How parental leave entitlements can be used in New Zealand
Parental leave entitlements in New Zealand can be complex — but they’re also flexible when you understand the options. Whether you’re a parent planning time at home or an employer supporting someone through this transition, it’s important to understand how the various forms of leave can be used.
For a full overview of what entitlements are available and who qualifies, we have separate guides for parents and employers.
Primary carer leave
Primary carer leave allows an eligible employee to take up to 26 weeks off work to care for a child.
Maximum duration: 26 weeks
How it can be used: it must be taken in one continuous block
When it starts:
If giving birth: On the due date or the date labour begins, whichever comes first
If adopting or taking permanent responsibility: On the date the employee becomes the primary carer
Primary carer can start up to six weeks earlier than these dates, and even earlier in special cases:
Medical advice to stop work early (e.g. high-risk pregnancy)
Premature birth
The job is unsafe or unsuitable due to pregnancy, and no alternative can be found
If both the employee and employer agree
Employees can request to use paid leave, such as annual leave or time off in lieu, before starting their primary carer leave.
When it ends:
Primary carer leave ends at the earliest of:
26 weeks after it starts
When the employee returns to work
When it is transferred to the employee’s partner
If a medical professional requires the employee to start early (e.g. 10 weeks before the due date), the employee is still entitled to at least 20 weeks after their due date. This means their total leave could exceed 26 weeks, and this extra time won’t reduce their extended leave. You can read more here.
Extended leave
Extended leave can follow primary carer leave, giving eligible employees more time off.
Maximum duration: 52 weeks (which includes any primary carer leave the employee takes)
How it can be used: Parents can share their entitlements
Both parents meet the 12-month criterion: Share up to 52 weeks total
One parent meets the 12-month criterion and the other parent meets the 6-month criterion: Share 52 weeks, but the parent who only meets the 6-month criterion can take only 26 weeks max
Both meet the 6-month criterion: Share 26 weeks total
Parents can take extended leave at the same time or one after the other. Some return to work after primary carer leave, then later take a block of extended leave, if agreed with the employer.
When it starts:
After primary carer leave ends
After partner’s leave ends
Immediately, if the employee chooses not to take primary carer or partner’s leave
On any date agreed between the employee and the employer
When it ends:
If an employee and/or their spouse or partner meet the 12-month work criterion: the child’s first birthday if they gave birth, or 12 months after becoming a primary carer
If an employee only meets the 6-month work criterion and their spouse or partner does not meet the 12-month work criterion: the child’s 6-month birthday if they gave birth, or 6 months after becoming a primary carer
Reminder:
6-month criterion: The employee has worked for the same employer for an average of at least 10 hours a week for at least 6 months before the due date or placement date.
12-month criterion: The employee has worked for the same employer for an average of at least 10 hours a week for at least 12 months before the due date or placement date.
Partner’s leave
Partner’s leave is a separate entitlement that can be taken around the time of birth or taking on care of a child.
Maximum duration: 2 weeks (note: partner’s leave is not deducted from primary carer or extended leave entitlements)
How it can be used: As agreed between the employee and employer.
When it starts: Up to 21 days before the due date or placement date
6 months: 1 week unpaid partner’s leave
12 months: 2 weeks unpaid partner’s leave
When it ends: Must finish no later than 21 days after (unless the employee’s baby is in hospital — then leave ends on the day of discharge).
Negotiated carer leave
An employee is eligible for negotiated carer leave if:
They’re going to be the primary carer of a child,
They meet the criteria to receive parental leave payments, and
They do not meet the 6-month criterion (detailed above) for primary carer leave.
As the leave is negotiated between the employee and employer, they agree on the duration, start date and end date of the leave.
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Now for the important legal part: This guide was last updated on 5 May 2025. While we strive to provide accurate information, parental leave legislation may change. Consult with an employment law specialist for specific advice related to your organisation.
Stephanie Pow
Founder & CEO of Crayon
