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VACATION PAY AND AVERAGE SALARY COMPENSATION TO EMPLOYERS IN CONNECTION WITH RAISING CHILDREN

 

Paternal leave 

If you are or are becoming a father and work, you are entitled to 10 working days of paternal leave in connection with the childbirth.

You can use the paternal leave during two months before the predicted birth date, or two months after the childbirth. If you wish, you can use part of the vacation before and the remaining part after the childbirth. The paternal leave can only be used on workdays.

File an application to your employer for using the vacation. When using the paternal leave before the childbirth, you must notify your employer about the child’s predicted birth date, and the mother’s name and personal identification code. If you use the paternal leave after the birth, notify the child’s name and personal identification code to your employer.

The employer shall calculate the paternal leave pay based on your average income during the past six months. The paternal leave pay compensation limit is three times the average Estonian gross salary that was effective two quarters before the quarter during which the leave is used.

The average gross salary data is available at the Statistics Estonia.

The employer pays the paternal leave pay to you and we will later compensate it to the employer based on their application. The employer must pay your leave pay on the last but one working day before the beginning of the leave or at another time, but not later than on the salary day following the leave.

If you work for several employers and wish to use paternal leave at these employers simultaneously, we shall compensate the paternal leave to all employers.

  • Example.: 
    Jüri works at two companies under employment contracts and wishes to take 10 days of paternal leave during 07.07.2016 -– 18.07.2016. Jüri files an application to both employers and marks that he wishes to take paternal leave during 07.07.2016- – 18.07.2016. Employers send an application for compensating the holiday pay to the Social Insurance Board. The Social Insurance Board compensates the leave pay to both employers, but establishes the upper limit by multiplying the gross salary of the 1st quarter of 2016 by three, totalling to 3,273 euros
 

Child leave

You can get the child leave if you have::

  • one or two children under 14 – three workdays
  • three children under 14 – six workdays
  • one child under 3 – six workdays.

During the calendar year when the child turns 3 or 14, you can use the child leave in the provided extent until the end of the calendar year.

You are also entitled to the child leave if you are a legal guardian or have concluded a foster care contract.

You must come to an agreement with your employer for using the leave. As the leave is available for both parents, then notify your employer whether and how many days of the child leave has the other parent used at their workplace.

The employer must pay your leave pay on the last but one working day before the beginning of the leave or at another time, but not later than on the salary day following the leave.

The child leave pay is calculated based on the minimum salary. In 2018, the minimum monthly salary is 500 euros, and the daily child leave pay is 23,62 euros.

The child leave can be used only during the current calendar year.

     

     

    Child leave for parents of a disabled child 

    If your child has been diagnosed with a disability, you can use the child leave for parents of a disabled child, which is one workday per month until the child turns 18, totalling to 12 workdays per calendar year. On agreement with the employer, you can use the leave days together for past months.

    If your family has several children with disabilities, the number of leave days is multiplied by the number of disabled children. The leave can be used only during the current calendar year.

    You must agree with your employer when you can use the leave. The employer shall calculate the child leave pay based on your average income during the past six months. The employer must pay your leave pay on the last but one working day before the beginning of the leave or at another time, but not later than on the salary day following the leave.

    If you work for several employers and wish to use the child leave for parents of a disabled child from these employers simultaneously, we shall compensate the leave to all employers.

    • Example. Jüri is employed under employment contracts at two companies and wishes to use the child leave for parents of a disabled child in June at both employers, but on different dates. Jüri files an application to both employers, marking in the application filed to one employer that he wants to use 3 working days of the child leave for parents of a disabled child during 02.06.2016 – 06.06.2016, and in the application filed to the other employer that he wants to use 3 working days of the child leave during 07.06.2016 – 09.06.2016. If the leave periods at different employers do not overlap, this means that Jüri will have used the total of 6 workdays of the child leave for parents of a disabled child.
     

    Compensation for retaining the average salary during the breastfeeding breaks 

    You can have additional breaks from work for feeding the child if you are breastfeeding and your average salary is retained during these breaks. We shall compensate the average salary to your employer in the case you are not paid the parental benefit.

    Additional breastfeeding breaks can be used until the child turns one and a half, after every three hours and with a duration of at least 30 minutes. If you have two or more children aged up to one and a half, the additional break for feeding the children must be at least one hour long.

    You must come to an agreement with the employer for using the additional breaks. The additional breaks are to be calculated among your working time.