Family Responsibilities
Paternity Leave
New fathers are granted a fully paid paternity leave of ten (10) days on the birth of a child or immediately after adopting a child. This is referred to as "birth leave" in the law. The specific leave entitlements, however, may vary depending on the applicable Wages Council Wage Regulation Order.
In the public sector, the paternity leave duration is five working days after a live birth and a stillbirth.
Sources: §4 of the Minimum Special Leave Entitlement Regulations (S.L.452.101); Work-Life Balance for Parents and Carers Regulations, 2022
Parental Leave
As per the Work-Life Balance for Parents and Carers Regulations, 2022, each parent is entitled to four months of parental leave, two of which are compensated (at the same rate provided for sickness benefit entitlement under the Social Security Act). Two months of parental leave cannot be transferred, and it must be taken in chunks of at least two weeks. Alternatively, the employer and the employee may strike an agreement stating otherwise. Parents are eligible for this benefit if they have worked for the same company for a continuous period of at least twelve (12) months. When an employee changes employers or jobs and has an existing balance of parental leave, the leave balance is transferred. During the leave, payment is granted for two months at the same rate as the sickness benefit under the Social Security Act. The payment is distributed as follows: 50% if the child is under four years old, 25% if the child is between four and six years old, and another 25% if the child is between six and eight years old.
A worker requesting parental leave must notify the employer in writing at least two (2) weeks before the leave begins. The notice should specify the start and end dates of the parental leave.
Sources: §3, 4, 8 & 9 of the Parental Leave Entitlement Regulations (S.L.452.78); §6 & 7 of The Work-Life Balance for Parents and Carers Regulations, 2022
Flexible Work Option for Parents / Work-Life Balance
There is no provision in the law requiring employers to provide flexible work options for parents. A collective agreement or an employment contract may have such provisions.
Workers and carers of children up to eight years old can request flexible working arrangements for caregiving purposes, with limitations on duration. If arrangements are time-limited, workers have the right to request an early return to their original schedule due to justified changes. Employers must consider and respond to such requests within two weeks, providing reasons for any refusal or postponement. Flexible working arrangements encompass options like remote work, reduced hours, and flexitime.
However, carers’ leave has been established, granting five days of unpaid leave to employees who have relatives or persons residing with them who need care, support, and “serious” medical attention. Furthermore, the Legal Notice has developed a new concept to enhance working conditions for both parents and carers. Employees can now seek flexible working circumstances (until the child is eight years old in the case of parents). These include, but are not limited to, remote working, flexitime, and shorter work hours (which, however, may be limited in duration).
Sources: §10 of the Work-Life Balance for Parents and Carers Regulations, 2022
Special Leaves
The minimum special leave is governed by S.L. 452.101, but a Wage Regulation Order or collective agreement may grant more favourable entitlements in a particular sector.
At minimum, the current framework recognises bereavement leave, marriage leave, injury leave, jury service leave, quarantine leave and special parental bereavement leave. The minimum entitlement is one working day of bereavement leave and two working days of marriage leave.
Injury leave may run up to one year on full pay less any injury benefit payable under the Social Security Act, provided that the injury arose in the actual discharge of duty and was not caused by the employee’s contributory negligence or breach of safety rules laid down by the employer. Jury service leave and quarantine leave are granted without loss of wages.
Since the 2025 amendment, full-time employees are entitled to a minimum of 32 hours of paid urgent family leave per year for force majeure related to sickness or accident where their immediate presence is indispensable. The first 16 hours are deducted from annual vacation leave and the second 16 hours are deducted from paid sick leave. Part-time and reduced-hours employees receive the entitlement on a pro-rata basis.
Sources: Minimum Special Leave Entitlement Regulations (S.L.452.101); Urgent Family Leave Regulations (S.L. 452.88)
Regulations on Family Responsibilities
- Contracts of Service for a Fixed Term Regulations (S.L.452.81)
- Health and Safety at Work Act. XXXIII, 2024 (Cap. 646)
Paternity Leave
New fathers are granted a fully paid paternity leave of ten (10) days on the birth of a child or immediately after adopting a child. This is referred to as "birth leave" in the law. The specific leave entitlements, however, may vary depending on the applicable Wages Council Wage Regulation Order.
In the public sector, the paternity leave duration is five working days after a live birth and a stillbirth.
Sources: §4 of the Minimum Special Leave Entitlement Regulations (S.L.452.101); Work-Life Balance for Parents and Carers Regulations, 2022
Parental Leave
As per the Work-Life Balance for Parents and Carers Regulations, 2022, each parent is entitled to four months of parental leave, two of which are compensated (at the same rate provided for sickness benefit entitlement under the Social Security Act). Two months of parental leave cannot be transferred, and it must be taken in chunks of at least two weeks. Alternatively, the employer and the employee may strike an agreement stating otherwise. Parents are eligible for this benefit if they have worked for the same company for a continuous period of at least twelve (12) months. When an employee changes employers or jobs and has an existing balance of parental leave, the leave balance is transferred. During the leave, payment is granted for two months at the same rate as the sickness benefit under the Social Security Act. The payment is distributed as follows: 50% if the child is under four years old, 25% if the child is between four and six years old, and another 25% if the child is between six and eight years old.
A worker requesting parental leave must notify the employer in writing at least two (2) weeks before the leave begins. The notice should specify the start and end dates of the parental leave.
Sources: §3, 4, 8 & 9 of the Parental Leave Entitlement Regulations (S.L.452.78); §6 & 7 of The Work-Life Balance for Parents and Carers Regulations, 2022
Flexible Work Option for Parents / Work-Life Balance
There is no provision in the law requiring employers to provide flexible work options for parents. A collective agreement or an employment contract may have such provisions.
Workers and carers of children up to eight years old can request flexible working arrangements for caregiving purposes, with limitations on duration. If arrangements are time-limited, workers have the right to request an early return to their original schedule due to justified changes. Employers must consider and respond to such requests within two weeks, providing reasons for any refusal or postponement. Flexible working arrangements encompass options like remote work, reduced hours, and flexitime.
However, carers’ leave has been established, granting five days of unpaid leave to employees who have relatives or persons residing with them who need care, support, and “serious” medical attention. Furthermore, the Legal Notice has developed a new concept to enhance working conditions for both parents and carers. Employees can now seek flexible working circumstances (until the child is eight years old in the case of parents). These include, but are not limited to, remote working, flexitime, and shorter work hours (which, however, may be limited in duration).
Sources: §10 of the Work-Life Balance for Parents and Carers Regulations, 2022
Special Leaves
The minimum special leave is governed by S.L. 452.101, but a Wage Regulation Order or collective agreement may grant more favourable entitlements in a particular sector.
At minimum, the current framework recognises bereavement leave, marriage leave, injury leave, jury service leave, quarantine leave and special parental bereavement leave. The minimum entitlement is one working day of bereavement leave and two working days of marriage leave.
Injury leave may run up to one year on full pay less any injury benefit payable under the Social Security Act, provided that the injury arose in the actual discharge of duty and was not caused by the employee’s contributory negligence or breach of safety rules laid down by the employer. Jury service leave and quarantine leave are granted without loss of wages.
Since the 2025 amendment, full-time employees are entitled to a minimum of 32 hours of paid urgent family leave per year for force majeure related to sickness or accident where their immediate presence is indispensable. The first 16 hours are deducted from annual vacation leave and the second 16 hours are deducted from paid sick leave. Part-time and reduced-hours employees receive the entitlement on a pro-rata basis.
Sources: Minimum Special Leave Entitlement Regulations (S.L.452.101); Urgent Family Leave Regulations (S.L. 452.88)
Regulations on Family Responsibilities
- Contracts of Service for a Fixed Term Regulations (S.L.452.81)
- Health and Safety at Work Act. XXXIII, 2024 (Cap. 646)
