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Maternal quota and paternal quota

Here you can read about maternal quota and paternal quota.

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Maternal quota #

If both parents meet the criteria for the right to parental benefits (foreldrepenger), 10 weeks of the total benefits period are reserved for the mother. These weeks comprise the maternal quota.

The first 6 weeks after the birth are included in the maternal quota. The mother decides when to take the remaining 4 weeks of the maternal quota.

The mother is also entitled to three weeks of leave before the date on which the baby is due. These weeks are not included in the maternal quota. They are deducted from the shared period that the parents distribute between them as they wish.

Transfer of maternal quota #

If the father plans to take leave in addition to the paternal quota, the mother’s occupational activity must comply with special requirements. But if the mother wants to take leave in addition to the maternal quota, the father does not need to comply with similar requirements for occupational activity.

Job percentage is key #

The mother receives parental benefits based on her full-time equivalence (the percentage of a full-time position) in the period during which she has been earning the right to benefits, with an upper limit of 6 times the basic amount. Both of the parents must receive the same percentage of their salary: 100% or 80%.

Paternal quota #

If both the parents meet the criteria for the right to parental benefits, 10 weeks of the total benefits period are reserved for the father or co-mother. These 10 weeks are called the paternal quota and start on the first workday after the shared period ends.

If the father or co-mother wants to take the paternal quota later than this, he or she must apply for postponement. The reason is that the days of benefits lapse if they are not used, or if they are only partly used.

Transfer of the paternal quota #

It is possible to apply for the paternal quota to be transferred to the mother in some cases. You can apply for transfer of the quota if the father or the co-mother has not earned the right to parental benefits when the benefits period starts.

If the father or co-mother is too ill to have the day-to-day care for the child, or is hospitalized in a health institution, it is also possible to transfer the leave of absence to the mother. 

The father is entitled to full pay during the paternal quota period, based on his own full-time equivalence in the qualifying period. Both of the parents must receive the same percentage of their salary: 100% or 80%.

Legislation #

Folketrygdloven (the National Insurance Act) Section 9-10 (in Norwegian)

Folketrygdloven (the National Insurance Act) Section 14-11 c (in Norwegian)

Folketrygdloven (the National Insurance Act) Section 14-13 (in Norwegian)

Folketrygdloven (the National Insurance Act) Section 14-9 (in Norwegian)

Folketrygdloven (the National Insurance Act) Section 14-12 (in Norwegian)

Contact   #

Tonje Fiskaa Håvak

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