Maternity Leave in the U.S. vs. Other Countries: Where Do We Stand?

working mom trying to juggle career and baby while postpartum

Maternity leave is one of the most transformative and important times in a parent’s life — a bridge between two major identities: who you were before baby, and who you are now as a parent. Yet depending on where you live, this crucial time can look dramatically different.

In the United States, the approach to maternity leave is often a patchwork of personal savings, employer generosity, and limited legal protections. Contrast that with many other countries, where robust government policies provide months — sometimes even a year — of paid leave to support new parents.

Maternity Leave in the U.S.: The Basics

In the United States, there is no guaranteed paid maternity leave at the federal level. The Family and Medical Leave Act (FMLA) offers up to 12 weeks of unpaid leave for eligible employees at companies with 50 or more employees. Even then, eligibility depends on how long you've been with your employer and how many hours you've worked.

As a result, many new parents find themselves cobbling together vacation days, short-term disability benefits, and whatever personal savings they can manage to afford time at home. Some progressive employers offer paid leave, but this is far from universal.

For many mothers, the return to work comes sooner than they would like, and without the full mental and emotional recovery time needed after childbirth — not to mention the intense demands of caring for a newborn.

The Global Picture: What Other Countries Offer

When you look at maternity leave around the world, the U.S. stands out — and not in a good way.

Here are a few examples:

Sweden offers 480 days (about 16 months) of parental leave, with pay shared between both parents.
Canada provides up to 18 months of leave, with varying pay structures depending on the length chosen.
Germany grants up to 14 months of paid parental leave when both parents participate.
United Kingdom mothers are entitled to 52 weeks of maternity leave, with about 39 weeks paid.
Australia offers 18 weeks of paid parental leave funded by the government.
In some Asian cultures, a 40-day rest period (often called the “confinement period”) is a traditional practice, where mothers receive dedicated rest, support, and time to recover physically and emotionally from childbirth.

These policies reflect a societal value: that early parenting deserves both time and financial support. Maternity leave isn’t viewed as a luxury; it’s considered essential to the well-being of parents, children, and the broader community.

Why Mindful Planning Matters

Because of the U.S. system’s shortcomings, mindful planning becomes absolutely essential. One important tip I give to many moms is to ask your boss whether there is any flexibility in a reduced work schedule, gradual return to work, flexible hours, or the option to work from home. Often, moms are so overwhelmed by the idea of transitioning back to work that they overlook the fact that there may be options available if they simply have the conversation.

As someone who works closely with mothers navigating this journey, I often refer to my colleague Lori Mihalich-Levin’s book Back to Work After Baby: How to Plan and Navigate a Mindful Return from Maternity Leave, which provides not just a checklist of things to do, but also emotional support and a framework for creating a mindful, intentional return to work.

Lori emphasizes the importance of setting boundaries, building a support system, and advocating for yourself. She also normalizes the complex feelings many women experience: guilt, grief, excitement, anxiety, and hope, often all at once.

Lori is also the founder of Mindful Return, a global movement designed to help parents successfully navigate the transition to working parenthood.

In a society where systemic support is lacking, personal preparation can make a world of difference — not just for the individual parent, but for workplace culture as a whole.

How to Make a Mindful Return to Work

While planning for your return to work can feel overwhelming, there are concrete steps you can take to make the transition more manageable and intentional. Here are some tips to help you navigate this journey mindfully:

Set boundaries early: Communicate with your employer about your plans as early as possible, but without committing to anything concrete. You may not know exactly what you need until after you’ve given birth, met your baby, and begun navigating new parenthood. As you approach your return to work, consider what kind of flexibility you may need, whether it’s a gradual return, reduced hours, or the option to work from home.
Build a support system: Surround yourself with people who understand the challenges of being a working parent, whether they’re family, friends, or a professional network.
Prioritize self-care: Make time for rest, exercise, and activities that help you feel recharged — even if it’s just a few minutes a day.
Clarify expectations: Have honest conversations with your employer and team about your role, workload, and priorities once you return to work.
Embrace the emotions: It’s normal to feel a range of emotions — from guilt to excitement to anxiety. Acknowledge them and give yourself grace.
Ask for help: Don’t be afraid to delegate tasks at home or work, and ask for support when you need it, whether it’s childcare or emotional support from your partner.

These steps help ease the transition back to work, allowing you to return with greater confidence and balance.

A Call for Change

The reality is clear: The U.S. has a long way to go in providing the kind of maternity leave policies that truly support families. As we advocate for change at a societal level, we can also empower parents to navigate the current system more mindfully and resiliently.

Books like Back to Work After Baby and resources like the Mindful Return program are crucial tools in that journey — offering both practical strategies and heartfelt encouragement to parents doing their best in a system that wasn’t built with them in mind.

I'm also looking forward to reading Go Ask Your Mothers: One Simple Step for Managers to Support Working Moms for Team Success by Sarah Wells, a book that’s currently sitting on my desk and reading list. I had the opportunity to meet Sarah at an event last year, and I’m excited to dive into her insights on how managers and workplaces can play a more active role in supporting working moms — an essential part of the larger systemic change we need.

As we continue initiating these important conversations, driving awareness, and engaging more people in advocating for systemic change, we move closer to creating a future where families are better supported — in the workplace and beyond.