Partners Leave Guide for NZ Employers

Partners’ leave, sometimes called paternity leave or secondary carer leave, is the time off work that a partner of a new parent can take when a baby arrives or when a child is adopted. In New Zealand, this type of leave is covered under the Parental Leave and Employment Protection Act 1987.

For employers, partners’ leave matters because it directly affects staffing, rostering, and workplace culture. Knowing the rules helps businesses support employees at a major life event while staying compliant with the law. In New Zealand, staff often expect fair treatment around leave, especially in cities like Auckland where competition for talent is strong. Employers who get this right show they value family life, which can help with retention and morale.

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In this guide you’ll learn:

• What partners leave and who can take it
• The difference between paid and unpaid leave
• How eligibility and applications work in New Zealand
• Employer responsibilities under the law
• Tips for managing partners’ leave in your workplace

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What is Partners’ Leave in New Zealand?

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Partner’s leave is the time a person can take off work when their partner has a baby or when they both adopt a child. It is sometimes called paternity leave or secondary carer leave.

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Unlike primary carer leave (which is usually taken by the mother or main caregiver), partners leave is shorter and may be unpaid unless the employer chooses to top it up.

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The law sets minimum rules, but businesses can offer more generous policies if they wish.

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Is Partners’ Leave Paid in NZ?

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By law, partners' leave is unpaid. The standard entitlement is:

• One week of unpaid leave if the employee has worked for at least six months with the same employer.
• Two weeks of unpaid leave if the employee has worked for at least 12 months.
  

There are no government parental leave payments for partners leave. Payments only apply if the person becomes the primary carer and takes over as the main caregiver of the child.

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Some Auckland businesses we’ve worked with choose to provide a few days of paid parental leave for partners as an extra benefit. While not required, this small gesture often builds loyalty and goodwill.

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Do Both Partners Get Maternity Leave?

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Not exactly. In New Zealand, only one parent can take primary carer leave at a time, which is the main type of maternity leave. However, both parents may be entitled to some form of leave:

• The birth mother or adoptive parent can take primary carer leave with access to paid parental leave.
• The partner can take partners parental leave, which is usually unpaid unless the employer offers additional support.
  

This means both parents can take time off, but the length and pay conditions are different.

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Partners Leave Eligibility

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To qualify for partners' leave, an employee must meet minimum work requirements with their employer.

Eligibility rules:

• Worked for the employer for at least six months for one week’s leave.
• Worked for at least 12 months for two weeks’ leave.
• Must be the spouse, partner, or de facto partner of the primary carer.
  

Employees who don’t meet these criteria may still ask for annual leave or negotiate flexible work arrangements.

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Supporting Partners Leave in the Workplace

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Managing partners’ leave well is about more than following the rules. It’s about workplace culture.

A story we often hear from small businesses in Auckland is how staff feel more valued when managers openly encourage them to take their full leave. This creates trust and reduces stress at a key family moment.

Practical steps for employers:

• Plan ahead for temporary cover.
• Communicate clearly with the employee before and after leave.
• Be flexible about work arrangements when the employee returns.
  
  

Key Takeaways for Employers

• Partners leave is usually unpaid but legally protected.
• Employees may get one or two weeks depending on their service time.
• Only one parent can get paid parental leave at a time, usually the primary carer.
• Employers must meet obligations under the Parental Leave and Employment Protection Act 1987.
• Offering extra support, even a few days of paid leave, can improve workplace culture.

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