Recent Development
The Law No. 7578 on the Amendment of the Social Services Law and Certain Other Laws, which also includes regulations concerning maternity and paternity leave, was adopted by the General Assembly of the Turkish Grand National Assembly (the “Law”). The Law was published in the Official Gazette dated 1 May 2026 and numbered 33240 and entered into force on the same date. The text of the Law may be accessed here.
The Law introduces amendments providing for the extension of the total maternity leave period, the extension of the period during which work may be performed prior to childbirth, and the extension of the paternity leave period, as well as additional regulations concerning foster parents.
What Does the Law Introduce?
- Regulations Concerning the Duration of Maternity Leave: The period of paid maternity leave following childbirth for female employees has been increased from 8 weeks to 16 weeks. As a result, the relevant female employee shall be deemed to be on paid maternity leave for a total period of 24 weeks, consisting of 8 weeks prior to childbirth and 16 weeks following childbirth. Provided that the female employee requests to do so and submits a health report confirming that her health condition is suitable for work, she may continue working at her workplace up to 2 weeks prior to childbirth. Accordingly, the 6 weeks of maternity leave that are not used before childbirth shall be added to the post‑birth maternity leave period.
- Regulations on Paternity Leave: The paid paternity leave granted to employees in the event of their spouse giving birth has been increased from 5 days to 10 days, thereby enabling employees to more effectively fulfill their family responsibilities following childbirth.
- Regulation Concerning Foster Parents: Individuals who become foster parents to one or more children, either jointly with their spouse or individually, shall be entitled, upon request, to 10 days of unpaid leave starting from the date on which the child is delivered to the foster family.
- Transitional Provision: Although the maternity leave period provided for under the relevant legislation had already expired as of the date the provision regarding maternity leave periods in the Law entered into force, employees who have not yet completed the 24 week period calculated from the date of birth as of April 1, 2026; are entitled to 8 weeks of additional maternity leave if they submit a request within 10 business days of the effective date of the Law.
- Effective Date: It is stipulated that the amendments specified above shall enter into force upon the publication of the Law in the Official Gazette.
Conclusion
It is important for employers to review their maternity and paternity leave policies and practices as of the date of publication of the Law in the Official Gazette and take the necessary steps to ensure compliance – particularly regarding maternity leave calculations and applications related to the transition period.
