Moving to Spain While Pregnant: Healthcare, Maternity Leave, and Benefits

Moving countries is complex enough without adding pregnancy to the equation. If you are expecting a baby and planning a relocation to Spain — or you have recently arrived and just found out — there are important decisions about healthcare access, maternity leave eligibility, and benefit timing that can affect your finances and wellbeing. This guide helps you plan.

Last reviewed on February 15, 2026. Social security rules and benefit amounts change periodically. Confirm current figures with the INSS (Instituto Nacional de la Seguridad Social) or a qualified gestor before making financial decisions.

Clear promise

By the end of this guide you will understand how to access prenatal care, when you qualify for paid maternity leave, what the 180-day contribution rule means, and how different employment structures (employee, autónomo, EOR) affect your benefits.

Quick reality check

This guide is most relevant if:

• You are pregnant and either already in Spain or planning to arrive before delivery.
• You are employed, self-employed, or planning to start working in Spain.

This guide is less relevant if:

• You are a tourist or short-term visitor — you will have access to emergency care but not the full maternity benefit system.
• You are not planning to register in the social security system.

Accessing prenatal care in Spain

Public healthcare (Seguridad Social)

If you are registered in the Spanish social security system — either as an employee (cuenta ajena) or self-employed (autónomo) — you and your dependents are covered by public healthcare. This includes:

• All prenatal check-ups at your centro de salud with your assigned midwife (matrona) and GP.
• Hospital-based care including ultrasounds, blood tests, and specialist consultations.
• Delivery at a public hospital at no cost.
• Postnatal care for both mother and baby.

To access this, you need your tarjeta sanitaria individual (TSI or SIP card). Register at your local centro de salud with your social security number (NUSS) and empadronamiento.

Timeline tip: If you arrive in Spain during your first trimester, register for healthcare immediately. The first prenatal visit is typically scheduled around week 8–12, and you want to be in the system before then.

Private healthcare

If you have private health insurance (either from a visa requirement or by choice), you can use private maternity services. Be aware:

• Pre-existing pregnancy exclusions. Some private insurance policies exclude pregnancies that began before the policy start date. If you are already pregnant when you take out private insurance in Spain, check the fine print carefully.
• Waiting periods. Many Spanish private insurers impose an 8–12 month waiting period for maternity coverage. If you are already pregnant, this will not help.
• Cost of private delivery without insurance. A standard hospital birth in Spain costs €4,000–€8,000 privately. A cesarean section can cost €8,000–€15,000.

Without registration

If you are in Spain without social security registration (for example, waiting for paperwork), you still have access to emergency healthcare, including labor and delivery. Spanish law guarantees urgent care regardless of status. However, you will not have access to routine prenatal appointments through the public system until you are registered.

Maternity leave: the 180-day rule

Spain provides 16 weeks of paid maternity leave (permiso por nacimiento y cuidado del menor). The other parent also gets 16 weeks. These are individual, non-transferable rights.

The contribution requirement

To receive the maternity benefit (prestación por nacimiento), you must have contributed to Spanish social security for a minimum period. The rules depend on your age:

| Your age | Minimum contribution period | |----------|---------------------------| | Under 21 | No minimum required | | 21–25 | 90 days in the last 7 years, or 180 days total | | 26 and older | 180 days in the last 7 years, or 360 days total |

This is the critical calculation for expats. If you are 26 or older and arrive in Spain less than 180 days before your due date, you may not have enough contribution days to qualify for the full maternity benefit.

What if you don't meet the contribution minimum?

You may still receive a non-contributory maternity allowance (prestación no contributiva por nacimiento), which is lower — roughly €600/month for 42 days. The gap between this and the full benefit is significant.

Planning your timeline

If you are 26+ and expecting:

• Ideal scenario: Arrive and start contributing at least 6 months before your due date.
• If arriving later: Check whether contributions from your home country can be transferred. Spain has bilateral social security agreements with many countries (including the US, UK, and most EU states). Time contributed in your home country may count toward the 180-day threshold.
• If using an EOR (Employer of Record): Contributions through a legitimate EOR count the same as direct employment, as long as the EOR is properly registered with the Seguridad Social. Verify that contributions are actually being made — request your informe de vida laboral to confirm.

Benefit amounts

The maternity benefit is 100% of your regulatory base (base reguladora) — calculated from your social security contribution base, not your gross salary. For most employed workers, this is close to full salary.

• Minimum benefit (2025 reference): approximately €1,134/month (tied to the IPREM indicator).
• Maximum benefit: capped at the maximum contribution base, approximately €4,720/month.
• For autónomos: based on your chosen contribution base. If you opted for the minimum base, your benefit will be lower.

The benefit is paid directly by the INSS, not your employer. Your employer continues your social security contributions during leave.

Paternity leave

The other parent also receives 16 weeks of paid leave on the same terms. The first 6 weeks are mandatory and must be taken immediately after birth. The remaining 10 weeks can be taken in weekly blocks within the first 12 months.

Both parents can be on leave simultaneously. This is one of the most generous parental leave systems in Europe.

Employment protection during pregnancy

Spanish labor law provides strong protections:

• You cannot be fired during pregnancy, maternity leave, or for 12 months after returning to work. A dismissal during this period is presumed to be null (nulo) unless the employer can prove a completely unrelated cause.
• You have the right to attend prenatal check-ups during working hours without loss of pay.
• Risk assessment: If your job involves hazards to pregnancy (chemicals, heavy lifting, night shifts), your employer must reassign you to a safe role or, if that is not possible, suspend your contract with a benefit.
• Breastfeeding leave: After returning to work, you have the right to one hour of absence per day for breastfeeding (or equivalent schedule reduction) until your child turns 9 months. This can be accumulated into full days in some cases.

Special situations

Freelancers (autónomos)

Autónomos qualify for the same 16-week benefit if they meet the contribution threshold. The benefit is based on your contribution base. Key difference: you must formally request a temporary cessation of activity (cese de actividad) or arrange cover, as there is no employer to manage your absence.

EOR or remote workers

If you work through an Employer of Record registered in Spain, you should have the same rights as any Spanish employee — but verify that the EOR is genuinely making social security contributions on your behalf. Some low-cost EOR arrangements cut corners here.

If you work remotely for a foreign company with no Spanish entity, you may not be in the Spanish social security system at all. In this case, you would not qualify for Spanish maternity benefits unless you also register as autónoma.

Multiple births

For twins or more, maternity leave extends by two weeks per additional child. The benefit amount also increases.

Other benefits and aids

Beyond maternity leave, you may qualify for:

• Birth grant (prestación por nacimiento): A one-time payment for families below certain income thresholds.
• Family deductions on income tax: The Modelo 100 includes deductions for children, and working mothers with children under 3 can receive a monthly deduction of up to €100.
• Regional benefits: Each comunidad autónoma may offer additional aids — for example, the "cheque bebé" in some regions. Check with your local social services office.
• Large family card (título de familia numerosa): For families with 3+ children, providing discounts on transport, education, and utilities.

Common mistakes and how to avoid them

• Not counting contribution days before moving. Check whether a bilateral social security agreement lets you combine home-country and Spanish contributions. Contact the INSS or your home country's social security office.
• Arriving too late for the 180-day minimum. If you are 26+ and planning a move, the math is simple: arrive at least 6 months before your due date if possible.
• Assuming private insurance covers everything. Private insurance may exclude pre-existing pregnancy. Register for public healthcare as your safety net.
• Not registering for healthcare early. The public system requires empadronamiento and a social security number. Start this process your first week in Spain.
• Forgetting paternity leave. Both parents have equal rights. The other parent should also plan to take their 16 weeks.

Action plan: what to do this week

1. Calculate your timeline. How many days before your due date will you have been contributing to Spanish social security? If the answer is less than 180, investigate bilateral agreements.
2. Register for healthcare. Get your empadronamiento, social security number, and tarjeta sanitaria as soon as possible after arrival.
3. Verify your social security contributions. Request an informe de vida laboral from the Seguridad Social website to confirm payments are being made.
4. Book your first prenatal appointment at your centro de salud. Ask to be assigned a matrona (midwife).
5. Read your convenio colectivo if employed — it may provide maternity benefits above the legal minimum.

Related guides

• How to Register at Your Local Centro de Salud
• How to Get Your Spanish Social Security Number (NUSS)
• Public Healthcare Eligibility by Residency Type
• Newborn Paperwork in Spain for Expats
• Children Born in Spain to Foreign Parents: Residency Options