These countries for paternity leave lead by example. They don’t just offer time off, they encourage dads to actually take paternity leave through generous pay, non-transferable days, and a cultural shift toward more balanced caregiving.
These policies don’t harm productivity or slow the economy. In fact, they improve employee loyalty, boost birth rates, and promote equality in the workplace.
That’s the power of generous paternity leave and why more countries are rethinking their approach to maternity and paternity leave policies.
Countries with No Paid Paternity Leave
Now, let’s look at the other end of the global spectrum, the countries that still don’t offer paid paternity leave at all.
Unfortunately, many countries around the world still operate under the idea that parental responsibilities begin and end with the mother. As a result, fathers receive little to no support when it comes to leave after the birth of a child.
Countries that don’t offer paternity leave (or only unpaid options) include:
- United States: No federal mandate for paid paternity leave, only unpaid leave under the Family and Medical Leave Act (FMLA), and that’s only if you qualify.
- India: No national paternity leave law in the private sector; it’s optional for companies to offer.
- Nigeria: A few states are piloting paid options, but most of the country offers no paternity leave at all.
- Saudi Arabia: Offers just 3 days of paid paternity leave.
These countries don’t offer paternity leave because of outdated assumptions, policy gaps, or lack of political will. But the cost of doing nothing? Huge.
Without leave and pay guarantees, many fathers are forced to choose between income and involvement, which isn’t really a choice at all.
And here’s the thing: In places where maternal leave is long but paternity leave is non-existent, the imbalance puts pressure on mothers and reinforces gender gaps both at home and at work.
The Longest Paid Paternity Leaves by Country
Let’s talk numbers because when it comes to paternity leave policies, duration matters.
While many countries offer just a few days of paternity leave, others are setting the bar high with weeks (or even months) of paid paternity leave. These countries are leading a quiet revolution, proving that generous parental leave isn’t just for moms, and it’s not just for show.
Countries with the longest paid paternity leave include:
- Japan: Offers up to 52 weeks of paid parental leave for fathers. While usage remains low due to cultural norms, the policy is one of the world’s most generous.
- South Korea: Dads can take up to one year of leave, with wage replacement starting lower but increasing over time.
- Iceland: Offers 6 months of paid leave, with 3 months reserved exclusively for fathers, no transfers allowed.
- Sweden: Parents share 480 days of paid family leave, with 90 days reserved for each parent. If you don’t use it, you lose it.
- Norway: Offers 15 weeks of paid paternity leave, or longer under shared parental leave models.
These countries not only offer weeks of paternity leave, but also design their leave policies to encourage usage. That means non-transferable days, flexible schedules, and leave with full pay or close to it.
And the result? Better family outcomes, more balanced households, and growing workplace equality.
Paternity Leave in the United States
Now let’s zoom in on the U.S. and prepare yourself: it’s a mixed bag.
There is no national paid paternity leave policy in the United States. The only federal policy in place is the Family and Medical Leave Act (FMLA), which allows eligible employees up to 12 weeks of unpaid leave. And that’s if your company has 50+ employees and you’ve worked there long enough.
That means most new dads in the U.S. are left with just sick leave, PTO, or unpaid time, assuming they even take paternity leave at all.
In terms of global paternity leave, the U.S. ranks far behind. When comparing paternity leave by country, the U.S. isn’t just lacking in duration, it also offers no guarantee of income, job protection for all, or a cultural push to normalize leave for dads.
The result?
- Less involvement from fathers in early childcare
- More pressure on mothers to manage caregiving alone
- Fewer men taking leave at all, reinforcing outdated norms
In a world where countries for paternity leave are innovating and evolving, the U.S. is still stuck treating paternity leave as optional, or even indulgent.
U.S. States with Paid Paternity Leave
Thankfully, some states in the U.S. aren’t waiting around for federal reform. They’ve stepped up with their own paid family leave programs and that includes time off for dads.
U.S. states offering paid paternity leave include:
- California: Up to 8 weeks of paid family leave at about 60–70% wage replacement.
- New York: Offers 12 weeks of paid parental leave at 67% of pay.
- New Jersey: Provides 12 weeks at 85% pay, with a weekly cap.
- Rhode Island: Offers up to 6 weeks of paid leave for parents.
- Massachusetts, Connecticut, Oregon, Washington, Colorado, and Delaware also offer similar benefits.
These programs usually fall under broader paid family leave policies but can be used by fathers after the birth or adoption of a child, a major win for maternity and paternity leave equality.
Why does this matter?
Because paid or unpaid leave makes a difference in who can actually afford to take time off. And these state-level programs are a lifeline for families that don’t want to choose between a paycheck and their newborn.
As more countries and states implement inclusive parental leave laws, U.S. companies expanding globally will need to stay on top of leave requirements, types of leave, and the growing expectations of a modern workforce.
Ready to Expand? Let’s Talk Paternity Leave
As more countries embrace generous paternity leave and redefine what parental leave benefits should look like, staying informed is no longer optional, it’s a business advantage.
Whether you’re exploring the best paternity leave policies, comparing paternity leave by country, or figuring out how to structure maternity and paternity leave for a global team, you don’t have to go it alone.
At Empleyo, we help growing companies navigate leave policies, compliance, and talent needs across borders through our Employer of Record (EOR) service. From understanding leave allowances to knowing where paid paternity leave is required, we’ve got you covered.
