Bulgaria
Bulgaria provides 410 paid days of maternal leave, with mothers receiving 90% of their pay during leave. Paternity leave is just 15 days after birth, although fathers can share the mother’s leave once the child is six months old.
How to design a paid parental leave policy for your global team
The move to remote work shifted views on parental leave
After parents discovered the benefits of being able to stay home with their children and have more flexible schedules, employers have noticed parents prioritising time with their children during those early stages of life.
Expectations have risen. There are challenges, though: not every country mandates paid parental leave, and not every leave policy covers every type of parent. Many parents are, in fact, left out of traditional maternity and paternity schemes.
To achieve this, your organisation should be prepared to exceed statutory minimums for family leave — particularly in countries with no baseline requirements.
This guide walks you through creating and managing a policy that makes this possible for your team, helping you attract and retain high performers.
What you'll learn
Parental leave inequality across the world
Why you need a ‘parental leave’ policy
The simple way to manage parental leave for a global team
Best talent employers go beyond statutory minimum leave
You can choose to offer only the statutory minimum when you design your family leave policy, but that doesn’t mean it’s the best option.
To win top talent, your parental leave offering must be competitive, inclusive, equitable and compassionate.
People who plan to start families want leave that lets them do so without sacrificing career progression, opportunities or pay.
Employees actively compare benefits packages when choosing jobs. According to Remote’s Global Benefits Report, 60% of workers say they chose one job over another because it had a better benefits package, and 35% of global workers turned down or left roles over benefits concerns.
57%
of people aged 25–34 would turn down a job offer if parental leave benefits were inadequate.
Benefits & Leave. — 11 MIN
You may also like
The best employee benefits to attract top global talent | Nadia Vatalidis
Enhancing parental leave or adding benefits can be costly and leaders may worry about budgets. Remote’s research shows 78% of decision makers saw higher retention after improving benefits.
Given that the cost of recruiting a new employee is estimated at three to four times the hire’s salary, a stronger benefits package can save money over time and help attract top talent.
Another reason to offer a generous family policy for your global team is the large gap in parental leave across countries. Building equitable benefits is vital if you hire in multiple locations.
Parental leave inequality across the world
When assembling a global team, your parental policy must be inclusive. Regardless of where staff live or their family circumstances, the policy should deliver a fair experience for everyone.
While many countries mandate parental leave, statutory family leave varies widely from place to place.
How statutory parental leave differs around the globe
Sweden
Swedenalso offers extensive leave and is more inclusive: each parent gets 240 days of leave, paid at 80% of regular wages. Single parents receive the full 480 days a couple would get. For multiple births, an extra 180 days is added per additional child.
The United Kingdom
In the UKeligible employees with a contract and correct notice can take 52 weeks of maternity leave, 39 weeks of which may be paid. Paid paternity leaveis capped at 2 weeks. The UK also provides unpaid parental leave: parents can take 18 weeks’ leave per child up to age 18, though they are generally limited to four weeks per child each year unless the employer agrees otherwise.
The United States
The U.S.requires some employers to provide 12 weeks of unpaid leave annually for specific situations, including childbirth. These protections apply only to eligible employees who have worked at the company for a year and at least 1,250 hours in the previous year. Some states and cities have introduced their own statutory paid parental leave laws, which makes family leave in the U.S. more complex.
01. Many countries are expanding inclusive family leave policies
For example, Estonia provides 82 weeks for the child’s main caregiver, whether birth, adoptive or foster parents, and Japan offers up to a year of leave for both parents.
Even so, you shouldn’t base your company’s policy solely on any single country’s law. Creating your own globally fair and inclusive policy is key to supporting current and prospective employees everywhere.
Understanding parental leave laws internationally can be complex
Remote researched 11 countries to compare where laws diverge. See our Inclusive Parental Leave Policies Research to explore the findings yourself!
02. A maternity-only policy is insufficient
You might think your workplace already covers this with a maternity policy. Unfortunately, many maternity policies still fall short.
Maternity leave was first proposed by the International Labour Organisation (ILO) in 1919 to give working mothers time to have and care for babies. Although it has been updated over time, it was originally intended to protect birthing mothers.
Remote & Async Work — 15 MIN
You may also like
How to build belonging for women in remote work | Amanda Day
More than a century after the original standard, we now recognise many types of parents and caregivers. Maternity leave alone doesn’t cover fathers, adoptive or foster parents, stepparents and other caregivers who need time to bond with children.
Consider the example of Gary Ackerman, a New York City teacher who became a father in 1969. Ackerman sought the same parental leave extended to his female colleagues but was refused repeatedly.
At the time the leave was unpaid and intended only for women. Men were expected to keep working. Ackerman’s case led to change at the NYC Board of Education, but it took decades before paternity leave became common practice.
21% of women and 16% of men who have taken parental leave report it held them back professionally.
Still, maternity and paternity leave alone aren’t enough. A genuinely inclusive family leave policy must be broader.
39%
of employees believe their employer should make parental leave more inclusive.
"In a world where we aim to be more inclusive, being deliberate about including all genders means parental leave should cover every path to parenthood without referencing a specific gender. It also means any parent with a child under one can take parental leave without assumptions about who will care for the child. Flexibility and choice matter most to employees."
Remote’s director of people enablement | Amanda Day
Why you need a ‘parental leave’ policy
Offering maternity leave alone, or even maternity and paternity separately, isn’t enough. There are several reasons to adopt a parental leave approach.
Terms like “maternity” and “paternity” can exclude parents outside the gender binary or those who don’t identify as a traditional mother or father. That matters because some of those parents may not have legal protections or access to government leave.
Foster parents and stepparents, for instance, may feel maternity and paternity policies don’t apply to them.
That can leave many parents feeling isolated and unsupported at work. An inclusive parental leave policy that recognises these situations can be crucial for attracting and keeping high performers seeking a more inclusive programme.
“Maternity” and “paternity” also carry assumptions about how leave should be used around birth and early months. Parental leave should be flexible and cover a wider range of scenarios, such as:
01. Same-sex couple parental leave
When same-sex couples expect a child, parental leave avoids forcing the couple to pick which partner claims maternity or paternity. Paid paternity has often been more limited, which can disadvantage two-father, trans or non-binary families who may otherwise need to use other leave types to bond and care for their child.
02. Adoptive parent leave
Some maternity/paternity policies include adoption, but not all. Parental leave should cover adoption procedures and the time needed to settle an adoptive child into the home.
03. Foster parent leave
When staff foster a child they need time to bond and settle the child into the family. Parental leave allows this without losing income.
04. Stepparent leave
Many policies leave out stepparents, who play important roles in children’s lives. An equitable parental leave policy gives stepparents time to bond with the child.
05. Shared parent leave
Shared parental leave lets two parents split a pool of leave. One parent can transfer some leave to the other, giving the family greater flexibility in how they use their time off.
Miscarriage, pregnancy-related trauma and reproductive health leave
01. Pregnancy loss is a serious trauma
Between 10–20% of pregnancies end in miscarriage. It’s likely someone you know or work with has experienced this, yet pregnancy loss often remains a private grief for many parents.
Most miscarriages happen in the early weeks and months of pregnancy, before parents usually share the news beyond their close circle.
A 2019 UK study reported that one in three parents who suffered pregnancy loss developed post-traumatic stress. In organisations with clear DEI policies and a commitment to inclusion, these values should extend to family leave. Such provisions attract top global talent, as many professionals seek employers with these supports. Some also developed anxiety and depression with symptoms remaining high nine months after the loss.
02. Offering compassionate leave
Providing compassionate leave for miscarriage and other pregnancy-related trauma, such as failed fertility treatments or ectopic pregnancies, shows real care for employees who might otherwise feel they must work through such trauma. This supports team members facing fertility concerns or the distress of miscarriage.
This leave goes beyond bereavement and supports both physical and mental wellbeing. After a miscarriage, someone may have lingering physical symptoms or need medical appointments. Emotionally they may be unable to work, so linking pregnancy loss leave with mental health support can be important.
32% of men & 24% of women
are reluctant to use their full parental leave because of stigma.
03. Miscarriage leave can be sensitive
Discussions about miscarriage are not common socially, and talking about them at work can be difficult. Making staff aware of the policy and ensuring they feel comfortable taking leave may be challenging. Employers can take three specific steps to help:
3 ways to support employees dealing with pregnancy loss
Provide clear, easily accessible documentation about your policies so employees can discreetly check them and learn how to access support and entitlements.
While miscarriage directly affects the person who was pregnant, it also affects their partner and wider family.
Ensure managers know how to discuss pregnancy loss sensitively. Support them with training or reference materials they can use when such situations arise, so they can act with discretion.
04. Reproductive health and wellbeing leave
Reproductive rights vary globally: only 75 countries allow abortion on request; in others it’s permitted for health or life-saving reasons, and in 24 countries it’s banned entirely.
With a global workforce, it’s important to recognise these differences when drafting a reproductive health policy. At Remote, we support employees making the healthcare choices right for them. We provide documentation explaining our policy and how to access funds where needed.
Financial support is a key part of a reproductive health policy because the policy covers more than just time off. We offer $2,000 USD to employees or their partners who live where safe, legal abortions are unavailable so they can cover travel, lodging or medical costs. This support is provided quickly and confidentially, and we do not collect or retain data on it.
Deciding to end a pregnancy can affect a team member’s mental health. Your reproductive health policy should connect employees to mental health resources.
Remote & Async Work — 15 MIN
You may also like
Psychological safety tips for remote teams | Preston Wickersham
How to consider part-time or flexible working options for parents
Caring for a family takes time and can be especially tough for parents of young children who work from home. For those juggling work and parenting, it can feel like choosing between being a good parent or a good employee.
Allowing flexible or part-time hours for parents helps them work during times they’re most productive. Employers may worry that a part-time arrangement yields less output, but flexible hours can benefit both the company and employees, particularly in asynchronous setups. Flexibility helps parents balance family and work while still doing their best work.
Flexibility could be the most valued and impactful policy a company offers. For parents, it allows them to respond to family needs while meeting work responsibilities.
Remote’s senior expert of global benefits design and strategy | Joana Viana
Instead of making exhausted parents work synchronously while caring for children, giving them control over their schedule shows trust and is likely to be repaid with sustained productivity.
Some countries already require allowing part-time work if both parents are employed, so offering flexible options not only improves the psychological contract with staff but can also simplify compliance.
What is an inclusive and equitable parental leave policy?
An inclusive parental leave policy should cover all kinds of parents: birth parents, adoptive parents, foster parents and stepparents. It should also include all gender identities, sexual orientations and family structures. If a team member is a parent, your leave policy should apply to them.
Using inclusive language in your parental leave policy helps all staff feel supported, respected and empowered to put their families first. Use gender-neutral terms (“parent” instead of “mother” or “father”), avoid labelling caregivers as primary or secondary, and write in clear, universal language so everyone understands the entitlements.
An inclusive policy should also shift perceptions about gender roles. For instance, encourage men to take parental leave, accept bereavement time for pregnancy loss, and avoid referring to women as the default caregivers.
01. What is an equitable parental leave policy?
An inclusive policy ensures staff feel valued; an equitable policy ensures everyone has equal access to the same benefits.
Equitable parental leave includes:
The same benefits, resources and opportunities for all team members, irrespective of gender or family structure
Equitable benefits no matter where your staff live or what statutory leave their country mandates
Designing an equitable parental leave policy takes careful planning. Top talent seeks a benefits offering that lets them take the time they need to raise a family. While meeting minimum legal requirements across countries, ensure everyone has a fair experience when using their benefits.
02. Why inclusive and equitable parental leave matters
No one wants their family to miss out on benefits others receive. Inclusive and equitable parental leave is essential to making each team member feel valued and supported.
An equitable family leave policy also challenges stereotypes, fixed gender roles and cultural omissions that pigeonhole people into certain family roles. By using inclusive language and enforcing equity, you help families choose the care arrangement that suits them best.
A parental leave policy that can attract and retain top talent
Welcoming a new child is a celebratory time. New parents want to take the leave they’re entitled to without fear of judgement. Building a culture that supports and encourages leave is crucial.
01. Top candidates often seek attractive perks
For instance, one company offers a $2,000 USD stipend to pregnant people to help with maternity clothing. For many parents, knowing flexible hours are available after a child arrives is the most valued benefit.
Remote’s benefits research found flexibility is the most in-demand benefit for many workers, especially parents. If you don’t offer flexible arrangements like async work, remote work and location independence, some top candidates may look elsewhere.
02. Policy alone isn’t enough — we must make it acceptable to take leave
We noted that Japan provides a year of paid leave for both parents, but studies show only 13% of men in Japan actually take that leave. This pattern isn’t unique to Japan; internationally men often don’t use the leave available to them. One survey found men in Australia often avoid leave because of financial concerns; the second reason was fear of being seen as less committed at work.
A BBC report found non-birthing parents worldwide often don’t use their allotted leave. This stems from ingrained gender stereotypes about being breadwinners and from concerns about how leave might be perceived professionally.
Don’t stop at policy. Create workflows and structures that make it straightforward for parents to leave and return without undue stress. Managers and leaders should model the behaviour by taking leave themselves; otherwise staff will notice the gap between policy and practice.
Remote’s senior expert of global benefits design and strategy | Joana Viana
All parents still feel pressure to return to work early. A 2021 study found 50% of mothers reported maternity leave harmed their careers, experiencing microaggressions and negative assumptions about taking time off.
For these reasons it’s vital that team leaders publicly back parental leave and actively encourage staff to use their entitlements.
The role of team leaders in encouraging parental leave
Workers often judge themselves more harshly than colleagues or management do. They may fear taking time off will make them look less committed. Parental leave exists to protect physical and mental wellbeing; if staff don’t take the leave they need it can harm their work.
To tackle reluctance, leaders should champion family leave policies and encourage employees to use their parental leave without fear of judgement.
23%
of workers in sales, media and marketing don’t know how much parental leave their employer provides.
How managers can better support new parents?
Being proactive and open with communication about leave policies so everyone understands the benefits and how to access them.
Reinforcing the importance of taking parental leave and making it clear that family comes first.
Promoting a healthy life-work balance is essential to keeping teams engaged, motivated and productive.
Reiterating that taking parental leave will not harm future career progression.
Establishing a specific return-to-work plan with the employee and a clear career progression plan gives extra reassurance.
Creating structures within appraisals to ensure parental leave doesn’t stall an employee’s growth at the company.
01. Support parents throughout the full transition
Parents want encouragement and support before, during and after their parental leave. Consider their experience at each phase.
HR often focuses on support just before and after leave, but many parents appreciate staying engaged and connected to their role and team during leave if they wish to.
Giving parents the option to join social activities during leave lets them choose their level of engagement. Employers should still encourage parents to disconnect and enjoy their time off, but offering flexibility helps those who want occasional contact with colleagues. Having adult conversation during leave can be an underrated benefit.
Support for returning parents is equally important
The shift back to work can be difficult, so documented support should be part of the policy. Returning birthing parents often feel they burden colleagues who must bring them up to speed. Consider assigning a return-to-work buddy similar to an onboarding buddy to help the parent ramp up.
02. How to stay compliant across multiple countries
Running and administering a global parental leave policy can be tricky for remote companies with staff around the world. Different countries have different rules, and managing compliance can quickly become complex.
For instance, the United States may not require paid parental leave, but protections exist under FMLA. During FMLA leave employees generally receive stronger protections, and even in at-will states employees on FMLA are usually shielded from dismissal.
We recommend global employers adopt a policy of equity for all staff, wherever they are based. After declaring that commitment, you can apply that equity flexibly across jurisdictions. The objective is to give similar experiences to staff in similar situations, not to solve every global leave disparity yourself.
This is where an Employer of Record (EOR) can help. (like Remote) is an organisation that helps you employ staff in other countries by acting as the local employer on your behalf. EORs understand local laws and regulations and manage benefits, payroll and tax compliance, taking the burden off you to interpret employment law everywhere you hire.
Remote & Async Work — 15 MIN
03. How to administer an equitable global parental leave policy
It might seem daunting, but an inclusive and equitable parental leave policy can be straightforward to set up and run. You don’t have to master global HR or hire lawyers in every country to employ local staff. With an EOR like Remote, you can access talent worldwide and provide the benefits they need.
If you want help designing benefits, this guide offers a step-by-step introduction to creating a global benefits programme for your team.
Remember
Parental leave is only one component of a benefits programme that must meet each country’s statutory requirements. Remote’s global benefits experts and local HR specialists can advise on market expectations to create a globally fair, locally competitive package for your workforce. Our benefits team can also help design a global package for your organisation.
The simple way to manage parental leave for all of your international employees
Demonstrating an inclusive and equitable parental leave policy is a strong step toward building a benefits package that attracts and retains the best global talent. It also levels the field for parents in places where parental leave isn’t legally required. A generous parental leave policy signals that family comes first and that your workplace supports staff to balance life and work. Communicate that message and talented parents will want to work for your progressive company.
But providing equitable leave worldwide can feel overwhelming. That’s why partnering with global employment solutions like Remote is so important.
We manage the complexities of your global HR operations, while our software keeps administration simple so your team can focus on strategy.
Employer of Record & PEO — 30 MIN
For more information about building your global team
Guide to hiring international employees | Anastasia Pshegodskaya