Does working cancel the parental benefit?
It does not — work does not cancel the benefit. This myth keeps many parents out of the labour market unnecessarily. From 1 January to 31 December 2026, a recipient who works and is not on child-care leave receives 75% of the parental benefit awarded. It is a temporary rule: the general provision is 50%, and the 75% applies only during 2026 unless the legislature extends it. The family chooses the period: 13 months at 60% of the average insured wage, or 19 months at 43.75%. Once decided, the choice cannot normally be changed.
📋 The rules
- Working in 2026: 75% of the award
- The general rule is 50% — 75% is temporary
- The period: 13 months at 60%
- Or 19 months at 43.75%
- The choice cannot be changed afterwards
🔓 Exceptions
- Each parent has a separate non-transferable two-month portion, usable until the child is 8
- The non-transferable portion is not paid while working — you must be on child-care leave
- The father may use his portion while the mother receives maternity benefit
⚠️ Penalties & fines
But there is one part where working really does cost you. The non-transferable two-month portion is not paid while you work — to receive it you must be on child-care leave with every employer, or, if self-employed, earn no income. If you start work during a period already assigned as that portion, you may receive nothing for it. But it is not lost for good: you can apply again for a later qualifying period, provided the portion is used before the child turns eight. And note on the 75%: it also covers benefits awarded in 2024 or 2025 whose payment continues into 2026.
📎 Official sources
❓ Frequently asked
Does working cancel the benefit?
It does not. During 2026 a working recipient who is not on child-care leave receives 75% of the parental benefit awarded. That is a temporary rate set for 2026 only.
Why do some sources say 50%?
Fifty percent is the general rule for a working recipient. The 75% is a temporary provision applying from 1 January to 31 December 2026, and it may or may not be extended.
Which period should we choose?
The family chooses either 13 months at 60% of the average insured wage, or 19 months at 43.75%. Once the agency has decided on the chosen period, it cannot normally be changed.
What is the non-transferable portion?
A separate two-calendar-month portion for each parent, usable until the child turns eight. It is not paid while you work — you must be on child-care leave to receive it.
Do I lose the portion if I start work?
You may receive nothing for that particular period, but the portion is not lost for good. You can apply again for a later qualifying period, as long as it is used before the child turns eight.
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