How Can an Employee Apply for the Birth and Childcare Benefit in Spain?

Modified on: Thu, 16 Apr, 2026 at 7:14 PM

In Spain, the Birth and Childcare Benefit (Prestación por Nacimiento y Cuidado de Menor) provides financial support for employees who take time off for the birth or adoption of a child, including foster care for adoption. This benefit consolidates previous maternity and paternity benefits into one unified process.

Eligibility for the Benefit

The benefit applies to employees who experience a period of leave due to the birth, adoption, or family fostering of a child. This includes biological parents, adoptive parents, and foster parents. To qualify, the employee must be registered with the Spanish Social Security system.

How to Apply

There are several methods available for employees to apply for the Birth and Childcare Benefit:

Online Application:
- If the employee has a digital certificate or a Cl@ve user account, they can apply via the Tu Seguridad Social portal. The portal is available here.
- If the employee does not have a digital certificate or Cl@ve, there is an alternative online application process via the INSS website, available here.
- The online portal allows the employee to simulate the benefit’s duration and amount based on the expected birth date.
By Mail or In-Person (at CAISS):
- The employee can download and complete the application form from the Social Security website. The form must be sent to the appropriate INSS office via mail, along with all required documents.
- If the employee prefers to apply in person, they must visit a Social Security Information and Assistance Center (CAISS) after scheduling an appointment.

Required Documentation

Employees will need to provide several documents to complete the application, including:

General Documents:
- Application form for the benefit.
- Identification documents (DNI, passport, or NIE) for both parents.
- If employed, a certificate from the employer confirming the employee's leave start date (if already submitted by the employer, it is not necessary to provide again).
Additional Documents (Depending on the Circumstance):
- For birth: Maternity certificate from the Health Service, Family Book, or the child’s registration certificate from the Civil Registry.
- For adoption or foster care: Family Book, adoption or foster care resolution from the court or administrative body, and for international adoption, proof of the adoption process.

Benefit Duration

The duration of the benefit has been equalized for both parents since January 2021:

Mandatory Leave: The first 6 weeks must be taken uninterrupted, full-time, following the birth or adoption.
Optional Leave: The remaining 10 weeks can be split into weekly periods, within 12 months after the birth or adoption decision.

Extensions to the Benefit Period:

Multiple births or adoptions: An additional week for each parent for each child beyond the first.
Disability of the child: An additional week for each parent if the child has a disability.
Premature birth and hospitalization: If the child is premature and hospitalized for more than 7 days, the leave can be extended up to 13 weeks.

Birth and Childcare & Infant Care Leave

Leave Type	Who can take it	Duration	Paid	Key notes
Birth and Childcare Leave	Each parent	19 weeks	100% (Social Security)	6 weeks are mandatory immediately after birth; remaining weeks can be taken flexibly until the child is 12 months old
Birth and Childcare Leave (Single-parent families)	Single parent	32 weeks	100%	Specific extension for single-parent families; part of the leave can be taken until the child is 8 years old
Breastfeeding / Care of the Infant Leave	Either parent (individual right)	Until the child is 9 months old	Paid by employer	Applies regardless of whether breastfeeding is natural or artificial. Non-transferable between parents
Breastfeeding Leave – Daily reduction	Working parent	1 hour per working day or 30-minute reduction	Paid	Can be split into two 30-minute periods or taken at the start or end of the working day
Breastfeeding Leave – Accumulated	Working parent	Variable (usually ~15 working days)	Paid	Can be accumulated into full days; this is a statutory right and no longer depends on collective agreements
Breastfeeding Leave – Multiple births	Working parent	Proportional increase	Paid	For example, twins allow 2 hours per day instead of 1

Additional Childcare Measures

Measure	Maximum duration	Paid	Job protection	Key notes
Parental Leave of Absence (Childcare Leave)	Until the child is 3 years old	No	Job position reserved during the first year; afterwards, a position within the same professional group	Employment contract is suspended; Social Security contributions count for certain benefits
Reduction of Working Hours for Childcare	Until the child is 12 years old	Partially (salary reduced proportionally)	Strong protection against dismissal related to exercising this right	Working time can be reduced between 1/8 and 1/2 of daily working hours

Social Security Registration for Healthcare

As part of the birth process, the employee will need to register their child with the Spanish Social Security system to ensure they have healthcare coverage. This can be done alongside the Birth and Childcare Benefit application, especially if done in person or by mail.

To complete the healthcare registration, the employee must submit:

The child’s Family Book or birth certificate.
Identification of the insured parent.
Additional documentation if needed, such as the child’s registration with the Civil Registry (if under three months old, this may be handled directly by the Civil Registry).

Once the registration is complete, the employee can request a health card for the child, and the child will be assigned a pediatrician by the local health service.

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