How Maternity and Paternity Leave Work in Türkiye

How many weeks is maternity leave?

A woman employed under an employment contract may not work for 8 weeks before the birth and 16 weeks after it, 24 weeks in all (Labour Law no. 4857 art. 74). With a multiple pregnancy the period before the birth is 10 weeks, 26 weeks in all.

The leave after the birth went from 8 to 16 weeks on 1 May 2026 (Law no. 7578). SGK extended by 56 days the leave of everyone still on leave that day, without an application. Those whose leave had ended, but for whom 24 weeks since the birth had not passed on 1 April 2026, could ask for 8 more weeks within 10 working days. Civil servants got the same change on the same day, 4/B contract staff on 8 May 2026.

When does the leave start and end?

The leave starts 8 weeks before the expected birth date, in week 32 of the pregnancy; in week 30 with a multiple pregnancy. The leave before the birth ends the day before it. The birth day is the first day of the leave after the birth. The day back at work is the day after the last day of leave.

Example: an employee whose expected birth date is 1 December 2026 and who gives birth that day starts her leave on 6 October 2026. The leave after the birth runs from 1 December 2026 to 22 March 2027; she is back at work on 23 March 2027. Find your dates with the maternity leave calculator. If you do not know the expected date, use the due date calculator.

Working until close to the birth

If her health allows, a woman can work with a doctor’s approval until 2 weeks before the birth. The weeks she works move to after the birth; the total stays the same. Before 1 May 2026 the limit was 3 weeks.

Example: an employee who works until 2 weeks before the birth works 6 of the 8 weeks before it. She takes 16 + 6 = 22 weeks of leave after the birth.

Early and late births

After an early birth, the days that could not be used before the birth move to after it. This rule applies since 25 February 2011 (Law no. 6111). SGK’s example: an employee on leave from 10 March 2014 who gives birth on 20 March 2014 moves the 46 unused days to after the birth.

When the birth comes before the leave starts, the whole period before the birth moves to after it. An employee who gives birth early while working with a doctor’s approval moves both the days she worked and the days she could not use.

After a late birth, the leave before the birth runs until the birth; the leave after it is not shortened. SGK pays the benefit for the days past 8 weeks before the birth from sickness insurance.

Nursing leave and half-time work

For employees, nursing leave is 1.5 hours a day until the child is 1. The employee chooses the hours and how to split them; the time counts as working time. For civil servants and 4/B contract staff it starts when the maternity leave ends; it is more hours a day in the first six months and the same as an employee’s in the next six.

After the maternity leave an employee can ask for unpaid leave for half the weekly hours (half-time work). Its length for a first, second and later birth: 60 / 120 / 180 days; +30 for a multiple birth; 360 for a disabled child. A civil servant works half the daily hours instead, for periods given in months. There is no nursing leave during it. Employees can also take up to 6 months, civil servants up to 24 months, of unpaid leave, and either can work part time until the child starts primary school.

Paternity leave

An employee whose wife gives birth gets 10 days of paid leave (Labour Law additional art. 2). It was 5 days before 1 May 2026, and not in the law before 23 April 2015. Civil servants and 4/B contract staff get the same. Paternity leave counts calendar days, weekends and holidays included. It usually starts on the birth day.

Civil servants, contract staff and the self-employed

The rules depend on the status, not the sector. An employee of a public body under an employment contract follows the Labour Law. Civil servants follow Law no. 657 art. 104, and 4/B contract staff their own principles. The weeks are the same; the differences are in nursing leave, half-time work and a birth before the leave starts: for civil servants and contract staff, the days from the birth to the planned start also move to after the birth.

A self-employed mother (4/b, Bağ-Kur) has no employer. SGK pays the maternity benefit for the same periods before and after the birth as for an employee; there is no nursing leave, half-time work or paternity leave.

Adoption and the mother’s death

One parent who adopts a child under 3 gets 8 weeks of leave from the handover. The handover can come before the adoption decision. Employees and civil servants can then take half-time work.

When the mother dies at or after the birth, the father takes the rest of her leave after the birth. For civil servants and contract staff the law says “as long as the period provided for the mother”; the employer can give the whole period.

Benefit and collective agreements

The employer pays no wage during the leave; SGK pays a temporary incapacity benefit. A civil servant keeps the salary. The law sets the minimum: a collective agreement can give longer leave or more nursing hours. Staff with their own personnel law (armed forces, judges and prosecutors) should check that law.