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Programme and Operations Policies and Procedures

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POPP>Human Resources Management>Annual and Special Leave>Maternity Leave
Maternity Leave

1.0 Relevant Regulations and Rules
Staff regulations and staff rules, including provisional staff rules, of the United Nations

This policy implements UN Staff Regulation 6.2 and UN Staff Rule 6.3
2.0 Policies
Main Policy
Maternity Leave
3.0 Procedures
Main Procedures

Maternity Leave

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Language English | Español | Français
Page Properties
Key Words
Focal Point
Irina Stavenscaia,James Hanneman
Effective Date
Planned Review Date
Summary of Changes/Comments
January 9, 2023 - The procedures have been updated to reflect UNDP's transition to its new cloud-based management platform Quantum in January 2023, replacing its previous ATLAS system.

January 1, 2023 - A Parental Leave policy has been issued which supersedes UNDP's policy on maternity leave for the administration of parental leave in respect of a child born or adopted on or after 1 January 2023. For a staff member with a child born or adopted on 31 December 2022 or earlier, UNDP's policy on maternity leave will continue to apply until completion of the respective leave entitlement contained in this policy. The maternity leave policy is valid until 31 December 2023 and will be retired thereafter.

May 30, 2019 - All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality.

In addition, the following paragraphs are updated:

Pre-Delivery Period

6. In the interest of safeguarding the health and safety of staff members serving in duty stations with the hardship classification D and E, an additional period of Special Leave with Full Pay, up to a maximum of two months before the commencement of their maternity leave, is provided.

Flexible working arrangements

23. To ensure adequate child care and bonding with a newly born child, following Maternity Leave, as a general rule, requests for extended leave (either annual or unpaid) up to 6 months and flexible working arrangements should be granted. e.g. Instead of taking six weeks of full-time annual leave and/or special leave without pay following Maternity Leave, the staff member may request half-time annual leave over a 12-week period, combined with half-time work and/or special leave without pay. The staff member may choose the best option available that is suitable to their needs. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.

24. If a staff member requests a special leave without pay in conjunction with Maternity Leave, they will not be required to exhaust their accrued annual leave before the commencement of special leave without pay.

June 26, 2015 - Change in procedure to reflect implementation of e-services in 2011 (Sections Procedures and Roles and Responsibilities).

October 14, 2013 - Alignment of Annual Leave with UN Staff Rule 6.3(d). (Para. 2.1, Annual Leave) Reviewed and edited (minor edit without substantive changes) in 2014