Twins and multiples: A guide for NZ employers
Expecting multiple babies brings unique physical demands during pregnancy and significant logistical and financial challenges after birth. Your understanding of these realities can make a world of difference to your employees.
Multiple births have been steadily increasing in New Zealand, with twins now accounting for about 1 in every 60 births (approximately 1.7% of all births). Triplets and higher-order multiples are much rarer, occurring in about 1 in 4,400 births.
Statutory entitlements
When an employee is expecting twins, triplets, or other multiples, it's important to understand that under New Zealand law, only one entitlement is available per pregnancy, not per child.
This means that regardless of how many babies are born, the employee receives the same statutory parental leave entitlements as they would for a single birth:
The same duration of primary carer leave
The same amount of paid parental leave
The same partner's leave entitlements
The same extended leave options
Families welcoming twins, triplets, or more may be eligible for additional support from Work and Income New Zealand. This can include home help services to assist with the increased demands of caring for multiple newborns, providing crucial relief during the early months of adjustment.
Connection to premature birth
Multiple pregnancies have a significantly higher risk of premature birth, with over 50% of twins born before 37 weeks of gestation. In cases where multiples are born prematurely, employees may be eligible for preterm baby payments in addition to their standard parental leave entitlements. These payments follow the same rules for singleton premature births (see our premature birth guide for details).
Financial impact on families
Parents of multiples face substantially higher costs than parents of single babies:
Double or triple the expenses for essentials such as diapers, formula, clothing, and equipment
Higher childcare costs, as many providers charge per child, with limited multiple-birth discounts
Potential need for larger housing or vehicles to accommodate the family
Increased likelihood of lost income due to the logistical challenges of returning to work
Many families with multiples report spending 2-3 times more in the first year than families with singleton births, which can create significant financial stress.
Best practices for supporting employees with multiples
While statutory entitlements remain the same, employers can acknowledge the additional challenges of multiple births through supportive policies.
Before leave begins
Workplace accommodations: Employees carrying multiples often experience more physical discomfort and may benefit from additional accommodations before beginning leave.
Earlier start to leave: Consider allowing leave to begin earlier, as multiple pregnancies often deliver before the due date.
Physical recovery planning: Acknowledge that physical recovery may take longer, particularly in physical roles. Cesarean sections are notably more common with multiple births.
Leave period
Extended leave options: Consider offering additional paid or unpaid leave beyond statutory requirements.
Increased flexibility: Allow for greater flexibility in how leave is structured.
Financial support: Some employers on the New Zealand Parental Leave Register provide additional financial support or benefits for multiple births.
Keeping-in-touch (KIT) hours: While all employees on parental leave can work up to 64 KIT hours without affecting their payments, discuss with employees of multiples how to make these hours most manageable, given their unique logistical challenges.
Return to work
Phased return: A gradual return to work is particularly beneficial for parents of multiples.
Flexible scheduling: Consider options like job sharing, compressed work weeks, or adjusted hours. Recognise that the challenges of raising multiples extend well beyond infancy, potentially requiring ongoing flexible arrangements.
Remote work options: Working from home can significantly reduce logistical challenges for parents of multiples.
Childcare assistance: Information about or subsidies for multiple-child daycare options can be valuable.
Supporting the mental health of all caregivers
The mental health impact of multiple births affects both primary carers and partners:
43% of mothers of twins reported symptoms of depression in the first year compared to 25% of mothers of singletons.
10% of all fathers experience perinatal mental health issues, and likely higher rates among fathers of multiples
Consider providing:
Information about specialised mental health resources
Extended Employee Assistance Program (EAP) sessions
Recognition of potential needs for mental health days or appointments
Creating a supportive policy
While the law doesn't differentiate between single and multiple births, your organisation can acknowledge the unique challenges in your parental leave policy by:
Explicitly addressing multiple births in your policy documentation.
Outlining any additional support your organisation offers.
Providing information about resources such as Multiples New Zealand.
Establishing clear procedures for requesting accommodations.
For further enquiries
While we work to keep our information current, the last word lies with the relevant government agencies:
Contact Inland Revenue (IRD) for information on government-paid parental leave, including payment eligibility, keeping-in-touch hours, application processes, rates, and transferring payments.
For everything else related to parental leave entitlements, contact the Ministry of Business, Innovation and Employment (MBIE) through Employment New Zealand.
Need a hand improving your policy or modelling the cost?
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 18 May 2025.
Stephanie Pow
Founder & CEO of Crayon
