Parental leave as an employer: entitlement, deadlines and obligations at a glance
Last updated: 21. October 2026
A team member announces they're expecting. Shortly afterwards comes the message: parental leave from March. What now?
As an employer, HR lead or manager, that raises concrete questions: which deadlines apply? Which obligations arise? And what is regulated by law, what is at your own discretion?
This article gives you a structured overview of all the important rules. So you know what's coming and can support parental leave in the company with confidence.
The key points at a glance
- Employees are entitled to up to 36 months of parental leave per child – of which up to 24 months can be taken flexibly until the child's 8th birthday.
- Parental leave is a legal entitlement – the employer doesn't approve it, but is informed about it.
- From registration onwards, special protection against dismissal applies.
- Part-time work of up to 32 hours per week is possible during parental leave.
- Holiday may be reduced by one twelfth for each full month of parental leave.
Contents:
Who is entitled to parental leave?
Parental leave is a legal entitlement to unpaid leave for childcare – regulated in the Federal Parental Allowance and Parental Leave Act (BEEG). The entitlement applies to all employees, regardless of working hours or length of employment – so also to part-time staff and trainees.
Both parents are equally entitled. The fact that more and more fathers take parental leave is no longer a trend but the norm. What this concretely means for companies is shown in the article Parental leave for fathers – what employers should know.
How long does parental leave last?
The maximum duration is 36 months per child – in principle until the third birthday. Of these, up to 24 months can be taken flexibly between the child's third and completed eighth year. For births from 1 July 2015, this requires no employer approval. Only a third parental leave segment that falls within this period can be refused within eight weeks for urgent operational reasons. Federal Family Portal, parental leave FAQ | § 16 BEEG
Parental leave can be divided into up to three segments. More segments are only possible with the employer's approval. Both parents can take parental leave at the same time – this increases planning complexity but is legally entirely permissible.
Official information on duration and division can be found on the Federal Family Portal and at the BMFSFJ.
What deadlines apply for registration?
The registration deadlines are set by law – and decisive for HR planning:
Parental leave up to the third birthday: At the latest 7 weeks before the desired start, in text form (email, letter or fax).
Parental leave between the third and eighth birthday: Here a deadline of 13 weeks before the planned start applies.
At the same time as registration, it must be stated bindingly for which periods parental leave is being claimed. Subsequent changes are only possible to a limited extent.
The Techniker Krankenkasse for corporate customers provides sample forms and practical guidance for employers.
What are the employer's obligations?
Parental leave is a legal entitlement – not an application that has to be approved. As an employer, you are informed, not asked for permission. Your key obligations:
- Issue a confirmation: You are obliged to confirm the parental leave in writing.
- Formal check: You check whether the registration was received on time and in text form.
- Ensure planning: You provide a suitable solution within the team – be it through internal redistribution, a stand-in or a temporary new hire.
How a cover solution with freelancers can look is explained in the article Freelancers as parental-leave cover. A structured guide for HR teams is offered by the Parental Leave Management whitepaper.
Protection against dismissal during parental leave
From the moment of registration, a special protection against dismissalapplies: at the earliest eight weeks before parental leave up to the third birthday, and at the earliest 14 weeks before parental leave between the third and the eighth birthday.
Throughout the entire parental leave, the employment relationship may only be terminated in rare exceptional cases and exclusively with official approval from the competent supervisory authority. In practice, that's a very high hurdle.
. What else applies in a dormant employment relationship – for example for holiday entitlements or social benefits – is explained in the article Entitlements in a dormant employment relationship. Further information can be found at the ZBFS Bavaria.
Part-time work during parental leave
Parental leave doesn't automatically mean full leave. During parental leave, employees can continue to work part-time up to 32 hours per week on a monthly average.
They must register the request for part-time work at least seven weeks in advance. As an employer, you can only refuse this request for urgent operational reasons – and the requirements for that are high.
For many companies this is a sensible solution: the team member stays involved, knowledge transfer continues and the transition back into working life is easier. How a good return succeeds is shown in the article Return after parental leave.
Holiday and parental leave
As an employer, you have the right to reduce the annual holiday by one twelfth for each full calendar month of parental leave. This applies to months in which the team member is exclusively on parental leave.
This reduction doesn't happen automatically – it has to be actively made. If the annual holiday has already been granted in full, a claim for recovery arises. When in doubt, legal advice is worthwhile.
FAQ – common questions about parental leave for employers
Does the employer have to approve parental leave?
→ No. Parental leave is a legal entitlement. The employer is informed and issues a confirmation – approval is not required.
How far in advance must parental leave be registered?
→ For parental leave up to the third birthday: at least 7 weeks beforehand. For parental leave between the third and eighth birthday: at least 13 weeks beforehand – in each case in text form.
Can an employee be dismissed during parental leave?
→ Only in very rare exceptional cases and with official approval. Protection against dismissal applies from the moment of registration.
Can a team member work during parental leave?
→ Yes – up to 32 hours per week on a monthly average. The request for part-time work must be made at least 7 weeks in advance.
Can holiday be reduced during parental leave?
→ Yes. The employer can reduce the annual holiday by one twelfth for each full month of parental leave.
Conclusion
The legal framework for parental leave is clearly regulated. What makes the difference in practice is the question of how well a company is prepared – and how openly it deals with the topic.
Employers who plan early, communicate transparently and actively support the return strengthen their team members' loyalty and increase the return rate. That's not a question of company size – but of attitude and structure.
heyGuide helps HR teams and managers shape parental leave in a structured and human way – from the first announcement to the day back on the job. Learn more about heyGuide for companies.
Would you like regular practical information on parental leave, return to work and family-friendly company management? Then sign up for the heyGuide newsletter.
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