The Netherlands offers a two-tier paternity leave system: 5 days of fully paid birth leave (calamity leave) at 100% of salary, plus an optional 5 weeks of extended partner leave at 70% of salary paid through UWV (Uitvoeringsinstituut Werknemersverzekeringen). The birth leave is mandatory; the extended partner leave is voluntary but increasingly adopted by employers.
This guide covers Dutch paternity leave in 2026: the 5-day birth leave entitlement, the 5-week extended partner leave, UWV reimbursement, employer obligations, and how paternity leave fits alongside maternity and parental leave.
Key takeaways
- Fathers receive 5 days of fully paid birth leave at 100% of salary, under article 3:6 of the Working Hours Act (Arbeidstijdenwet).
- An additional 5 weeks of extended partner leave is available at 70% of salary, paid by UWV.
- Birth leave must be taken within 4 weeks of the birth; extended partner leave within 6 months.
- Birth leave is mandatory — the employer must grant it. Extended partner leave is a right the employee can choose to exercise.
- UWV reimburses the extended partner leave cost to the employer, making it effectively cost-neutral.
- The Netherlands is moving toward 9 weeks of fully paid partner leave by 2027 under the Work-Life Balance Directive transposition.
The two-tier system
Dutch paternity leave operates on two levels, reflecting the country’s phased approach to expanding parental leave:
| Leave type | Duration | Pay | When taken | Payment source |
|---|---|---|---|---|
| Birth leave (calamiteitenverlof) | 5 days | 100% of salary | Within 4 weeks of birth | Employer |
| Extended partner leave (aanvullend geboorteverlof) | 5 weeks | 70% of salary | Within 6 months of birth | UWV reimbursement |
| Total | 30 days (approx. 6 weeks) | Blended | — | Mixed |
The birth leave was established under the Working Hours Act, while the extended partner leave was introduced in 2019 as part of the EU Work-Life Balance Directive transposition.
Birth leave (calamiteitenverlof)
Birth leave is the short, immediate entitlement that all fathers receive. It is sometimes called “calamity leave” because it falls under the general provisions for unforeseeable events.
Key rules:
- The employee is entitled to 5 days of paid leave (working days, not calendar days).
- The leave must be taken within 4 weeks of the child’s birth.
- The leave is paid at 100% of salary by the employer.
- The leave can be taken on consecutive or non-consecutive days, at the employee’s discretion.
- The employer cannot refuse the leave request.
Birth leave is straightforward and non-controversial. The complexity lies in the extended partner leave.
Extended partner leave (aanvullend geboorteverlof)
Extended partner leave was introduced in 2019 and gives fathers an additional 5 weeks of leave following the birth. Unlike birth leave, this is paid at 70% of salary through UWV, not by the employer.
Key rules:
- The leave is 5 consecutive weeks (not split into individual days).
- It must be taken within 6 months of the birth.
- The employee receives 70% of their daily salary, up to the maximum daily wage for social insurance.
- UWV reimburses the employer for the cost, so the employer is not out of pocket.
- The employee must have been employed for at least 1 year to qualify for extended partner leave.
- The leave can be taken in addition to birth leave — they do not overlap.
The extended partner leave is voluntary in the sense that the employee chooses whether to take it. However, once elected, the employer must grant it and cannot impose conditions beyond the statutory framework.
UWV reimbursement
The extended partner leave is designed to be cost-neutral for employers. UWV reimburses the employer for the salary costs at 70% of the employee’s salary, subject to the maximum daily wage for social insurance.
| Component | Detail |
|---|---|
| Employee pay | 70% of daily salary |
| Maximum daily wage | Subject to social insurance ceiling (approx. EUR 256/day in 2026) |
| Employer reimbursement | 100% of the 70% paid (from UWV) |
| Application deadline | Employer must apply to UWV within 4 months of the leave starting |
The employer pays the employee during the leave and then claims the reimbursement from UWV. This requires administrative coordination — the employer must submit the claim within the deadline.
Upcoming change: 9 weeks by 2027
The Netherlands is implementing the EU Work-Life Balance Directive, which requires member states to provide 10 working days (effectively 2 weeks) of paternity leave. The Dutch government has gone further, announcing a phased increase:
- 2026: 5 weeks extended partner leave at 70%
- 2027: 9 weeks of partner leave at 70%, with the employer able to choose whether to pay the first 2 weeks at 100% (and recover from UWV)
This change is expected to take effect on 1 August 2027. Employers should prepare their policies and budgeting for the expanded entitlement.
Employer obligations
Dutch employers have six core duties around paternity leave:
- Grant birth leave — 5 days at 100% salary, non-negotiable.
- Grant extended partner leave — 5 weeks at 70% salary, once elected by the employee.
- Process UWV reimbursement — submit the claim within 4 months of the leave starting.
- Maintain employment terms — position, salary, and seniority are protected during the leave.
- Do not penalise the employee for taking or requesting paternity leave.
- Track the 6-month window for extended partner leave and the 4-month window for birth leave.
Worked example
Thomas works for a technology company in Amsterdam. His partner gives birth on 10 September 2026.
Birth leave: Thomas takes 5 days of birth leave starting on 10 September 2026. His daily salary is EUR 300. He receives EUR 300 * 5 = EUR 1,500 from his employer at 100%.
Extended partner leave: Thomas takes 5 consecutive weeks of extended partner leave starting on 15 September 2026. His daily salary is EUR 300, so he receives EUR 210/day (70%) * 25 working days = EUR 5,250 from his employer, who then claims EUR 5,250 from UWV.
Thomas’s total paternity leave pay is EUR 1,500 + EUR 5,250 = EUR 6,750 over approximately 6 weeks. His employment terms are protected throughout.
Common pitfalls
1. Confusing birth leave with extended partner leave
They are separate entitlements. Birth leave is 5 days at 100% pay (employer-funded). Extended partner leave is 5 weeks at 70% pay (UWV-reimbursed). Both can be taken by the same employee.
2. Missing the UWV reimbursement deadline
Employers must apply to UWV within 4 months of the leave starting. Missing this deadline means the employer absorbs the cost.
3. Assuming extended partner leave is mandatory for the employer to offer
The leave is a right the employee can choose to exercise. The employer must grant it if requested, but is not obligated to proactively offer it.
4. Not tracking the 6-month window
Extended partner leave must be taken within 6 months of the birth. If the employee does not take it within this window, the entitlement is lost.
For more Dutch context, see our guide to annual leave entitlement in the Netherlands, the overview of types of leave, and our guide to absence management.
Frequently asked questions
How many days of paternity leave do you get in the Netherlands?
Fathers receive 5 days of birth leave at 100% salary and 5 weeks of extended partner leave at 70% salary, for a total of approximately 6 weeks.
Is paternity leave mandatory in the Netherlands?
Birth leave (5 days) is mandatory — the employer must grant it. Extended partner leave (5 weeks) is a right the employee can choose to exercise.
Who pays for paternity leave?
Birth leave is paid by the employer at 100% of salary. Extended partner leave is paid by the employer at 70% of salary, then reimbursed by UWV.
When must paternity leave be taken?
Birth leave must be taken within 4 weeks of the birth. Extended partner leave must be taken within 6 months of the birth.
What changes are coming in 2027?
The Netherlands is increasing extended partner leave to 9 weeks at 70% (with the first 2 weeks optionally at 100% and recoverable from UWV), effective 1 August 2027.
Managing two-tier paternity leave — birth leave at 100% and extended partner leave at 70% with UWV reimbursement — across a Dutch workforce requires precise payroll coordination. A leave management system that handles both tiers, tracks the reimbursement deadline, and automates the UWV claim process keeps you compliant and cost-effective.
Sources
- UWV — Partnerverlof (primary source)
- Arbeidstijdenwet, article 3:6
- Rijksoverheid — Geboorteverlof
- Ministerie van Sociale Zaken — Aanvullend geboorteverlof
Last updated: 26 July 2026. This article is general guidance, not legal advice. UWV reimbursement rates and social insurance ceilings change annually — confirm current figures with UWV and check the applicable collective bargaining agreement (CAO).