Parental leave in the Netherlands is generous by international standards but more complex than most expats expect. There are three separate leave types — maternity leave, partner leave, and parental leave — each with its own duration, payment rules, and application process. Knowing what applies to whom, and in what order, is essential before a due date approaches.
Maternity leave (zwangerschaps- en bevallingsverlof)
The birth mother is entitled to a minimum of 16 weeks of paid maternity leave: typically four to six weeks before the due date and ten to twelve weeks after the birth, with at least ten weeks post-birth guaranteed regardless of when the leave started. Payment is at 100 per cent of your average daily wage, capped at the maximum daily wage set by the Dutch government — in 2026, approximately €290.67 per day. For most employees this means full pay; for higher earners whose gross daily wage exceeds the cap, there is a slight shortfall.
Payment flows through the UWV (Uitvoeringsinstituut Werknemersverzekeringen, the Dutch employee insurance agency). Your employer claims the UWV benefit on your behalf and continues paying your salary normally; you do not deal with UWV directly. The only requirement on your side is notifying your employer of your intended leave start date at least three weeks in advance.
Maternity leave applies to any employee covered by Dutch social security — meaning anyone working for a Dutch employer or a foreign employer based in the Netherlands. Nationality does not matter. If you see Dutch social insurance premiums (WW, WIA, ZW) being deducted from your payslip, you are entitled to maternity leave on exactly the same terms as a Dutch employee.
Partner leave (partnerverlof)
The non-gestational partner is entitled to two forms of leave following the birth. The first is one week of geboorteverlof (birth leave) — five working days — which must be taken within four weeks of the birth and is paid at 100 per cent of salary by the employer. This is a statutory entitlement and cannot be refused on operational grounds.
The second is aanvullend geboorteverlof (additional birth leave) of up to five weeks, which must be taken within six months of the birth. UWV pays 70 per cent of the partner's daily wage during this period, up to the same daily cap. The partner applies directly to UWV using their DigiD at least four weeks before the leave starts. Some employers voluntarily top up the 70 per cent to full salary — worth checking your employment contract before the birth.
Parental leave (ouderschapsverlof)
Both parents are entitled to 26 weeks of parental leave per parent, available at any point until the child turns eight. This is separate from and in addition to the maternity and partner leave described above. The 26 weeks can be taken in one block, in separate periods, or by reducing working hours across a longer span.
Since August 2022, the first nine weeks of parental leave — if taken within the first year after the child's birth — are paid by UWV at 70 per cent of your daily wage, up to a maximum of €212.97 per day in 2026. The remaining 17 weeks are unpaid unless your employer voluntarily tops them up. To access the paid portion you must take those nine weeks before the child's first birthday; parental leave taken after that point is unpaid.
To take parental leave, notify your employer in writing at least two months before the start date, specifying the hours per week and duration. An employer cannot refuse parental leave on operational grounds, though they can postpone it by up to four weeks in exceptional circumstances.
How the 30% ruling interacts with leave
The 30% ruling does not affect your entitlement to any form of parental or maternity leave. However, UWV calculates benefits based on your taxable wage — the 70 per cent portion of your gross salary — not your full gross. For 30% ruling holders on higher salaries, this means the effective replacement rate of the UWV benefit may be lower than it appears at first glance. Understand this calculation before planning an extended leave period if your household budget depends on the full replacement income.
Practical steps and applications
For maternity leave, inform your employer in writing at least three weeks before the intended start date; your employer files with UWV on your behalf. For additional partner leave (the five-week block), apply directly at uwv.nl using your DigiD at least four weeks before the leave starts — you will need your employer's details and your BSN. For parental leave, submit written notice to your employer at least two months in advance; if taking the paid nine-week portion in the first year, your employer files the UWV application. Keep copies of all correspondence. Dutch employment law protects employees strongly in these situations, but written records matter if any dispute arises.
If you are self-employed (ZZP)
Self-employed ZZP'ers have access to a separate maternity provision through the UWV's ZEZ scheme (Zwangerschapsuitkering voor Zelfstandigen). A self-employed mother can claim 16 weeks of maternity benefit at 100 per cent of declared profit, up to the daily cap, and must apply to UWV at least two weeks before the leave starts. The paid additional partner leave and the paid nine weeks of parental leave introduced in 2022 for employees do not apply to ZZP'ers — they receive only the unpaid parental leave entitlement unless they have taken out supplementary private insurance.