The Netherlands provides 26 weeks of unpaid parental leave per parent, with a new part-time pay provision for the first nine weeks that took effect in August 2022. The system, governed by the Work and Care Act (Wet arbeid en zorg, Wazo), gives every qualifying parent the right to take leave to care for a young child. The part-time pay provision means employers pay a portion of the salary during the first nine weeks, with the UWV (Employee Insurance Agency) reimbursing the employer.
This guide covers Dutch parental leave in 2026: the 26-week entitlement, the part-time pay provision, the notification process, and employer obligations.
Key takeaways
- Every parent is entitled to 26 weeks of unpaid parental leave (ouderschapsverlof) per child, under the Work and Care Act (Wazo).
- Since August 2022, the first nine weeks are paid at 70% of daily wage — funded by the employer and reimbursed by UWV.
- Parental leave is available from the first day of employment — there is no length-of-service requirement.
- Leave can be taken in blocks of at least one week, up to 26 weeks per child.
- The leave must be taken before the child turns 8 years old.
- Employers must reinstate the employee to their role at the end of the leave.
The 26-week entitlement
Under Wazo, every parent is entitled to 26 weeks of unpaid parental leave per child. The leave is personal — it cannot be transferred to the other parent. Both parents can take the leave simultaneously.
| Detail | Rule |
|---|---|
| Maximum per child | 26 weeks |
| Minimum block | 1 week |
| Child’s age limit | Under 8 years |
| Length of service | None — available from first day |
| Notice period | At least 4 weeks before start date |
| Payment | First 9 weeks at 70% of daily wage |
The leave can be taken as full weeks, or as a part-time arrangement where the employee reduces their working hours. If taken as a reduction in hours, the 26 weeks are calculated proportionally — for example, reducing from 40 to 20 hours per week counts as 13 weeks of leave.
Worked example
A parent working 40 hours per week takes 26 weeks of parental leave at full reduction — they stop working entirely for 26 weeks. They receive 70% of their daily wage for the first nine weeks, then nothing for the remaining 17 weeks. The employer reimburses the first nine weeks’ cost through UWV.
Alternatively, the same parent reduces to 20 hours per week for 52 weeks — this uses 26 weeks of leave entitlement at a 50% reduction. The first nine weeks at 20 hours are paid at 70% of the reduced working hours’ wage.
The part-time pay provision
Since August 2022, the first nine weeks of parental leave are paid at 70% of the employee’s daily wage. This was a significant change — before 2022, all 26 weeks were entirely unpaid.
The payment works as follows:
| Phase | Duration | Payment | Source |
|---|---|---|---|
| Paid phase | First 9 weeks | 70% of daily wage | Employer, reimbursed by UWV |
| Unpaid phase | Remaining 17 weeks | None | Employee |
The employer pays the salary during the first nine weeks and then claims reimbursement from UWV. The reimbursement is subject to a maximum daily wage cap set annually.
Key points about the provision:
- The employer must apply to UWV for reimbursement within a defined period after the leave starts
- The payment applies to the first nine weeks of leave per child, per parent
- If the leave is taken part-time, the 70% applies to the reduced hours, not the full-time wage
- The employer cannot withhold the payment pending UWV reimbursement — they must pay the salary first
Notification requirements
You must give your employer written notice at least four weeks before the leave starts. The notice should include:
- The start date of the leave
- The intended duration or pattern of leave
- Whether the leave will be full-time or part-time
Employers can request additional information to verify eligibility, but they cannot refuse parental leave. The right is absolute once the notice requirements are met.
Employer obligations
Dutch employers managing parental leave must:
- Grant parental leave when requested — refusal is not permitted
- Pay 70% of daily wage for the first nine weeks of leave
- Apply for UWV reimbursement within the required timeframe
- Maintain employment terms during the leave period
- Reinstate the employee to their role at the end of the leave
- Record the leave correctly for payroll and social insurance purposes
The employer’s financial obligation is limited to the first nine weeks. The remaining 17 weeks are unpaid, and the employer has no obligation to supplement the income beyond the statutory 70%.
Interaction with other leave types
Parental leave is one of several entitlements under Wazo. Here is how it compares:
| Leave type | Duration | Pay |
|---|---|---|
| Maternity leave | 16 weeks | 100% of daily wage |
| Paternity leave | 5 days (10 days for self-employed) | 100% of daily wage |
| Adoption leave | 6 weeks | 100% of daily wage |
| Parental leave | 26 weeks per child | First 9 weeks at 70%, then unpaid |
| Emergency leave | Reasonable duration | Varies by employer policy |
You can combine parental leave with other types. For example, a parent may take maternity leave followed by 26 weeks of parental leave. However, you cannot take parental leave and other leave simultaneously for the same hours.
Common pitfalls
1. Not applying for UWV reimbursement
The employer must pay 70% of daily wage for the first nine weeks and then claim reimbursement from UWV. Failing to apply for reimbursement means the employer absorbs the cost without recovering it.
2. Confusing parental leave with maternity leave
Maternity leave is 16 weeks at 100% pay. Parental leave is 26 weeks, with only the first 9 weeks at 70%. They are separate entitlements that run sequentially, not simultaneously.
3. Forgetting the age limit
Parental leave must be taken before the child turns 8. Unused leave cannot be carried over — it is lost if not used in time.
4. Not recording the leave correctly
Failing to record the leave period creates problems when calculating redundancy, promotion eligibility, or salary increases. The leave counts as continuous service.
Putting it into practice
Three checks cover most Dutch parental leave scenarios:
- Build a UWV reimbursement deadline into your parental leave process, so the first nine weeks’ cost is recovered promptly.
- Separate parental leave from maternity leave and adoption leave in your absence tracking.
- Set a reminder when an employee’s child approaches 8 to check whether any entitlement remains.
Managing 26 weeks of leave per child, the first nine weeks at 70% pay, UWV reimbursement claims, and part-time work across multiple employees requires a system designed for the Dutch parental leave structure.
Sources
Last updated: 26 July 2026. This article is general information, not legal advice. Dutch employment law changes — confirm current entitlements with UWV or the applicable collective agreement.