Parental leave at a glance: the 6 most important facts for companies

Published: November 18, 2024
Last updated: 21. October 2026

When employees register for parental leave, it helps to know the essential rules. The following six facts give companies the necessary basis for clear and efficient planning.

1. Entitlement and requirements for parental leave

Employees who become parents have a legal entitlement to parental leave in the first three years of their child's life. The requirement is that the parent lives in the same household as the child and personally cares for and raises it. This entitlement exists regardless of company size and requires no employer approval if it's registered on time.

2. Average parental leave duration and family-friendly company culture

Current data show: mothers plan on average 14.9 months of parental allowance, fathers 3.8 months. A family-friendly company culture can make an earlier and more flexible return easier, because it enables individual return models, e.g. through part-time options or job-sharing models. Such measures support parents in a balanced work-life balance and at the same time foster their bond with the company.

3. Flexibility: parental leave even after the third year

Parental leave can be arranged flexibly up to a certain portion. Employees have the option to take up to 24 months of parental leave even after the child's third birthday . This flexible portion can be claimed until the child's completed eighth year.

4. Commitment period

For parental leave, employees first have to commit to a binding period of up to two years, specifying how they want to arrange the parental leave. This so-called commitment period makes long-term planning easier and gives both sides security for the time of absence and the return. Deviations are only possible with the employer's approval. Signalling little flexibility here, however, tends to deprive companies of the chance to benefit from earlier returns.

5. Application deadlines for parental leave

For a smooth transition phase, fixed deadlines apply to the parental leave application. The application must be submitted at least seven weeks before the planned start if the parental leave falls within the child's first three years. If parental leave is applied for the period between the third and eighth year, the deadline is 13 weeks.

6. No statutory contact ban during parental leave

Unlike maternity protection, where an employment ban applies for six weeks before and eight weeks after the birth, there is no statutory contact ban during parental leave. Loose contact can be useful for both sides, e.g. through voluntary conversations, event invitations or team updates, which can make the later return easier.

Conclusion

Knowing the basics of parental leave helps companies offer clear and supportive structures for expectant parents. Through a flexible and family-friendly company culture, companies can actively support employees in reconciling professional and family demands, which strengthens employee retention and employer branding in the long term.

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