What are the Paid and Unpaid Leaves in the Netherlands?



Modified on: Mon, 2 Mar, 2026 at 3:12 PM

TABLE OF CONTENTS


In the Netherlands, various types of leave are available to support employees through different life events and personal needs. Here's an overview of the types of paid and unpaid leave, including eligibility and compensation details.

  1. Maternity/Pregnancy Leave

    • Duration: 16 weeks (6 weeks before birth and 10 weeks after birth).
    • Compensation: If eligible, the Employee Insurance Agency (UWV) can reimburse employers up to EUR 200 per day for maternity leave. This ensures financial support during this crucial period.

  2. Paternity Leave (for the second parent)

    • Duration: 1 week within the first 4 weeks after childbirth. You must inform Horizons in writing, in advance or as soon as possible after the birth. 
    • Compensation: The leave is paid at 100% of the employee's regular salary rate.

  3. Short-Term Care Leave

    • Duration: This leave is intended for short-term care needs of a sick family member.
    • Compensation: The employer pays 70% of the employee’s salary during this leave period.
        • Only applicable if you are the only person who can provide the care.
        • Care provided by a doctor or hospital is not covered.


Who Pays the Maternity Leave?

Employers contribute to Dutch employee insurance schemes (WW, WIA, ZW etc.) through payroll taxes.

UWV maternity benefits are funded through these mandatory social insurance contributions.

Employers continue to pay salary during leave. However, employers may claim reimbursement from:

  • Employee Insurance Agency (UWV)

UWV reimburses maternity pay up to:

  • 100% of daily wage

  • Subject to a maximum daily cap (approximately €200 per day, adjusted annually)


Caps & Conditions

  • Reimbursement capped at statutory daily maximum

  • Employer must submit timely claim

  • Reimbursement timing may affect short-term cash flow

  • If employee earns above the daily maximum, employer bears excess

Employer Cost Exposure

ScenarioEmployer Cost
Salary ≤ UWV daily capFully reimbursable
Salary above capEmployer pays excess
Delayed reimbursementTemporary cash-flow exposure

Employers are generally not exposed to full uncapped salary cost.



Unpaid Leave

  1. Extended Leave

    • Duration: 5 weeks within 6 months after childbirth. It must be requested at least 4 weeks before the start date. 
    • Leave can be taken all at once or spread out (e.g., part-time days over several months).
    • Compensation: The Employment Insurance Agency can pay up to 70% of the employee’s salary during this leave, including 8% vacation pay. This is calculated based on your SV wage over the past year, divided by 261 working days.
      • Note: Employers are not obligated to top up the difference unless specified in a collective labour agreement (CAO).
    • Requirements:
      • Written request to Horizons including:
        • Child’s date of birth.
        • Number of weeks you wish to take (1 to 5).
        • Start date of the leave.
        • Confirmation that you’ve taken the standard birth leave.

  2. Parental Leave

    • Duration: Up to 26 times the number of hours worked per week, to be taken within 8 years after childbirth.
    • Compensation:
        • 9 of the 26 weeks are paid if taken within the first year after birth, at 70% of your daily wage (same calculation as extended birth leave). 
        • Remaining weeks are unpaid.
        • Vacation days and vacation pay accrue during paid parental leave.
        • Parental leave is typically unpaid, although some employers may offer paid parental leave as part of their employment policies.

    • Requirements:

      • Written request to your employer at least 2 months before the leave starts.
      • Applies to biological, adopted, acknowledged, foster, step, or prospective adoptive children living with you.

  3. Adoption/Foster Leave

    • Duration: 6 weeks.
    • Compensation: This leave is generally unpaid unless specified otherwise in company policies or collective labor agreements.

  4. Long-Term Care Leave

    • Duration: Provides time off for employees who need to care for a seriously ill family member.
    • Compensation: Details about compensation for long-term care leave can vary and should be checked based on specific employment agreements and policies.


Key Points to Remember

  • Eligibility and Application: For most types of leave, employees need to meet certain eligibility criteria and follow specific application procedures. It's important to consult with the Employee Insurance Agency (UWV) or your HR department for detailed guidance.
  • Employment Agreements: Company-specific policies may offer additional benefits or compensation beyond the statutory minimums. Always review your employment contract or company handbook for detailed information.
  • Leaves must be taken in order: first birth leave, then extended birth leave, followed by parental leave.
  • Always check your collective labour agreement (CAO) or employment contract for additional entitlements or employer-specific arrangements.
  • For more details, visit the Dutch government’s official page on leave types.

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