In 2026, an extra two weeks of paid leave will come into play to care for children born since August 2024, linked to the extension of the birth and childcare leave approved in Royal Decree-Law 9/2025. This is not an isolated leave, but the flexible part of the large package of 19 weeks per parent (32 in single-parent families) already included in the regulations, which can be extended until the child reaches the age of eight.
In 2026 is when the flexible enjoyment of these two additional weeks of parental care begins to be applied in practice. From January 1, 2026, mothers and fathers will be able to start requesting this extra period, which will be added to the usual weeks of parental leave, with the same protection and a benefit that covers 100% of the regulatory base, just like the rest of the leave. In addition, in single-parent families the extension is not two, but four weeks of paid leave.
Those who have children born, adopted, in foster care for the purpose of adoption or fostered after August 2, 2024 will be entitled to these two extra weeks; that is, also those who are already parents now, provided that the causal event is after that date. The right may be exercised until the child reaches the age of eight, which makes it possible to reserve these weeks for times of greater need for care (school adaptation, medical treatment, etc.).
How to enjoy these two weeks
The two additional weeks do not have to be enjoyed back-to-back or right after birth. They are used in weekly periods, continuous or interrupted, until the child reaches the age of eight, so that the leave can be “chunked” according to family needs, always in agreement with the company. As with the rest of the leave, it can be requested on a full or part-time basis, subject to prior agreement, which opens the door to very flexible work-life balance solutions (for example, combining part-time work and single weeks of intensive rest).
The Social Security has launched a specific campaign so that parents know how to request these two extra weeks and do not lose them through ignorance. According to the INSS, the request is made telematically through the benefits portal, with a maximum of 15 days in advance of the start of the period of enjoyment, and it is also mandatory to notify the company with at least 15 days to issue the certificate with the start and end dates. The management can be carried out directly by the beneficiary or through an authorized representative, which is useful if you prefer to channel the process through consultancies or agencies.
This leave is not a one-off aid or a bonus, but rather protected paid working time: the additional weeks are paid in the same way as the rest of the childbirth and childcare leave, with a benefit paid by the Social Security and the maintenance of the registration.