What parental leave are dads and partners entitled to? A guide for NZ employers and parents
When it comes to parental leave, fathers are often overlooked. Yet, 88% of dads said having a child changed how they viewed their career, with 77% stating they had new perspectives on corporate culture.
Supporting dads and partners to be engaged caregivers isn’t just a “nice to have” — it enhances long-term outcomes for children, improves family well-being, and fosters stronger, more engaged workplaces.
In this guide, co-published by Crayon and Dadventure, we bust common myths and break down the statutory rights and options available to dads and partners.
Common misconceptions
“Only birth mothers can take leave.”
❌ Not true. Leave can be shared or transferred, as we detail below. Also, the same parental leave entitlements apply whether you're welcoming a child by birth or you're taking permanent responsibility for a child under the age of six, such as adoption.
“Partner’s leave is paid.”
❌ New Zealand is one of three developed countries to have no paid partner’s leave. However, an employer can offer more.
“The same entitlements apply to everyone.”
❌ Entitlements vary based on employment history and role. We go into more detail below.
Statutory entitlements for partners
The definitions
New Zealand law distinguishes between two roles: primary carer and partner. Fathers and partners can take on both roles.
A primary carer is defined as:
The birth parent,
The partner of the birth parent, and the birth parent transfers some or all of their entitlement to government-paid parental leave payments to the partner, or
A person taking permanent primary responsibility for a child under the age of six, such as adoption or surrogacy. If they have a spouse or partner, they must nominate who will be the primary carer.
A partner is defined as the spouse or partner of a primary carer.
While fathers have historically been considered the partner, we're seeing a growing trend of more fathers wanting to become the primary carer at some point during parental leave.
Parental leave entitlements
If a father or partner has worked for the same employer for an average of at least 10 hours per week in the lead up to their child’s expected due date or placement date, they are entitled to:
12 months or more of continuous service: 2 weeks’ unpaid partner’s leave, and the option to share in up to 52 weeks of extended leave with the primary carer
More than 6 months but less than 12 months of continuous service: 1 week unpaid partner’s leave, and the option to share in up to 26 weeks of extended leave with the primary carer
Less than 6 months: No statutory entitlements to parental leave.
Partner’s leave must be taken in a continuous block. It can start up to 21 days before the expected due date or placement date. It must end within 21 days of the birth or placement date (unless the baby is in the hospital, in which case leave ends on the day of discharge).
Partner’s leave is not deducted from primary carer or extended leave entitlements.
Fact check: Only 4% of new parents utilise unpaid partner’s leave.
Transferring leave
A primary carer can transfer part or all of their paid parental leave entitlement to their partner if:
The primary carer meets the work requirements.
The partner also meets these work requirements.
The partner takes time off work to become the primary carer.
They apply to the IRD to transfer the payments.
Work requirement: You must have worked an average of at least 10 hours per week for any 26 of the 52 weeks immediately before your child's expected due date or placement date. Both employees and self-employed people are eligible.
Important things to know about transfers:
One parent’s leave period must start immediately after the other parent’s ends
Each parent's payment amount is based on their individual income. This means for a couple, the amount a partner is entitled to could differ from the amount a primary carer is entitled to.
If the primary carer has already started receiving payments and then transfers these to their partner, the payments cannot be transferred back to them. If their partner needs to return to work early, the parental leave payments will end.
However, if the primary carer transfers their payments before they start receiving them, the payments can be transferred back to them. That means if their partner needs to return to work early, the payments can be transferred back to the primary carer before they return.
Fact check: Less than 3% of government-paid parental leave is transferred.
👉Understanding government-paid parental leave
Using other leave
The reality is that most dads and partners use other types of paid leave to be present in those early days, such as annual leave, time-in-lieu and increasingly, employer-paid partner’s leave.
On the New Zealand Parental Leave Register, employer-paid partner leave ranges from 2 days to 26 weeks. The most common benefit is two weeks paid in lieu of the unpaid statutory entitlement, but the average across the board is four weeks.
Flexible work arrangements
Research shows that Kiwi fathers, on average, want to take around three months of parental leave, but ultimately take one to two weeks. Flexible working arrangements can help them bridge that gap during parental leave and beyond
Commonly desired types of flex working for dads and partners include:
Flexible start and finish times: Fathers report using this flexibility to balance demanding jobs with active parenting roles.
Remote work: Cuts commuting time, increases time at home, and allows more hands-on parenting.
Part-time work: Allows dads to be the primary caregiver or share care more equally, especially if their partner works full-time (and potentially reduces those expensive childcare bills)
Return-to-work flexibility: Eases the shift back to work after parental leave, sometimes via part-time or gradual return.
👉 How to have that flexible working conversation with your employer
Employer best practice
Set the tone.
Many fathers hesitate to take leave due to perceived stigma or concerns about the impact on their careers. Clear communication, supportive managers, and visible role models in leadership help dads feel comfortable taking leave and using flexible work options.
Clearly communicate entitlements and how to access them.
We encounter many parents who are simply unaware of what they're entitled to. Making the information readily available and easy to understand is a great first step, and even better if a member of your team can proactively guide new dads through this process.
Offer paid partner’s leave to allow for that early bonding.
Parental leave benefits are becoming more mainstream and employees’ expectations are changing. Seek’s 2024 Law of Attraction report found that 33% of male candidates cite paid parental leave as a ‘must-have’, with a further 29% identifying it as a ‘delighted-if’. This means that two-thirds of candidates care about this.
How Crayon and Dadventure support fathers
Crayon and Dadventure partner with employers to deliver a better experience for new fathers.
Many employers that offer Crayon's Nest: Financial Baby Prep make it available to both primary carers and partners. The employee's spouse or partner is welcome to join them on the program, and many complete it as a couple.
Now for the important legal part: The information we provide is general and not regulated financial advice for the purposes of the Financial Markets Conduct Act 2013. Please seek independent legal, financial, tax or other advice in considering whether the content in this article is appropriate for your goals, situation or needs. The information in this article is current as at 4 Jul 2025.
Stephanie Pow
Founder and CEO, Crayon
Aidan Kyrke-Smith
Chief Dad Officer and Founder