Puigverd Assessors explains the details of the extension of the leave for birth and childcare.

Royal Decree-Law 9/2025, approved on July 29 and published in the BOE on July 30, 2025, introduces a key reform in terms of conciliation: the leave for the birth and care of the child is extended to 19 weeks for each parent (previously 16), with more flexible conditions and special protection for single-parent families, which will reach up to 32 weeks .

This measure, which will be applied retroactively from August 2, 2024, responds to the need to comply with Directive (EU) 2019/1158 and strengthen shared responsibility and real equality between men and women.

At Puigverd Assessors, we explain exactly what your rights are and how to organize your flexible weeks.

Regulatory context and legal basis

Royal Decree-Law 9/2025 is part of a package of reforms that have been transforming the parental leave model in Spain since 2019. The objective is twofold:

1. Complete the transposition of Directive (EU) 2019/1158 on the reconciliation of work and family life.
2. Ensure that both parents have equal paid, non-transferable leave to foster shared responsibility.

According to the Official State Gazette (BOE), this reform also addresses infringement proceedings initiated by the European Commission against Spain for failing to fully implement paid parental leave within the established timeframe.

Highlights of Royal Decree-Law 9/2025

General duration of the permit

• 19 weeks for each parent (previously 16 weeks).
• It applies to both births and adoptions, custody for the purpose of adoption or foster care.

Single-parent families

• Special extension up to 32 weeks for the sole parent.
• This measure seeks to ensure that minors receive the same amount of care as in two-parent families.

Distribution of the permit

• 6 mandatory weeks , uninterrupted and full-time, immediately after birth or adoption resolution.
• 11 flexible weeks until the child turns 12 months old.
• 2 additional weeks (4 for single parents) for flexible care up to age 8) only for births/adoptions occurring from August 2, 2025, and must be requested from January 1, 2026

Compensation and management

• The benefit is paid by Social Security at 100% of the regulatory base (or the IPREM if it is lower).
• The company maintains its listing, but does not pay salaries.

Benefits for society and businesses

1. Improved work-life balance : allows for more balanced care tailored to your family's needs.
2. Equal opportunities : avoid labor penalties associated with child care.
3. Health and well-being : more time to rest and adapt after birth or adoption.
4. Attracting and retaining talent : Companies with strong family policies are more competitive.

Frequently asked questions about extending birth and childcare leave

When does it come into force?

From July 31, 2025. The two additional flexible weeks from August 2, 2024, can be taken from January 1, 2026.

Who pays during leave?

Social Security, with a benefit equivalent to 100% of the regulatory base.

Can you enjoy it part-time?

Yes, if the company or administration accepts, according to the agreement or regulations.

What happens if the minor dies during leave?

The right to the full leave is maintained, with the option to return after the mandatory weeks have elapsed.

With Royal Decree-Law 9/2025 , Spain takes another step toward real shared responsibility and effective equality between men and women, aligning itself with European countries with longer and more flexible parental leave periods. The new regulation not only complies with European standards but also responds to a long-standing social demand: the ability to work without giving up caregiving.

How Puigverd Assessors can help you

The extension of maternity and childcare leave entails new options and obligations that may raise questions for both workers and companies . At Puigverd Asesores:

• We explain how to apply the new regulations according to your employment status (employee, self-employed, civil servant, etc.).
• We advise you on the best way to distribute flexible weeks, taking into account agreements and potential agreements with the company.
• We help companies plan replacements and adapt to new deadlines, minimizing the organizational impact.