Paternity Leave

Paternity Leave is part of the Global Paid Parental Leave Policy “GPPL”

VMware recognizes the importance and value of its employees’ family lives and seeks to provide  a family-friendly environment that is supportive of working parents.  

 The Global Paid Parental Leave Program (“Program”) is intended to:  

A copy of the full GPPL policy is available here [1]

A copy of the FAQ’s is here [2]


This Program applies to all full-time and part-time employees permanent (“Employees” or “Employee”) directly employed by VMware. Subject to applicable law, contractors and non-employees are not eligible to participate in this Program. All active employees whose child is born on or after March 1 2022 are eligible for the leave entitlement detailed below.  If your child was born prior to March 1 2022, please note that the previous leave policy applies. To understand your entitlements under the previous leave policy please contact HR Source.


Employees are entitled to receive up to eighteen (18) weeks of leave, paid at their base salary rate (subject   to applicable law) or, for commissioned employees, on target earnings (OTE), where they seek time off from work for pre-natal periods subject to applicable local law, childbirth, placement of a child for adoption, and/or to spend time with their new child.

To the extent possible under local law, all GPPL will run concurrently with any other Local Benefits and/or any applicable contractual terms.

Employees who are the legal parent of the new child have twelve (12) months to avail of GPPL from the date of their new child’s birth or from the official legal adoption placement date or from an earlier date, if provided for by Local Benefits. GPPL can be used all at once or divided into a maximum of three separate  blocks of time, which do not have to be equal lengths of time off. For the avoidance of doubt, any Local Benefits already availed will be set off against GPPL.

The VMware GPPL program runs concurrently with the below therefore where the benefits are less than 100% of salary (including OTE for commissions) then VMware will top up the difference for the first 18 weeks. Thereafter the below benefits apply for the remaining period of leave

Paternal quota and salary –

The total length of paternal quota is 15 weeks or 19 weeks depending on whether 100% salary or 80% salary chosen. During the first 4 weeks, VMware will pay 100% salary and for the remaining of the period up to 10G salary (inclusive of statutory payments from NAV which reimbursed up to 6G).The first 4 weeks of the paternity leave will be paid of 100% with no link to the National Statutory G amount, the remaining of the weeks will be paid up to 10G.

Paternal Quota

At birth Following birth
  Father is entitled to two weeks leave, but generally no allowance from NAV nor paid by employer (unless otherwise agreed) Starting from week 7 after birth, father is entitled to use his quota.

Quota must be taken at the latest when the shared parental period is done or apply to NAV for postponement.

Total Paternal Quota 15 weeks (if a total of 49 weeks) 19 weeks (if a total of 59 weeks)
Shared Parental Quota

How this is shared is decided by the parents. If father takes the shared quota, there is an activity requirement for the mother.

16 weeks (if a total of 49 weeks) 18 weeks (if a total of 59 weeks)


All benefits will continue to be provided and subject to the terms and conditions of the benefit plan in force at that time. Vacation continues to accrue whilst on leave of absence.

Scheduling Paternity Leave

You must apply for parental benefits directly to NAV. This is done electronically via VMware, via local payroll provider, will send a “digital inntektsmelding” to NAV in order for the application to be approved. Once you received your relevant document, please provide this to the payroll team for processing.

Please email your manager to agree on dates, then contact HR Source [3]HR Source [3] will support you with queries on the benefit and will work with the responsible teams to ensure your Paternity Leave is tracked correctly. For the above paid absence, any balance not utilized cannot be carried forward to the following year. 

For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption [4] life event page.