With the enactment of Law No. 7578, titled “Law on Amendments to the Social Services Law and Certain Other Laws,” published in the Official Gazette No. 33240 dated 1 May 2026, significant changes have been made to maternity leave provisions across multiple laws, particularly the Labor Law. The amendments came into force on the date of publication, 1 May 2026. The most important change increases postnatal maternity leave from 8 weeks to 16 weeks, raising the total maternity leave duration to 24 weeks.
| Status | Old Provision | New Provision |
| Pre-natal leave | 8 weeks | 8 weeks (unchanged) |
| Post-natal leave | 8 weeks | 16 weeks |
| Total maternity leave | 16 weeks | 24 weeks |
The law also includes transitional provisions, making it possible for employees who are currently on leave or whose leave has recently ended to benefit from these changes. Employers are required to take action for employees covered by the transitional provisions without missing the 10-working-day application period.
In this context, the regulations regarding maternity leave have been updated in the following legislation:
- Law No. 657 on Civil Servants
- Labor Law No. 4857
- Social Insurance and General Health Insurance Law No. 5510
- Turkish Armed Forces Personnel Law No. 926
Under the new regulation, the 8-week prenatal leave period in the Labor Law has been preserved, while the postnatal leave period has been increased from 8 weeks to 16 weeks. As a result, total maternity leave has been extended to 24 weeks
Is there any change regarding continuing to work before childbirth?
Yes, there is. Under the previous regulation, a pregnant employee whose health condition was approved by a doctor could continue working at the workplace until 3 weeks before childbirth. Under the new regulation, this period has been reduced to 2 weeks. Subject to medical approval and the employee’s request, the employee may continue working until 2 weeks before childbirth.
Is there any change regarding unpaid leave entitlement?
No, there is not. The existing regulation allowing employees to take up to 6 months of unpaid leave upon request after the end of maternity leave has been preserved without any change.
Is there a new right for employees who become foster parents?
Yes, there is. The new regulation introduces a right regarding foster care. Accordingly, an employee who becomes a foster parent to one or more children, either jointly with their spouse or individually, will be entitled, upon request, to 10 days of unpaid leave starting from the date the child is placed with them.
Is there any change for employees whose spouse gives birth?
Yes, there is. In the case of a spouse giving birth, the paid leave granted to fathers has been increased from 5 days to 10 days.
Can employees who are still on maternity leave or whose leave has just ended benefit from the new regulations?
Yes. Employees who are still on maternity leave will be able to benefit from these provisions. In addition, employees whose maternity leave has ended as of 1 May 2026 but who have not yet completed the 24-week period from the date of childbirth as of 1 April 2026 will also be eligible for this right. Employees within this scope must submit a request within 10 working days as of 1 May 2026. If approved, they will be granted an additional 8 weeks of maternity leave.
| Status | Does it fall within the scope? | Application Period |
| Employee still on leave | Yes | — |
| Employee whose leave has ended and who has not yet completed 24 weeks since childbirth as of 1 April 2026 | Yes | 10 working days from 1 May 2026 |
| Employee whose leave has ended and who has completed 24 weeks since childbirth as of 1 April 2026 | No | — |
