A woman (and in certain circumstances, her spouse) is entitled to take unpaid leave following the conclusion of her maternity leave.
- Employees are entitled to take unpaid leave for up to a quarter of the total time they have worked for the same employer or at the same place of employment, but such a leave may not exceed one year from the date of birth.
- A woman who worked for the same employer or at the same place of employment for over a year (and is therefore eligible for a 26 week maternity leave) will have have her unpaid leave overlap with the 11 weeks of maternity leave that are beyond the first 15 weeks of maternity leave for which she is eligible for Maternity Allowance (Maternity Pay). (The unpaid leave will overlap accordingly in situations where the paid maternity leave is extended beyond 15 weeks.)
- A woman who worked for 2 years at the same place of employment takes a maternity leave of 26 weeks.
- She is entitled to take unpaid leave for up to a quarter of the time she has worked at the same place of employment (up to 6 months).
- The 11 weeks that the woman is on maternity leave, beyond the first 15 weeks, will be deducted from the 6 months of unpaid leave.
- A woman worked for 1 year and 24 days before going on maternity leave.
- At the end of her maternity leave she is eligible to 3 months of unpaid leave and not 3 months and 6 days. For the purpose of calculating the unpaid leave time only a quarter of the year is counted and the part of the month is not taken into account.
- A woman who worked half a year (6 months) and 20 days before going on maternity leave.
- At the end of her maternity leave she is eligible to take up to 1.5 months of unpaid leave and not 1.5 months plus 5 days of unpaid leave. For the purpose of calculating the unpaid leave time partial months are not taken into account.
Who is Eligible?
- Employees who have gone on maternity leave.
- The spouse of someone who has not gone on unpaid leave following maternity leave and who meets one of the following conditions:
- His/her spouse was employed for at least 6 months immediately preceding his/her taking leave.
- S/he is the sole custodian or is solely responsible for taking care of the child due to a disability or illness of his spouse.
- Couples may split the benefit between themselves:
- If the woman only utilized part of her maximum eligible amount of unpaid leave, her spouse can take unpaid leave for the remaining amount of time.
- If the spouse took unpaid leave (and not his spouse - i.e. the mother) and he utilized only part of his maximum entitled amount of time, his spouse may take unpaid leave for the remaining amount of time.
- Intended parents in accordance with The Surrogate Motherhood Agreements Law - The benefit is provided to one of the intended parents according to their choice. For more information, see: Unpaid Leave After Maternity Leave for an Intended Parent.
- Adoptive parents - The benefit is provided to one of the adoptive parents according to their choice. If that parent does not use the full period, then the second parent can take an unpaid leave for the remaining period. For more information, see: Unpaid Leave After Maternity Leave for an Intended Parent.
How to Claim It?
- The employee must inform his/her boss regarding the intention to take unpaid leave.
- An employee who's spouse has not used their benefit and is interested in taking unpaid leave should transmit a declaration, signed by their spouse and themselves, to the employer, if it is not a situation of illness or disability of the spouse. (For the text of the declaration, see the supplement to the regulations).
- The employer is not entitled to prevent an employee from going on unpaid leave after maternity leave, and the employee is entitled to go on leave without requiring the consent of the employer. If an employer fires or detract from the scope of the employee's job, the employee may file a claim for compensation.
- A foreign worker interested in taking unpaid leave after maternity leave, must arrange in advance to extend her visitor's permit in Israel. For more information, see Unpaid Leave After Maternity Leave For A Foreign Worker.
Firing an Employee on Unpaid Leave
- It is forbidden for an employer to fire an employee during unpaid leave following maternity leave or within 60 days of returning to work after unpaid leave.
- The period of advance notice of termination is not included in this period.
- An employer wishing to fire an employee during this period must submit a request for a special permit to the office of the Minister of Labor and Welfare. Such permits are only granted if it has been determined that the firing is not connected to the birth, maternity leave, or permitted unpaid leave following maternity leave.
- If an employee is unlawfully fired during unpaid leave following maternity leave or within 60 days of returning to work after unpaid leave, the firing is considered to have never occurred, and the employee is entitled to sue the employer for monetary compensation equivalent to the salary and benefits to which s/he would have been entitled had employee-employer relations continued as they were before the dismissal.
Payment of National Insurance Institute Contributions
- The employer must pay National Insurance contributions for the first two months following the end of the period during which a Maternity Allowance (Maternity Pay) is paid. The employer may deduct the amount owed for these contributions from money owed to the employee.
- After the first 2 months, the employee is responsible for paying their own National Insurance contributions and must arrange for payment at the local National Insurance Institute branch.
- The employee is only responsible for paying their own National Insurance contributions during unpaid leave for months in which s/he is on unpaid leave for the entire month. S/he is not required to pay National Insurance contributions in months for which she receives maternity pay or returned to work (even if s/he only worked one day out of the entire month).
Termination of Pension Payments or Advanced Study Fund (Keren Hishtalmut)
- Employers are not obligated to contribute to pensions funds or advanced study fund (Keren Hishtalmut) during the leave period, unless it is otherwise agreed in the employment contact or collective agreement.
- If your employer stopped paying pension contributions or advanced study fund, the employee must inform the pension fund, advanced study fund or insurance company. For more information see: the report of the cessation of payments employer provident fund or pension insurance fund training of its employees.
- In this instance, employees can ensure that their pension rights are maintained during the period of leave in one of two ways:
- For more information see Maintaining Pension Rights during a Break from Work.
- The employee's period of absence during unpaid leave is not considered an employment period that counts toward entitlements dependent on tenure. Meaning, at the end of the maternity leave to which the employee is entitled by law and beginning with the unpaid leave, s/he ceases to accumulate tenure. The employee will begin accumulating tenure immediately upon returning from unpaid leave.
- An employee who takes unpaid leave following maternity leave in order to care for his/her child is not entitled to unemployment benefits for the period of the leave.
- According to Section 7(c2)(1) of the Women's Employment Law, in the following cases the employee can take unpaid leave without it affecting his tenure:
- An employee whose spouse split her maternity leave because she was in the hospital for a least 15 days. For more information see Spouse's Absence from Work Due to Hospitalization of a New Mother (Unpaid Leave).
- An employee who whose baby is in his sole custody. The employee can take unpaid leave from the day that child is in his sole custody for the amount of time which remains from the mother's maternity leave, or for the amount of the time the mother would have been eligible to.
- Click here for a comprehensive listing of organizations that provide assistance for issues related to employment and workers' rights, specifically those listed under "ארגוני סיוע לנשים".
- For a list of government agencies responsible for issues related to employment, including those that are specific to the employment of women
Laws and Regulations
- The Employment of Women Law - Sections 7(d), 7(d1), 7(d2), 7(d3), 7(d4).
- Women's Employment Regulations (Obligation to give notification to the employer), תשמ"ט-1988
- English translation and maintenance by The Shira Pransky Project.