1. 1Apply in writingSubmit a written application to your employer/HR before the leave starts. Under the Maternity Benefits Ordinance you must give notice at least 2 weeks before the expected date of delivery (or as soon as possible).
2. 2Attach the medical certificateInclude a certificate from a registered medical practitioner stating your expected delivery date.
3. 3HR verifies your entitlementHR checks your entitlement — for example 84 working days for the first two live births in the private sector — and confirms the approved dates.
4. 4Start on the approved dateLeave begins on the agreed date (up to 2 weeks before delivery) and is counted in working days only; rest days and public holidays inside the period do not extend it.
5. 5Keep HR updatedIf the delivery date or your leave dates change, inform HR immediately so records and payroll stay correct.

1. 1Paid in fullThe entitled working days are paid at your normal salary — no pay cut during maternity leave.
2. 2Paid on normal pay datesPayment goes out through regular payroll on the usual pay dates, with normal deductions applied.
3. 3Benefits continueEPF/ETF contributions and continuous service are maintained for the duration of the leave.
4. 4Extra days are not automaticAdditional leave beyond the entitlement needs prior approval and may be unpaid or taken from other leave balances.

1. 1Return on the scheduled dateReport back to work on the day after your leave ends — the exact date is shown in the Leave plan above.
2. 2Report to your supervisor and HRCheck in with HR and your supervisor on arrival so records, payroll and your duties resume cleanly.
3. 3Fitness certificate if requestedPresent a medical certificate confirming you are fit to resume work if your employer's policy requires one.
4. 4Resume duties and request nursing breaksReturn to your normal duties; nursing mothers may request time for nursing under the applicable provisions.

Maternity leave works smoothly only when both sides do their part. Here are the duties of each party, side by side on the same page: the employee (left) and the employer / HR manager (right).

• Protection: it is unlawful to terminate or penalise an employee for taking maternity leave.
• Job security: the maternity leave period counts as continuous service.
• Nursing breaks: eligible employees are entitled to time for nursing until the child is 12 months old (2023 amendments).
• Paternity leave: fathers are entitled to 10 working days of paternity leave for the first two children.
• Rules differ: private sector follows the Maternity Benefits Ordinance No. 32 of 1939; public officers follow the Establishments Code — always confirm with your HR/payroll office.

Twins or multiple births: the statutory leave is still granted around the birth — one leave window for the confinement — and the fully paid working days apply as for a single birth under the Maternity Benefits Ordinance No. 32 of 1939 (as amended). Check your contract for any enhanced provisions.

100-day variation: some employers grant up to 100 working days under the 2017 amendment — the calculator lets you set the total days yourself so you can plan either way.

Third and subsequent births: statutory conditions differ for later births; verify the current law and your collective agreement before planning.

Private sector follows the Ordinance; public officers follow the Establishments Code. Always confirm your specific entitlement with HR or the Labour Department.