Corepals HR Hub: Maternity, Adoption & Paternity Leave
Terms & Conditions
Corepals HR Hub is a registered DBA of Courtpals, LLC.
Last updated: September 11, 2026
These terms apply to your Mexico-based assigned employee. They sit alongside the Employer of Record Terms and the HR & Payroll Terms. By using Corepals HR Hub Employer of Record Services you agree to this page.
1.Your employee's leave
A pregnant assigned employee is entitled to 84 calendar days of maternity leave, before and after childbirth, at 100% of her registered salary.
- Depending on the employee's seniority, applicable Mexican labor-law entities may pay up to 100% of the employee's take-home pay directly to the employee.
- The employer remains responsible for any difference between that amount and the employee's full registered salary, plus the usual employer contributions to social security and other federal entities.
Those 84 days may be split between the pre- and post-natal periods, as allowed under Mexican labor law. The total stays 84 days.
2.What you pay during leave
You continue to pay any salary difference not covered by applicable Mexican labor-law entities, plus the standard Service Fee and the usual employer contributions required under Mexican labor law (social security, housing fund, and related quotas) for the assigned position. The role stays reserved for your employee while Corepals HR Hub continues payroll and employment administration.
3.Temporary coverage
If you want coverage while your employee is out, we can source a temporary replacement as an optional service, billed separately. If you do not request one, the position remains on leave.
4.When we notify you
We will notify you as soon as we receive the employee's medical certification with the expected leave dates, so you can plan coverage.
5.What you may not do during leave
You may not offboard, reprimand, write up, discipline, or take any other adverse action against your assigned employee during maternity leave, for any reason.
That still applies if you and the employee agreed, formally or informally, that they would work part-time or a set number of hours during the leave. Any work during leave is voluntary. Missed hours or a decision to stop working during leave cannot be treated as a reason to discipline or offboard.
An agreement to work during leave does not create an exception.
6.When they return
Your employee returns to the same position or an equivalent role, with the same salary, seniority, and benefits.
For up to six months after childbirth, they are entitled to breastfeeding accommodations: two 30-minute rest breaks per day, or a one-hour shorter workday by agreement.
7.Adoption and paternity leave
- An employee who adopts a child is entitled to 6 weeks of paid leave from the date the child is received.
- An employee is entitled to 5 paid working days of paternity leave upon the birth or adoption of a child.
- Sections 2 and 5 apply to these leave types as well.
Questions about a specific case go to your Corepals HR Hub account manager. Courtpals may update these terms and will notify you of significant changes by email or on this website.
Continued use of Corepals HR Hub Employer of Record Services means you accept these terms. If you do not agree, please do not use the services.