Maternity leave in the Netherlands (zwangerschapsverlof) lasts at least 16 weeks and is paid at 100% of the employee’s daily wage, funded by the UWV through the employer. The leave starts up to six weeks before the expected due date and runs for a minimum of 10 weeks after the birth. There is no qualifying period — every employee in employment is entitled, regardless of contract type or hours worked. Partner leave (partnerverlof) provides an additional one week of paid leave for the birth partner.
This guide covers Dutch maternity leave in 2026: zwangerschapsverlof duration and structure, UWV payment and employer reimbursement, partner leave, notice requirements, and the rules governing return to work.
Key takeaways
- Zwangerschapsverlof lasts at least 16 weeks, starting up to six weeks before the expected due date and running for at least 10 weeks after the birth.
- The UWV reimburses the employer 100% of the employee’s daily wage for the entire maternity leave period, up to a maximum daily wage of €271.90 in 2026.
- There is no qualifying period — every employee in employment is entitled to maternity leave from the first day of employment.
- Partner leave provides one week of paid leave at 100% of the daily wage, to be taken within four weeks of the birth.
- The employee has the right to return to the same role or a comparable role after maternity leave.
Zwangerschapsverlof structure
The Wet arbeid en zorg (WAZ) governs maternity and partner leave in the Netherlands. Zwangerschapsverlof is structured as a single continuous leave period with mandatory minimums:
| Component | Duration |
|---|---|
| Pre-birth leave | Minimum 4 weeks, maximum 6 weeks before expected due date |
| Post-birth leave | Minimum 10 weeks after the date of birth |
| Total minimum | 16 weeks |
| Total (if birth is early) | At least 16 weeks (pre-birth weeks are added to post-birth) |
The employee chooses when the leave starts, up to a maximum of six weeks before the expected due date. The leave must end at least 10 weeks after the birth. If the baby is born before the leave starts, the full 16 weeks runs from the date of birth.
Under article 3:5 of the WAZ, the employee may request to start the leave later than six weeks before the expected due date — but no later than four weeks before the due date. The employer cannot require the employee to work during the leave period.
UWV payment and employer reimbursement
Dutch maternity leave is fully paid. The payment is funded by the UWV (Uitvoeringsinstituut Werknemersverzekeringen) but administered through the employer — the employer pays the employee’s salary and then claims reimbursement from the UWV.
How the payment works
| Item | Detail |
|---|---|
| Payment rate | 100% of daily wage |
| Maximum daily wage (2026) | €271.90 |
| Maximum monthly benefit | ~€8,157 (€271.90 × 30) |
| Payment period | Full 16 weeks (or longer if birth is early) |
| Tax | Taxable (subject to income tax and social contributions) |
| Employer obligation | Pay salary, claim reimbursement from UWV |
The employer must pay the employee’s salary during maternity leave and claim reimbursement from the UWV. The employer cannot require the employee to work during the leave period, and the payment must be made on the normal pay date.
What if the employee earns above the maximum?
Where the employee’s daily wage exceeds €271.90, the UWV reimburses only up to the maximum. Many employers top up the difference through company policy or collective agreement, though this is not a statutory obligation.
Partner leave (partnerverlof)
In addition to maternity leave, the birth partner is entitled to partner leave under the WAZ:
| Item | Detail |
|---|---|
| Duration | 1 week (5 working days, or 10 days for a 5-day week) |
| Pay | 100% of daily wage |
| Timing | Must be taken within 4 weeks of the date of birth |
| Employer reimbursement | UWV reimburses 100% |
| Qualifying period | None |
The partner must give the employer at least four weeks’ written notice before the intended start of partner leave. The employer cannot refuse the leave.
Some collective agreements provide for longer partner leave — for example, two or three weeks. Employers should check the applicable cao (collective labour agreement) for enhanced terms.
Notice requirements
Timing and documentation matter. The employee must provide:
- At least four weeks before the expected due date: written notice of the intended start date of zwangerschapsverlof.
- Immediately after the birth: notification of the birth date, which confirms the post-birth leave period.
- For partner leave: at least four weeks’ written notice before the intended start date.
The employer should also request a medical certificate from the employee’s arts (GP) or verloskundige (midwife) confirming the expected due date, to verify the correct leave dates.
Job protection and dismissal rules
Dutch law provides strong protection for employees on maternity leave:
- During leave: dismissal is prohibited except in cases of company liquidation (bedrijfsbeëindiging) or the employee’s own serious misconduct.
- After leave: the employee has the right to return to the same role or a comparable role with the same terms and conditions.
- For one year after return: the employee cannot be dismissed for redundancy unless the employer can demonstrate that the redundancy is genuinely unrelated to the pregnancy or leave.
Under article 3:8 of the WAZ, the employer must keep the employee’s position open during the leave. The employee cannot be treated less favourably because of pregnancy or maternity leave.
Return to work
At the end of the 16-week period, the employee has the right to return to work. The employer must offer the same role or a comparable role with the same salary and conditions. Where the role has been made redundant during the leave, the employer must demonstrate that the redundancy is genuinely unrelated to the pregnancy.
Under article 7:672 of the Burgerlijk Wetboek, the employment contract during maternity leave is considered to be suspended — not terminated. The employee returns automatically at the end of the leave period.
If the employee does not return to work within one month of the end of the leave without a valid reason (such as illness), the employer may consider the contract terminated, subject to the notice requirements.
Common pitfalls
1. Paying below 100% during leave
The employee is entitled to 100% of their daily wage for the full 16 weeks. Paying below this rate — or failing to claim the UWV reimbursement — is a breach of the WAZ.
2. Refusing partner leave
Partner leave is a statutory entitlement. The employer cannot refuse it, delay it, or require the partner to take it at a different time.
3. Not tracking the pre-birth start date
The employee can start leave up to six weeks before the expected due date, but no later than four weeks before. Employers who do not track the intended start date risk operational gaps.
4. Dismissing during the protected period
Dismissal during maternity leave is prohibited except in limited circumstances. Planning a redundancy during the leave period — even where the redundancy was decided before the leave began — is high risk.
5. Failing to apply collective agreement enhancements
Many cao agreements provide for longer partner leave, additional top-ups, or enhanced return-to-work provisions. Applying only the statutory minimum when the cao provides more is a common error.
For more Dutch context, see our guide to annual leave entitlements in the Netherlands and the overview of the main types of leave employers manage.
Frequently asked questions
How long is maternity leave in the Netherlands?
Zwangerschapsverlof lasts at least 16 weeks — starting up to six weeks before the expected due date and running for at least ten weeks after the birth. If the baby is born early, the full 16 weeks runs from the date of birth.
Who pays for maternity leave in the Netherlands?
The employer pays the employee’s salary during the leave period and claims 100% reimbursement from the UWV. The payment is subject to income tax and social contributions.
Can the employee work during maternity leave?
No. The employee must not work during zwangerschapsverlof. The leave is a suspension of the employment contract for the duration of the period.
What is partner leave?
Partner leave is one week of paid leave at 100% of the daily wage for the birth partner, to be taken within four weeks of the birth. The UWV reimburses the employer.
Does the employee keep their job after maternity leave?
Yes. The employee has the right to return to the same role or a comparable role with the same salary and conditions. The position must be kept open during the leave period.
Can the employer dismiss an employee during maternity leave?
Dismissal is prohibited during maternity leave except in cases of company liquidation or the employee’s serious misconduct. For one year after return, redundancy dismissal must be demonstrably unrelated to the pregnancy.
Putting it into practice
Five steps cover most Dutch maternity leave compliance:
- Confirm the employee’s expected due date and the intended start date of zwangerschapsverlof.
- Pay the employee’s salary at 100% during the leave period and claim UWV reimbursement promptly.
- Track partner leave entitlement and ensure the birth partner’s one-week leave is managed within four weeks of the birth.
- Monitor the dismissal protection period during and after the leave, and plan any redundancy discussions for after the protection expires.
- Prepare for the return to work, including confirming the role and terms and conditions.
A leave management system that tracks zwangerschapsverlof dates, manages UWV reimbursement claims, and monitors partner leave entitlements keeps Dutch maternity leave compliance straightforward and avoids costly mistakes.
Sources
- UWV — Zwangerschapsverlof en partnerverlof (primary source)
- Wet arbeid en zorg (WAZ) (legislation)
- Rijksoverheid — Zwangerschapsverlof (government guidance)
Last updated: 26 July 2026. This article is general information, not legal advice. The maximum daily wage for UWV reimbursement changes annually — confirm current figures with the UWV and check the applicable cao.