Pregnancy and maternity leave: duration, application and income

Pregnancy and maternity leave: duration, application and income

Maternity leave consists of two consecutive parts: leave before childbirth and leave from the day after birth. The expected delivery date determines the initial planning; the actual birth can change that schedule. Therefore, not only determine an end date, but also how your employer processes corrections. This guide is about employees. There are other application routes for the self-employed and people on benefits.

If you are expecting one baby, pregnancy and maternity leave together last in principle at least 16 weeks.

The WAZO benefit amounts to 100% of the daily wage up to the maximum daily wage; a wage supplement depends on agreements.

Illness, multiple births and hospitalization can change the calculation.

1. Calculate the first day of leave

If you are expecting one baby, you can choose to start pregnancy leave between 6 and 4 weeks before the day after your due date. Choosing the latest permitted start means working longer, but you are not required to work until then. Discuss your choice with your employer in good time and use the due date on your pregnancy certificate.

Maternity leave after childbirth starts the day after birth and lasts at least 10 weeks. Under the statutory rules, unused days from the initial 6 weeks of pregnancy leave are added to the leave after birth. A late birth does not shorten the leave after childbirth. Recalculate after the birth; a provisional staffing schedule is not a final decision.

2. Check applications and administration

Request leave from your employer no later than 3 weeks before your chosen first day. State the expected date of birth, your chosen start date and the contact person for changes. If you are expecting one baby and choose the latest permitted start, the application is due approximately 7 weeks before the due date. Keep the application and acknowledgement.

The employer usually applies to UWV for the pregnancy and maternity benefit. Ask who handles this and when you will receive confirmation. Keep the pregnancy certificate in your own records; UWV may request it later for checks. A handover of your duties is useful in practice, but an incomplete handover does not entitle the employer to refuse statutory leave.

3. Separate benefits, wages and vacation days

The statutory benefit is based on 100% of your daily wage, with the maximum daily wage as the limit. The employer usually receives the benefit and processes it through the payroll administration. If you earn more than the limit, check whether the collective labor agreement or contract prescribes a supplement. A percentage of the daily wage is not automatically the same as your usual net monthly amount.

Request a sample payslip in advance showing fixed allowances, variable pay, pension contributions and any supplement. Statutory annual leave continues to accrue during pregnancy and maternity leave. These leave periods cannot simply be deducted from your annual holiday balance. If you plan a holiday immediately after maternity leave, keep that request separate: annual leave has different rules and its own administration.

4. Illness around the beginning or end of the leave

Report illness according to the absenteeism protocol and make it clear that there may be a connection with pregnancy or childbirth. The medical assessment belongs to the company doctor or UWV, not to a discussion about your diagnosis with a manager. The moment you become ill also determines which benefit route and which leave calculation applies.

Illness during the period in which you could have already started maternity leave can have consequences for the days remaining after birth. So don't assume an automatic shift to later. If you are still incapacitated for work after the leave, have the sick report and appropriate guidance arranged; additional maternity leave and sick leave are different routes.

5. Multiple births or hospitalization require a separate calculation

For twins or a multiple pregnancy, total leave is in principle 20 weeks. Pregnancy leave can start 10 weeks before the day after the due date and must start no later than 8 weeks before that reference day. Leave after childbirth is at least 10 weeks. Do not use a calculation for one baby or simply multiply ordinary leave by the number of children.

If your baby has a prolonged hospital stay, additional leave after childbirth may apply. The first week in hospital does not automatically add leave, and prenatal leave already carried forward can also affect the calculation. Ask UWV for an individual calculation and retain admission and discharge dates. The statutory maximum extension is 10 weeks; not every hospital stay gives the maximum.

Example: a provisional end date changes

You are expecting one baby and choose 4 weeks of pregnancy leave, provisionally followed by 12 weeks after birth. The baby arrives later than expected. Ask HR to record the birth and issue a revised schedule. Do not deduct the additional days before birth yourself from your protected period after birth.

6. A temporary contract and protection against disadvantage

Pregnancy does not automatically extend a temporary contract. However, an employer may not use pregnancy or leave as a reason to disadvantage you or not to renew a contract. Save commitments regarding renewal, previous assessments and the justification given. A neutrally worded letter does not rule out discrimination; the actual course of events can be important.

If your contract ends before or during the leave, ask UWV and the employer how payment will continue. The benefit route may change while your right to benefits continues, depending on your situation. Don't sign a termination agreement just to simplify administration. In the event of a dismissal proposal, have pregnancy, illness and benefits assessed jointly.

7. Return and a concrete conversation with HR

Before returning, agree on your working schedule, the handover of duties and any adjustments to your work. If you want parental leave or fewer working hours afterwards, submit a separate request. A different working schedule is not automatically arranged through the maternity-leave application. Ask for an overview that identifies each type of leave separately. The postnatal leave remaining after the first six weeks can be spread, in consultation, over up to thirty weeks. Request this within three weeks after postnatal leave starts; the employer responds within two weeks and may refuse only for serious business problems. Total leave and UWV’s continuous-payment schedule do not change.

If there is a difference in the calculation, please include your expected date, actual date of birth, start day and relevant hospital dates. Ask for a written explanation of any difference and for correction of wages or leave registration. Seek targeted help if payment is not forthcoming or you are pressured to start earlier. The original UWV information and the applicable collective labor agreement remain leading.

Keep the pregnancy declaration and the written leave application.

Check start, date of birth and recalculated end date.

Ask who takes care of the UWV application and any wage supplement.

Keep track of illness, vacation and parental leave separately.

Save correspondence regarding return or contract renewal.

Can my employer refuse maternity leave?

No, the statutory maternity leave is not an ordinary holiday request. Please report it in a timely manner and provide the necessary planning information. In the event of a refusal, immediately ask for the written reason and seek help.

Will I receive my full salary during the leave?

The statutory benefit is 100% of the daily wage up to the maximum daily wage. Full payment of a higher salary or additional wage components can follow from a collective labor agreement or contract. Ask for a breakdown in advance; gross benefit and net salary are different amounts.

Do I have extra leave if my baby is late?

The period before birth can become longer without the minimum maternity leave becoming shorter. The exact end date will be determined after birth. Have the calculation adjusted instead of sticking to the provisional calendar.

Is parental leave part of these 16 weeks?

No, parental leave is a separate right with its own scope, application conditions and rules for the paid weeks. Plan a subsequent period separately and have both leave types identified on the overview.

Sources and editorial notes
Sources current as of: October 18, 2026
1. Rijksoverheid: calculate maternity leave
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/werk/gelijke-behandeling-op-het-werk/gelijke-behandeling-bij-zwangerschap-op-het-werk/vraag-en-antwoord/zwangerschap-en-geboorte/zwangerschapsverlof-en-bevallingsverlof-berekenen
2. Rijksoverheid: applying for leave and maternity benefits
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/familie-zorg-en-gezondheid/zwangerschap-en-geboorte/vraag-en-antwoord/zwangerschap-en-geboorte/aanvragen-zwangerschapsverlof-en-zwangerschapsuitkering
3. Rijksoverheid: rights during maternity leave
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/werk/werktijden/vraag-en-antwoord/zwangerschap-en-geboorte/rechten-zwangerschapsverlof
4. Rijksoverheid: leave for twins or multiple births
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/documenten/vraag-en-antwoord/zwangerschap-en-geboorte/langer-zwangerschapsverlof-meerling
5. Rijksoverheid: adapted work and pregnancy
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/werk/werktijden/vraag-en-antwoord/arbeidsomstandigheden/rechten-op-aangepast-werk-aangepaste-werktijden-en-verlof-tijdens-en-na-mijn-zwangerschap
The source publications are in Dutch. All language editions cover Dutch law.