Begin with three separate calendars
Returning to work is not one date. Record separately the parental leave granted by the employer, the VSAA parental-benefit period and childcare that is actually available. They may not match. Add annual leave, the partner’s non-transferable benefit portion, nursery start and backup care for illness. Then calculate several scenarios: full time, part time and a phased return. The right option is not what most other families choose but what is legally possible, financially sustainable and healthy for yours. Review the plan with both income and unpaid labour visible.
Parental leave is not the benefit
Under Section 156 of Latvian Labour Law, every employee has a total right to up to one and a half years of parental leave, usable until the child reaches eight. It can be taken continuously or in parts, with each part lasting at least one uninterrupted week. The employer must receive written notice at least one month before the start, duration or change. VSAA parental benefit is a social-insurance payment with separate eligibility and dates. Do not assume an application to one automatically informs the other. Keep both decisions and build the dates into one shared family calendar.
Your job and a flexible arrangement
After parental leave, the employer must retain the previous job or, if that is impossible, a similar or equivalent job with no less favourable terms. An employee caring for a child under eight may request adapted working arrangements or remote work. The employer must assess the request and reply within one month, although this does not guarantee approval of the exact model proposed. Make the request concrete: days, hours, communication, handovers, a trial period and how results will be measured. Put any verbal agreement in writing. Part-time hours normally affect pay, so confirm the new salary before consenting.
What to discuss with the employer
Clarify duties, salary, work location, schedule, breaks, remote-work costs and what changed during the absence. If breastfeeding continues, Labour Law provides certain time-limited guarantees, including feeding breaks and protection provisions; ask VDI how they apply to your circumstances. You do not need to disclose more medical detail than is necessary to exercise a right. Request a realistic reintroduction to systems, safety training and changed procedures instead of expecting yourself to remember everything on day one. Test logins, transport and nursery collection timing one week before the return. Identify who covers work if the nursery calls unexpectedly.
Choosing a nursery or carer
Municipal preschool queues and admission rules differ across Latvia. It is often sensible to apply soon after birth and regularly check the relevant municipality’s procedure. Verify declared-address requirements, priorities, documents, meal charges and any municipal co-funding for a private setting or registered childminder. During a visit, ask about group size, staff turnover, settling-in, sleep, food, medicine, illness rules, first aid and parent communication. Attractive interiors do not replace safe practice and responsive relationships. Ask how staff comfort a child and how incidents are documented. Read the contract, notice period and closure calendar before paying a deposit.
A gentler settling-in period
Where possible, avoid beginning full working hours and full days in care on the same date. Arrange short familiarisation visits, then gradually extend separation within the child’s and setting’s capacity. Use a simple goodbye ritual and always say you are leaving; disappearing secretly may increase insecurity. Reconnect calmly after collection without immediately questioning the child about every detail. Crying at separation does not automatically mean poor care, but persistent changes in sleep, eating or behaviour, or fear of a particular person, deserve discussion. A parent’s grief or anxiety can coexist with confidence in the choice.
Money and benefit while working
VSAA states that during 2026 a parental-benefit recipient who works and is not on parental leave receives 75% of the awarded basic portion. This is a temporary rule for that year and must not be assumed for a later year without checking. The non-transferable portion has different conditions, including taking relevant leave. Before returning, request an individual explanation from VSAA and compare net salary, benefit, transport, childcare and meals. Also review the tax-book dependant entry and municipal assistance. Calculate a difficult month containing several days of illness, not only an ideal month with perfect attendance.
Backup and a first-month review
Agree who stays home when the child is ill, who can collect early and how each employer is notified. A family doctor determines when a certificate for caring for a sick child is medically appropriate; check payment conditions with VSAA. Have two willing contacts, but do not count someone who has not clearly agreed. After two and four weeks, review sleep, workload, relationships, finances and the child’s wellbeing. Changing a model that does not work is not failure. Contact VDI for employment rights, VSAA for benefits, the municipality for preschool rules and the family doctor for health. Keep the answers in writing when a decision affects dates or money.