Maternity and Parental Leave: Israel vs Italy

Parental leave is an area where Israeli employers already know the state pays most of the cost. Italy follows the same model through INPS, with longer compulsory leave, and adds a strong ban on dismissal. Overview on Italy vs Israel .

Israel: maternity leave and Bituach Leumi allowance  

Under the Women’s Employment Law, an employee is entitled to job-protected maternity leave, part of which is paid by the National Insurance Institute through the maternity allowance (dmei leida).

According to Bituach Leumi:

• The full allowance is paid for 15 weeks if contributions were paid for 10 of the last 14 months or 15 of the last 22 months; a partial allowance covers 8 weeks with 6 of the last 14 months ( period of entitlement ).
• The daily allowance is the higher of income in the last 3 months divided by 90 or the last 6 months divided by 180, capped at NIS 1,752.33 a day from 1 January 2026 ( benefit rates ).
• Part of the leave can be shared with the father, who can receive a paternity allowance.

The employer generally does not pay salary during the paid leave, but keeps pension contributions under the rules and cannot dismiss an employee during pregnancy (after a qualifying period), during the leave and for a period after it without a permit from the Ministry of Labour.

Italy: congedo di maternità and paternità  

Under Legislative Decree 151/2001:

• Maternity leave: 5 months compulsory, usually 2 before and 3 after the birth (or 1+4, or all after with medical approval). INPS pays 80% of pay; most CCNLs require the employer to top up to 100%. Work during this period is forbidden.
• Paternity leave: 10 working days compulsory at 100%, between two months before and five months after the birth.
• Parental leave (congedo parentale): up to 9 months in total between the parents (individual limits apply), paid at 30%, with 3 months at 80% if taken within the child’s 6th year; from 2026 it can be taken until the child is 14.
• Breastfeeding rest: two hours a day (one for part-timers) in the child’s first year, paid by INPS.
• Dismissal ban: from the start of pregnancy until the child turns one, with narrow exceptions (just cause, business closure). A dismissal in breach is void.

Side by side  

Cost for the employer  

In both countries the state carries most of the cost. In Italy, the employer usually advances the INPS allowance in payroll and recovers it from contributions, and pays the CCNL top-up. TFR and the 13th month continue to accrue during compulsory maternity leave. Budget for the top-up and for cover during five months of absence.

Social security agreement  

The Israel–Italy social security convention, in force since 1 December 2015, does not cover maternity ( Bituach Leumi ). An employee hired in Italy is covered by INPS; an Israeli employee posted to Italy should check entitlement with Bituach Leumi before the birth.

Managing a team member’s leave  

Plan early: the employee must give the expected date with a medical certificate. Do not discuss pregnancy at interview or let it affect decisions; this is discrimination under both legal systems. When the employee returns, they are entitled to the same or an equivalent job.

Common questions from Israeli HR teams  

Does the Italian employee have to take the full five months? Yes. Compulsory maternity leave is a prohibition on working, not an option. Flexibility is limited to how the months are split before and after the birth.

Do we pay salary during maternity leave? INPS pays 80%, usually advanced by the employer in payroll and then offset against contributions. Many CCNLs require the employer to top up to 100%. Check the CCNL your employer of record applies.

Does leave accrue during maternity leave? Yes. Annual leave, the 13th month and TFR continue to accrue during compulsory maternity leave. During optional parental leave, accrual is reduced.

Can we end a fixed-term contract during pregnancy? A fixed-term contract ends at its natural expiry, but the employee keeps the INPS allowance. Not renewing because of pregnancy is discrimination.

What about fathers on the Israeli team in Italy? The 10 days of paternity leave are compulsory and fully paid by INPS; fathers can also use parental leave, which many do.

Is there anything like the Israeli permit system for dismissal? No permit can lift the Italian ban. Apart from just cause, closure of the business or end of the specific job, a dismissal from the start of pregnancy until the child turns one is void, and the employee returns to work with back pay. The same protection applies to fathers who take paternity leave, during the leave and until the child turns one. Resignation in this period must be validated by the labour inspectorate to be effective.

What this means if you hire through an EOR  

The EOR handles the INPS paperwork, advances and recovers the allowance, pays the CCNL top-up, and keeps accruing TFR and 13th month. Your role is planning cover and respecting the protections. Ending a contract during the protected period is almost never possible.

See Italian employment contracts , the cost calculator , Italy vs your country or contact us .

Related guides for Israeli companies  

• Annual leave, sick pay and havra’a
• Shimua and advance notice vs Italian dismissal rules
• Bituach Leumi and pensia hova vs INPS

General information, not legal advice.