Parental Leave in NZ: What Employers Really Need to Know
Parental leave is one of those topics that can feel like a legal minefield. You want to support your people, stay compliant, and keep your business running smoothly — but the rules can be tricky if you’re not across them.
Here’s your straight-forward guide to New Zealand’s Parental Leave and Employment Protection Act 1987, and what it means for you as an employer.
Who’s Entitled to Parental Leave?
Primary Carer Leave
If an employee has worked for you at least 6 months, for 10+ hours a week, they can take 26 weeks of unpaid primary carer leave.
If they’ve been with you 12 months or more, they can extend this to 52 weeks total (26 weeks primary carer leave + 26 weeks extended leave).
Other leave types include:
Partner’s Leave – up to 2 weeks unpaid leave for eligible partners.
Extended Leave – extra unpaid time after primary carer leave.
Negotiated Carer Leave – for employees who don’t meet the standard criteria but you both agree on an arrangement.
Do You Have to Pay Them?
No, the government funds parental leave payments through Inland Revenue, and from 1 July 2025, the max weekly payment is $788.66 gross.
Some employers choose to “top up” government payments as part of their benefits package — it’s not mandatory, but it’s a nice way to attract and retain good people.
Do You Have to Keep Their Job Open?
Yes — in most cases.
You must keep their position open for up to 26 weeks.
If it’s a key position that’s genuinely hard to cover, you can apply for an exemption — but you’ll need to prove it.
If redundancy happens while they’re away, you must offer them a similar role for up to 26 weeks after the leave ends (the “preference period”).
Keeping-in-Touch (KIT) Days
Parental leave doesn’t have to mean total radio silence. Employees can work up to 64 hours during their leave (paid) if you both agree — just not in the first 28 days after birth or they’ll lose their government payments.
KIT days are great for handovers, training, or easing back in.
Notice Periods You Need to Know
Employees need to request parental leave at least:
3 months before the expected due date, or
14 days before taking over care of an adopted child.
Once you receive a request, you have 21 days to respond in writing with either an approval or a lawful refusal.
Make It Easy: Have a Policy
The law sets the minimum, but your employment agreements and policies can go above and beyond. We recommend:
Putting entitlements and process in writing.
Creating a handover and cover plan early.
Keeping communication open and supportive throughout the leave.
A good parental leave experience helps employees feel valued and makes returning to work much smoother — for everyone.
Need help making sure your parental leave process is compliant?
Contact Knowhow and we’ll help you get the paperwork right, protect your business, and keep your people happy.
Free Download: Parental Leave Checklist for Employers