Maternity Leave in Holland: Expat Guide

Navigating maternity leave as an expat in the Netherlands can feel overwhelming, especially if you’re unfamiliar with Dutch employment laws and social security benefits. Whether you’re employed, self-employed, or on a temporary contract, it’s vital that you understand your rights and entitlements so you can properly plan your time away from work.

In this guide, we’ll cover everything you need to know about maternity leave in the Netherlands, from how long you can take off and how much you’ll be paid to partner leave, parental leave, and the process of returning to work.

Maternity leave in the Netherlands is available to employees who are pregnant and working under an employment contract. Maternity leave is not dependent on nationality, but rather on whether you are working and contributing to the Dutch social security system. As an expat, you should check your employment contracts and international health insurance coverage to ensure you access what you’re entitled to.

 The key eligibility criteria for maternity leave in Holland include:

In the Netherlands, maternity leave lasts for a minimum of 16 weeks. It is divided into two phases – pregnancy leave (zwangerschapsverlof) and maternity leave (bevallingsverlof).

Pregnancy leave starts between 6 and 4 weeks before the due date, but you must take at least 4 weeks before the birth of your child. If you are having twins or multiple births, this will be extended to 8 to 10 weeks, with at least 8 weeks required to be taken. The leave you do not take during pregnancy leave can be transferred to maternity leave.

Maternity leave lasts for 10 weeks after the child is born. If your baby is born later than expected, your total leave extends accordingly, ensuring you still receive 10 full weeks after the birth. You are required to take a minimum of 6 weeks after childbirth, and the remaining 4 to 6 weeks can be used within 30 weeks after this initial period.

If the baby requires prolonged hospitalisation, the mother may be eligible for additional maternity leave, known as incubator leave (couveuseverlof), to extend her time off and support her child’s recovery.

During maternity leave in the Netherlands, you are entitled to receive maternity benefits (zwangerschapsuitkering), which are paid at 100% of your salary, up to a capped daily wage set by the government. These payments are funded by the Employee Insurance Agency (UWV) rather than your employer. Maternity leave payment remains at 10)5 throughout the 16 weeks statutory leave.

If you’re an employed worker, you will receive your full salary, up to the statutory maximum daily wage (currently €290.67 per day). If your salary is higher, your employer may choose to supplement the difference, but this is not required by law.

If you’re self-employed, you can apply for the Zelfstandig en Zwanger (ZEZ) benefit. The amount you receive will depend on your income over the previous year, with a maximum equivalent to the minimum wage.

Maternity benefits are usually paid in monthly installments, either by your employer (who claims reimbursement from the UWV) or directly by the UWV if you are self-employed or no longer employed. Expats should check with their employer and the UWV to confirm their exact entitlements.

In the Netherlands, partners are entitled to one week (five working days) of paid partner leave (geboorteverlof) following the birth of their child. This leave must be taken within four weeks of the birth and is paid at 100% of their salary. This is covered by the employer.

Partners can also take up to five weeks of additional parental leave (aanvullend geboorteverlof) within the first six months after the birth. During this period, they receive 70% of their salary, funded by the Employee Insurance Agency (UWV). To qualify, the partner must first take the one-week statutory leave and be employed under Dutch social security rules.

Both parents can take up to 26 times their weekly working hours in parental leave (ouderschapsverlof) before their child turns eight. The first nine weeks, if taken within the first year, are partially paid at 70% of the daily wage (up to the government cap). The remaining weeks are unpaid unless the employer offers additional benefits.

The process for applying for maternity leave in the Netherlands depends on your employment status.

If you are employed, you must inform your employer of your pregnancy at least three weeks before your maternity leave begins, although it is advisable to do this earlier if possible. You will need to provide a statement from your midwife or doctor confirming your due date. Your employer will then apply for maternity benefits (zwangerschapsuitkering) on your behalf through the Employee Insurance Agency (UWV).

If you are self-employed, you will need to apply for the Zelfstandig en Zwanger (ZEZ) benefit yourself through the UWV. You must submit your application at least three weeks before your maternity leave would be due to start, along with proof of income from the previous year, as the benefit amount you’re entitled to will be based on your earnings.

If your employment contract ends during pregnancy or you are already unemployed but receiving benefits, you can still apply for maternity leave payments through the UWV. The process is similar to that for employed mothers and will require a medical statement confirming your pregnancy and due date.

In the Netherlands, employers are required to restore employees back to their original role or a similar position with the same terms and conditions after maternity leave. If you are returning to work, you should discuss your plans with your employer in advance, especially if you would like to adjust your working hours or request flexible arrangements.

Dutch law allows employees with children under eight to request reduced or flexible working hours, which employers must consider and can only refuse with a valid business reason.

For expats, it is important to check employment contracts and company policies regarding flexible working, parental leave, and any additional support available. Employers in the Netherlands are encouraged to support new parents in balancing work and family life, so it’s worth undertaking open communication about your expectations and the options available to you.

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