The publication of Royal Decree-Law 9/2025, which extends the leave for birth and care of a child and amends Article 48.4 of the Workers’ Statute, was one of the most relevant labour issues in the final months of 2025.
Among the main developments is the introduction of a new two-week paid parental leave, applicable to births, adoptions, or situations of guardianship or foster care occurring from 2 August 2024 onwards. Its implementation has generated numerous questions regarding its practical application for both workers and companies.
What is the new paid parental leave
The new parental leave is defined as an individual right of the worker for the care of a minor and aims to strengthen work-life balance measures in line with European equality and shared-responsibility policies.
In general, this leave lasts two weeks, extendable to four weeks in the case of single-parent families.
It is a paid leave, meaning the worker receives a financial benefit that replaces their salary and prevents income loss during this period.
Difference from the eight-week parental leave
It is important not to confuse this leave with the parental leave of up to eight weeks introduced by Royal Decree-Law 5/2023, also intended for the care of children or minors under eight years old.
The main difference lies in the financial aspect:
- The eight-week parental leave is unpaid
- The two-week parental leave includes financial benefits.
While the eight-week leave offers more temporal flexibility without economic coverage, the new leave strengthens work-life balance by ensuring income during its use.
Economic benefit and role of the INSS
The financial benefit derived from this leave is not paid by the company but directly by the National Social Security Institute (INSS).
The two weeks of paid parental leave are considered part of the leave for birth and care of a child, which currently totals 19 paid weeks.
Consequently:
- The company does not pay salary during this period
- The benefit is paid by the INSS
- The company must manage the worker’s administrative status and corresponding contribution obligations.
Application procedure
Due to the high volume of enquiries after the approval of the regulation, the National Social Security Institute launched an information campaign at the end of 2025 for potential beneficiaries.
Since 1 January 2026, workers can apply for this benefit through the INSS, mainly via the digital channels available in Spain.
Impact on work-life balance
The entry into force of the paid parental leave represents a new advance in the system that protects work-life balance.
This measure not only increases the number of available weeks of leave but also introduces a model that combines immediate economic protection with flexible long-term usage mechanisms.
This facilitates the organisation of childcare and the compatibility of work and family life, especially during the early years of a child’s development.
In a context where work-life balance has become a key element of modern labour policies, this type of leave helps reduce income loss associated with caregiving responsibilities and promotes a more realistic balance between work and personal life.