Who may qualify
Parental benefit is a social-insurance benefit for one parent, or another person covered by law, who cares for the child and meets the insurance test. The usual qualifying period is contributions for at least three months in the last six months or six months in the last 24 months before the month the benefit begins. VSAA should assess cases involving self-employment, several jobs or insurance periods in another country.
Choosing 13 or 19 months
The family chooses a total period counted from birth: 13 months at 60% of the recipient's average insured earnings, or 19 months at 43.75%. The total consists of a main part and a two-calendar-month non-transferable part for each parent. The main part is therefore nine or 15 months. One parent's personal two months cannot simply be transferred to the other.
The awarded option cannot be freely changed later. Compare the monthly payment, the whole timeline, savings and any unpaid gap. Parental-benefit duration is distinct from the childcare leave granted by an employer.
Interaction with maternity benefit
Maternity and parental benefit are not paid for the same period. For a child born on or after 1 January 2026, only the post-birth maternity-benefit period is counted within the total parental-benefit period. Children born before 2026 remain subject to the earlier counting rule. Consequently, the start and remaining duration should be checked from VSAA's dates rather than estimated only from the baby's age.
Each parent's non-transferable part
Each socially insured parent has a personal two-calendar-month part. It can be used until the child turns eight, as one continuous period or two one-month periods, subject to VSAA rules. An employee must be on employer-granted childcare leave during this part; a self-employed recipient must not earn income during it.
Coordinate leave with the employer early. If the personal part is postponed, preserve enough unused childcare leave for it. The second parent does not lose their part simply because the mother receives the main part, but must apply independently and satisfy the conditions.
Working and the 75% rule in 2026
From 1 January through 31 December 2026, a recipient who works or earns self-employed income while not on childcare leave receives 75% of the parental benefit already awarded. This is not 75% of salary. Before returning to work, notify or consult VSAA and ask how employment, self-employment or royalties affect payment; the special royalty regime can have different consequences.
Use dates carefully. A change of status during a month can affect the decision, and an overpayment may have to be repaid. Keep the employer's leave order and VSAA correspondence.
Residence rule from 1 July 2026
From 1 July, the child must have a Latvian personal identity number, active status in the Register of Natural Persons and permanent residence in Latvia. If the child permanently lives in another EU or EEA country or Switzerland, EU social-security coordination may apply, so this is not automatically a refusal. For permanent residence elsewhere, VSAA may refuse or stop payment. Report a move promptly and ask for a written assessment.
Application and decision checklist
- Ask both parents to check qualifying periods and estimated insured earnings.
- Compare the 60% and 43.75% options month by month.
- Record the end date of post-birth maternity benefit.
- Align each personal two-month part with employer-granted leave.
- Submit the VSAA application through Latvija.gov.lv and keep the decision.
- Check the child's identity number, active register status and permanent residence.
A public calculator supports planning; only VSAA's individual decision establishes the amount and dates, especially in cross-border or changing-employment cases.
A personal action plan
Information becomes easier to use when it is turned into a small plan. Choose one adult who can help with calls, transport or note-taking when needed. Mark only the next manageable step; the entire list does not have to be completed in one day. This plan focuses on choosing a parental-benefit period and planning family income:
- compare the 13- and 19-month options across the whole period, not only the monthly amount;
- check each parent's non-transferable part and the deadline for using it separately;
- before returning to work, confirm how employment will affect payment;
- retain the VSAA decision and report changes in work or residence promptly.
What to record and ask
Keep the date, key facts, advice received and next review point in one note. This makes it easier to describe the situation accurately when tired and prevents an agreement from being lost. Prepare these questions before speaking with an authority or professional:
- Which parent will receive the main part, and when will each use the non-transferable period?
- Does the plan still work if parental leave and the benefit period do not end together?
Rely on the written decision and the authority's current guidance, because amounts, deadlines and procedures can change. If verbal advice conflicts with published rules, ask for the legal basis or for a written response.