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The Dutch take work-life balance seriously—which is why the Netherlands has some of the most generous labor and employment laws in the world. Moving houses, caring for sick family members, and dealing with emergencies all come with . Parental leave is no exception, with extensive benefits designed to support families from the very start.

So, if you hire in the Netherlands or manage a team member based there, it’s important to understand how these parental leave entitlements fit into Dutch labor regulations and everyday workplace culture.Ìý

In this guide, we’ll explain the ins and outs of maternity leave in the Netherlands and other types of parental leave, including paid time off for partners, fathers, adoptive parents, and foster care arrangements.Ìý

Maternity leave in the Netherlands

Parental protections in the Netherlands include one of the world’s strongest maternity leave policies. The system prioritizes supporting both the mother’s recovery and the baby’s care in the first weeks after birth. Maternity leave is a statutory right for all employees insured under the Dutch social security system, including self-employed mothers.Ìý

Here are the key details about maternity leave in the Netherlands:

• Total leave: Mothers are entitled to at least 16 weeks of paid maternity leave.
• Scheduling time off: Expectant mothers take four to six weeks of maternity leave leading up to the due date. After giving birth, mothers have the right to at least 10 weeks of maternity leave, including six weeks immediately after the birth. They can schedule any remaining maternity leave up to 30 weeks after birth as long as they give notice within three weeks of delivery.
• Multiple birth extensions: Mothers expecting more than one child receive eight to 10 weeks of paid maternity leave before the due date, with total maternity leave extending up to 20 weeks.Ìý
• Early or late births: If a baby is born early, mothers can add unused prenatal maternity leave to their postpartum leave. If a baby is born later than the expected due date, mothers still receive at least 10 weeks of postpartum maternity leave.Ìý
• Hospitalization exceptions: If a newborn must stay in the hospital for more than seven days during maternity leave, mothers can apply to extend their leave.Ìý
• Stillbirth: If a stillbirth occurs after the 24th week of pregnancy but before maternity leave begins, the mother receives 16 weeks of paid maternity leave.Ìý
• Holiday leave: Employees continue to accrue holiday hours while taking maternity, long-term, or additional partner leave—just as they would if they were working.

Maternity leave in the Netherlands pays 100% of the employee’s average daily income, funded by the country’s Employee Insurance Agency or in Dutch. Even if you hire employees through a Dutch EOR or PEO in the Netherlands, as an employer, you’re expected to comply with labor law and assist with the necessary paperwork to ensure that paid parental leave is processed correctly.

Is maternity leave in the Netherlands paid?

Yes, maternity leave in the Netherlands is fully paid. Both pregnancy and maternity leave are compensated at 100% of the employee’s salary, although the Dutch government caps . Employers may choose to supplement the maternity benefit if an employee’s salary exceeds the daily cap, but the law doesn’t require it.Ìý

Mothers who become ill before pregnancy leave begins are entitled to sickness benefits equal to their salary. Similarly, if an employee can’t return to work after maternity leave due to pregnancy-related issues, they can continue receiving sickness benefits for .Ìý

Self-employed mothers are also eligible for maternity benefits through the Maternity Benefit Scheme for the Self-Employed. The benefit amount depends on the total income they earned in the year before childbirth and must not exceed the legal minimum wage.

Partner and paternity leave in the Netherlands 

Fathers and partners in the Netherlands also receive paid leave to support their families after the birth of a child. Within the first four weeks of the birth, partners can take up to one week of paid leave at 100% of their regular salary. Employers cannot legally deny paternity or partner leave under any circumstances.Ìý

Partners can also take five more weeks of leave within the first six months after birth. This extended absence leave is partially paid, with employment insurance covering up to 70% of the partner’s salary. In some circumstances, employers supplement the leave benefit according to the collective labor agreement (CAO) terms in the employment contract.Ìý

To take this additional leave, the partner must submit a written request to their employer at least four weeks in advance. Employers can adjust the timing only if the leave would cause serious organizational problems, and even then, they must finalize any changes no later than two weeks before the scheduled leave start date.Ìý

Parental leave in the Netherlands: Additional key insights 

Dutch parental leave gives employees flexibility to provide long-term care for their families. Employees can take up to 26 times their contracted weekly working hours per child under the age of eight.Ìý

For example, someone who works four days a week (32 hours) can take up to 104 days (or 832 hours) of parental leave. This entitlement applies once per child—meaning it’s not renewed annually—and employees can use it all at once or spread it out over time.Ìý

Similar to paid paternity leave, employment insurance covers 70% of daily wages (also capped at €290.67 per day), which may be topped off according to CAO agreements outlined in employment contracts. However, any parental leave taken after the child’s first birthday is unpaid.Ìý

Beyond parental leave, Dutch law offers short-term care leave so employees can care for sick family members, roommates, and close friends. Employees are entitled to two times their contracted weekly working hours of short-term care leave each year at 70% of their salary. For long-term care of a child, parent, or partner facing a life-threatening illness, employees may take unpaid leave totaling six times their weekly working hours.Ìý

Adoption and foster care leave in the Netherlands

Employees who adopt or foster a child receive up to six weeks of leave, paid at 100% of their salary. Parents must request the leave three weeks in advance and can choose to spread it out, starting four weeks before the child’s arrival but no later than 22 weeks after.Ìý

Offer global benefits compliantly with Ïã¸ÛÊÀ²©

Creating a strong parental leave policy gives employees the time to recover from birth and bond with their new child. It also helps employers build loyalty and attract top talent.

When hiring globally, offering benefits that align with local laws ensures a positive employee experience—while building trust with your team from day one. Ïã¸ÛÊÀ²©â€™s Total Rewards and employer of record (EOR) solution help global teams deliver competitive, country-specific packages, including salary, equity, and benefits tailored to local expectations and legal requirements.

In a country like the Netherlands, where labor laws are complex and employee-centric, partnering with Ïã¸ÛÊÀ²© provides the structure you need to hire and operate with confidence. We handle compliance, payroll, and benefits—so you can focus on growing and strengthening your team.

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About Ïã¸ÛÊÀ²©

Ïã¸ÛÊÀ²© is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Ïã¸ÛÊÀ²© lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.

Ïã¸ÛÊÀ²© enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.