Parental leave is an important part of the work process. It can be standard or special: for example, parental leave for fathers at the birth of a child, parental leave for military personnel, or parental leave for one of the parents for valid reasons.
Overall, parental leave at the birth of a child for fathers is calculated almost the same as parental leave for fathers at the birth of a child, including leave for husbands at the birth of a child who is a military conscript. Additionally, special leave for the birth of a child is also considered.
What is parental leave at the birth of a child
In 2026, the issue of parental leave at the birth of a child remains relevant for both civilian employees and military personnel. The state is gradually expanding guarantees for families with newborn children, recognizing the importance of both parents' involvement in the first weeks of the child's life. Parental leave at the birth of a child is not a formality, but a real mechanism of family support that allows fathers or other family members to be with the mother and the infant, help acclimate to new circumstances, and share responsibility for care. The features of such leave depend on the person’s status—whether they are a civilian employee or serving in the military, as well as the specific circumstances of the family.
Parental leave at the birth of a child in 2026 is a separate type of social leave granted to one of the parents or another actor defined by law after the birth of a child. It does not replace maternity leave granted to the mother, but is an additional right for the father or another family member.
The main goal of this leave is to ensure the father can actively participate in the child's first days of life. Legislation stipulates that such leave is granted upon the employee's request and formalized by the employer's order. It is paid and does not affect the employee's right to annual basic leave.
Importantly, this leave can be used only once for each child and must be taken within a clearly defined period after birth. In 2026, clarified rules regarding the confirmation of birth and determining the person entitled to such leave are in effect.
Parental leave for the father at the birth of a child
The father of the child who is employed has the guaranteed right to parental leave at the birth of a child. To formalize it, he submits an application to the employer along with a document confirming the birth of the child. If the parents are not married, a document confirming paternity may be required.
In 2026, such leave is granted for up to 14 calendar days, excluding holidays and non-working days. It is paid by the employer based on the employee's average salary. The employer cannot refuse to grant it, provided the documents are properly processed.
This right also extends to the husband who is married to the child's mother, even if he is not the biological father, provided they live together and maintain a common household. In certain cases, leave may also be granted to other relatives if the father cannot avail himself of this right.
During this leave, the employee's job and position are preserved. The leave time counts towards the work experience that grants the right to annual leave and other social guarantees.
Leave for military personnel at the birth of a child
For military personnel in 2026, the procedure for granting parental leave at the birth of a child has its own specifics. The general right to family leave remains, but its implementation depends on service conditions and the situation in the unit.
A military serviceman has the right to submit a report to the commander to request leave in connection with the birth of a child. The duration of this leave typically corresponds to the norms established for civilian employees but may be adjusted based on the state of emergency or special period.
In case of performing combat tasks or being in an area of active combat operations, granting leave may be postponed. However, legislation guarantees the serviceman's right to family leave whenever possible without compromising their service obligations.
The military personnel retains their financial support during the leave period. The processing is carried out based on the report and supporting documents regarding the birth of the child. Thus, even in a state of war, the state tries to provide minimal guarantees for military families.
Additional leave at the birth of a child
In addition to special leave at the birth of a child, in 2026, parents may take advantage of other types of leave. In particular, one of the parents has the right to leave to care for a child until they reach three years of age. This leave can be used by either the mother or the father, fully or partially.
The law also provides for the possibility of requesting leave without pay for family reasons beyond the established periods—by agreement between the parties. In the case of the birth of two or more children, additional guarantees regarding the duration of leave or social assistance may apply.
For employees with the status of a combatant or a person disabled as a result of war, additional social leaves may be provided according to special norms. This allows for combining the right to rest with family circumstances.
Legal Grounds and Legislation
The right to parental leave at the birth of a child in 2026 is regulated by the norms of Ukraine's labor legislation and special laws defining social guarantees for employees and military personnel. The main provisions are contained in the Labor Code and the law on leaves.
For military personnel, the legal grounds are defined by laws on military duty and military service, and also by internal regulations on service. The conditions for granting leaves may be specified by orders of the respective management bodies.
The legislation clearly stipulates that the employer cannot restrict the employee's realization of this right or create obstacles for its use. In case of violation, the employee can contact labor authorities or the court.
Duration of Leave
In 2026, the standard duration of parental leave at the birth of a child is up to 14 calendar days, excluding holidays and non-working days. It must be taken no later than three months from the child's birth.
For military personnel, the duration usually corresponds to these norms, but may depend on specific service conditions. Additional leaves related to child care can last significantly longer—up to three years or, in certain cases, up to six years due to medical reasons.
Thus, in 2026, parental leave at the birth of a child is a guaranteed right that provides an opportunity for a father or military personnel to devote time to their family without losing labor or service guarantees.
Payment for Leave at the Birth of a Child
In 2026, parental leave at the birth of a child for the father or another legal relative is paid. Payment is made by the employer based on the employee's average earnings according to the rules for calculating the average salary. The calculation is based on payments for the last months of work according to the established procedure, taking into account all accruals included in the payroll fund.
The average salary is determined based on the actual worked hours and amounts paid. If the employee did not have sufficient calculation periods, special calculation rules apply. Payment is made within the timeframes established for the payment of wages at the enterprise. Parental leave at the birth of a child cannot be unpaid if the employee officially processes it as a social leave provided by law.
For military personnel, payment issues are resolved in the form of preserving monetary support during the leave. This means that the serviceman receives the appropriate payments according to their position and military rank. If at the time of granting leave the person is at the forefront or in an area of combat, payments are made in accordance with current monetary support norms, however, the process may have organizational specifics.
It is important to note that parental leave at the birth of a child does not affect the employee’s right to annual basic leave. It is granted separately and does not reduce its duration. Also, the period of such leave is included in the work experience, which provides the right to annual leave, social guarantees, and other payments.
If an employee works in multiple jobs, the right to payment for parental leave at the birth of a child arises for each place of employment separately, provided there are labor relations. At the same time, the employee must inform each employer about the use of this right and provide the necessary documents.
Procedure for Processing Leave
The processing of parental leave at the birth of a child in 2026 occurs on a request basis. The employee submits a written application to the employer indicating the start date of the leave and its duration. A document confirming the birth of the child, usually a copy of the birth certificate or an extract from the state register, is attached to the application.
If the parents are not married, a document confirming paternity may be required. If the leave is being processed by another relative, confirmation of cohabitation or child care arrangements must be provided. After submitting the application, the employer issues an order to grant the leave specifying its duration and grounds.
For military personnel, the processing procedure requires the submission of a report to the unit commander. The report is attached to the document about the birth of the child. The decision is made based on the serviceman’s overall situation. After approval, the relevant order is issued for the personnel.
Leave must be taken within the legally defined period—usually no later than three months from the child's birth. Postponement to a later date is only possible for objective reasons, for example, if the person was unable to use their right in the established period due to performing service duties.
In case of refusal to grant leave, the employee has the right to appeal to labor legislation enforcement bodies or the court. The law explicitly prohibits unjustified refusal to grant this social guarantee.
Rights and Duties of the Employee During Leave
While on parental leave at the birth of a child, the employee retains their job and position. The employer cannot dismiss them at their own discretion, except in cases of liquidation of the enterprise. It is also prohibited to change essential working conditions without the employee’s consent.
The employee has the right to use the leave fully or partially within the established duration. They can return to work early, notifying the employer. In this case, unused leave days usually are not transferable unless otherwise agreed by the parties.
The employee is obliged to notify the employer in a timely manner of their intention to take leave and provide reliable documents. Providing false information may have consequences under the law.
During the leave, the employee is exempt from performing work duties but must comply with general labor discipline norms that do not contradict the fact of being on leave. For example, they cannot simultaneously work at the same enterprise full-time while formally on leave.
For military personnel, rights and duties are defined by statutes and internal regulations. During leave, they are exempt from performing service tasks but must return to the place of service in a timely manner once it concludes. Violating return deadlines may be considered a disciplinary offense.
Thus, parental leave at the birth of a child in 2026 combines financial guarantees, clear processing procedures, and a defined scope for employee rights and responsibilities. It ensures a balance between family interests and the demands of labor or service relationships.