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Leave in Estonia
Maternity, paternity, and parental leave in Estonia
Adoption leave in Estonia
Other leave in Estonia
Public holidays in Estonia
Protect your employees and your business
Leave and time off in Estonia
Estonia offers comprehensive paid leave and flexible unpaid options to support employee well‑being and work‑life balance. From annual leave and sick pay to a variety of family‑related, educational, and civic entitlements, Estonia’s paid leave framework ensures that employees have time for rest, recovery, and important life commitments.
In this section, we will guide you through the full spectrum of leave available under Estonian law. You’ll learn about core entitlements such as annual and sick leave, maternity, paternity, parental, adoption, and childcare leave, as well as additional options like study leave, caregiver leave, reservist or civic duty leave, blood‑donation leave, and more. You’ll also find an overview of public holidays, how they affect pay and working time, and how companies must accommodate them.
By the end of this section, you’ll have a clear understanding of leave entitlements in Estonia, covering what types of leave employees are eligible for, how they’re compensated, and what employer obligations you need to understand to stay compliant and foster a supportive workplace.
Leave in Estonia
Employees in Estonia are entitled to annual leave and sick leave to support their well-being and recovery when needed. These entitlements are governed by national labour laws and provide employees with time off for rest, holidays, or medical needs. Below is an overview of annual leave and sick leave entitlements in Estonia.
Annual leave in Estonia
Under the Estonian Employment Contracts Act, employees are entitled to a minimum of 28 calendar days of paid annual leave per year. In some sectors, collective agreements or specific laws provide for additional leave. For example, government officials are entitled to 35 days of paid annual leave, and academic and research staff are entitled to 56 days.
Accruing and using annual leave in Estonia
Employees in Estonia begin accruing leave on their first day of employment at a rate of 2.33 days of leave per month worked. However, they can only begin taking leave after six months of employment. Employers must publish a holiday calendar by the end of the first quarter of the year, taking into account employee preferences.
Employees must take at least 145 consecutive days of leave each year. If an employee has leave left over at the end of the year, they can carry it over into the next calendar year. However, unused leave usually expires after one year unless it is suspended due to parental or similar leave.
Sick leave in Estonia
Employees in Estonia also have the right to paid sick leave when they are too ill to work. This leave is granted under the Health Insurance Act. Sick leave may be paid or unpaid, depending on how long the employee is away from work, as follows:
- Days 1–3: Unpaid.
- Days 4–8: Paid by the employer at 70% of normal wages.
- Day 9 onwards: Paid by the Health Insurance Fund at 70% of normal wages.
Employees must provide a medical certificate to qualify for sick pay. Employees in Estonia can also claim sick leave to care for children or dependents. There are specific rules that apply in these circumstances.
Maternity, paternity, and parental leave in Estonia
Employees in Estonia benefit from well-structured leave entitlements that support parents before and after childbirth. The system provides paid maternity, paternity, and parental leave, funded through the national health insurance scheme. Read on to learn the key points employers need to know.
Maternity leave in Estonia
Pregnant employees in Estonia are entitled to up to 100 days of maternity leave when they have a child. This leave can start up to 70 days before the birth, and employees must take at least 3à days of their leave after the birth. Employees are not permitted to work while on maternity leave.
Maternity leave is compensated at 100% of the employee’s average earnings from the previous calendar year. As of January 2025, the minimum maternity pay is EUR 820 per month, and the maximum is EUR 3,788.30 as of January 2026. Employees must pay income tax on maternity pay.
Unemployed mothers are entitled to the maternity benefit from the birth of the child, but not before. Mothers who did not work during the previous year but have previously been employed can receive the minimum wage. This maternity pay is funded by employer health insurance contributions.
Paternity leave in Estonia
Fathers in Estonia have the right to up to 30 days of paternity leave. This leave is only available to the child’s father (or the other parent who is not the mother for same-sex couples). Fathers can choose to take this leave all at once or as separate days. It can be taken at any time from 30 calendar days before the estimated due date until the child’s third birthday.
Paternity leave in Estonia is granted to both working and non-working parents. The amount of compensation the employee receives during paternity leave depends on the tax they have paid during the reference period. The minimum and maximum payment amounts are the same as for maternity leave. Like maternity pay, paternity pay is taxed as income.
Shared parental leave in Estonia
In addition to maternity and paternity leave, employees in Estonia can also benefit from up to 475 days of parental leave. This is shared between the two parents and can be used at any time before the child’s third birthday. The two parents are entitled to take up to 60 calendar days of leave at the same time.
Shared parental leave is paid for through the shared parental benefit, under the same conditions as maternity and paternity pay. It is taxable with income tax. Unlike maternity and paternity benefits, employees are permitted to work and earn income while receiving the shared parental benefit. The shared parental benefit is generally paid to the parent who is on parental leave. If neither parent is on leave, they can decide who will receive the benefit.
Adoption leave in Estonia
Employees who adopt a child under the age of ten in Estonia are entitled to 70 calendar days of adoption leave, which must be taken within six months of the child’s placement. Adoption leave is compensated at 100% of the employee’s average earnings, funded through the national health insurance scheme. Adoption pay is taxable with income tax.
Other leave in Estonia
There are also various other situations where employees in Estonia are entitled to time off. Here are a few additional types of leave that employers in Estonia need to know about.
Leave for public and civic duties in Estonia
Employees must be granted paid time off to perform compulsory civic duties such as jury service, acting as election officials, or other mandated public service tasks. Compensation and length vary depending on the exact circumstances.
Childcare leave in Estonia
Parents are entitled to up to 10 working days of paid leave per child, up until the child’s 14th birthday (or until the age of 18 for disabled children). They are also entitled to an additional 10 days of leave without pay. This entitlement applies individually to each parent and each child.
Study leave in Estonia
Employees in Estonia may take up to 30 calendar days of study leave per year to complete training courses. For formal and professional training, the first 20 days are paid at the employee’s standard rate, and the remaining 10 days are unpaid. Employees can also benefit from an additional 15 days of leave paid at the minimum wage. Employers may refuse to grant leave in certain circumstances, such as if the employee gives less than 14 days’ notice.
Reservist (defence) leave in Estonia
Employees serving in the military reserves are entitled to paid leave when participating in reserve training exercises or mobilisation drills. Employers must hold the employee’s job or an equivalent position during their absence.
Unpaid leave in Estonia
While not required by law, employers and employees can agree to unpaid leave for personal reasons. The terms should be documented in the employment contract or a separate company policy.
Bereavement leave in Estonia
There is no specific entitlement for bereavement leave in Estonia. However, employers typically grant employees leave on the death of a close family member. The duration and pay of this leave depend on the specific company policy or collective agreement in place.
Public holidays in Estonia
Public holidays in Estonia are designated by national law and universally observed across the country. These include a mix of historical, cultural, and religious holidays. If a public holiday in Estonia falls on a weekend, it is not moved to a weekday.
Are public holidays paid in Estonia?
Yes, public holidays in Estonia are non-working days, and employees receive their normal pay without deductions. If an employee works on a public holiday, they must be paid double their regular wage or receive equivalent paid time off if mutually agreed with the employer.
Employers in Estonia must also shorten the workday before certain holidays (New Year’s Day, Independence Day, Victory Day, Christmas Eve) by three hours unless the employee is on leave that day.
Public holidays in Estonia in 2025
Here are the public holidays observed in Estonia in 2025:
1 January
New Year’s Day
24 February:
Independence Day; Anniversary of the Republic of Estonia.
18 April
Good Friday
20 April
Easter Sunday
1 May
Spring Day
8 June
Pentecost
23 June
Victory Day
24 June
Whit Sunday
20 August
Day of Restoration of Independence
24 December
Christmas Eve
25 December
Christmas Day
26 December
Boxing Day
Protect your employees and your business
As an employer in Estonia, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
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