Parental leave: plan hours, pay and your application

Parental leave: plan hours, pay and your application

Parental leave gives employees time to care for a child. The total entitlement is calculated in hours based on weekly working time. Subject to conditions, part may be paid through UWV. Timely planning therefore matters: a paid part not taken within the correct period is not automatically paid later. Check your entitlement, preferred schedule and payment arrangements separately.

The total entitlement is generally 26 times your weekly working hours.

Nine weeks may be partially paid, subject to conditions.

Distinguish your leave entitlement, schedule and benefit application.

Calculate in hours, not only weeks

If you work 32 hours a week, the usual total entitlement is 26 times 32 hours. “26 weeks” therefore does not mean everyone has the same number of hours. You may spread leave over a longer period, for example by taking one fixed day each week. Check whether previous leave and changes in working hours affect your remaining balance. Keep a written record for each child. When changing jobs, this helps prevent employer and employee from working from different remaining balances.

The paid part has a limited period for use

Subject to conditions, you may take nine weeks of partially paid parental leave during the child’s first year. Adoption and foster care have their own conditions concerning age and when the child joins the family. Unused paid leave does not automatically become a later paid entitlement; it may remain available as unpaid leave. Plan backwards from the final eligible date. Also check other leave schemes around the birth, so you do not mistakenly assume they are already part of the same hours balance.

The benefit is not the same as your ordinary salary

The statutory benefit is 70% of your daily wage, capped at 70% of the maximum daily wage. A collective agreement or employer may supplement it. Someone on a higher salary therefore does not automatically receive 70% of their entire ordinary gross pay. Ask which calculation base applies and how payment is processed on your payslip. The employer applies for the benefit after leave has been taken; discuss whether pay will be advanced or paid later. Your financial plan must account for that payment date too. For the benefit application, UWV requires paid leave already taken to total at least one working week. With a 32-hour week and eight-hour leave days, that is four leave days. The nine paid weeks form part of the total 26 weeks, not an additional allowance.

Apply clearly for leave and its distribution

Make a written request stating hours, start date, end date and preferred distribution, observing the applicable application deadline; generally apply at least two months in advance. You can describe a contingent start date, such as a birth. The employer cannot simply refuse the leave entitlement, but compelling business or service interests may allow its distribution to be discussed subject to conditions. If there is an objection, ask for specific reasons and an alternative. A general reference to being busy does not clarify the proposed solution.

Multiple jobs and a new employer

UWV states that employees with multiple employers may have leave entitlement for each job and that employers apply for the benefit separately. Prepare an hours and payment schedule for each contract. When changing employers, the remaining balance must be transferred transparently and the deadline for taking leave remains important. A new job does not restart the child’s age. Ask in advance how the new employer will process any remaining entitlement. Unintentionally counting twice may later lead to corrections to leave or benefits.

Illness and reintegration require coordination

Parental leave can coincide with incapacity for work, but should not inadvertently obstruct reintegration. Discuss with the occupational physician or occupational health service how leave hours fit with the gradual return to work. A leave request is not a medical assessment, and reporting sick does not automatically change every leave arrangement. Record which hours are processed as work, sickness and leave. A dispute about capacity for work may require a different route from a dispute about a planned day off.

Check annual leave, pension and the end of your contract

During paid parental leave, annual leave continues to accrue under the applicable statutory rules; the UWV benefit includes holiday allowance. For the unpaid part and pension, additional agreements and the pension scheme matter. Ask for a written explanation rather than comparing only monthly net pay. Parental leave does not automatically extend a fixed-term contract. Paid parental leave stops on the first day of unemployment. When a contract ends, therefore check leave balances, benefit information and income after the end date.

Example: planning one day a week too late

You work five days and want to use the nine paid weeks as one day off each week. This requires far more than nine calendar weeks. If you start late in the child’s first year, the full paid balance may not fit before the first birthday. Calculate leave in hours and count the actual working days available before the deadline. Discuss a different distribution if needed. This is a planning issue, not grounds to carry unused paid leave into the following year without meeting the conditions.

Calculate the total and paid part using your working hours.

Check the final eligible period for each child and situation.

Ask for written coordination of the schedule and benefit application.

Compare pay, collective-agreement supplements, annual leave accrual and pension.

Does each parent have a separate entitlement?

If they meet the conditions, both parents have their own entitlement. One parent’s leave does not replace the other’s.

Does UWV always pay 70% of my salary?

The benefit is 70% of daily wage up to the applicable cap. This is not always 70% of your entire ordinary salary.

Can my employer change my fixed leave day?

Compelling business or service interests may allow the distribution to be discussed subject to conditions. The leave entitlement itself cannot simply be refused.

Do I lose the paid part after the first birthday?

Unused hours may remain as unpaid leave within the total entitlement. Partial payment cannot simply be used later.

Sources and editorial notes
Sources current as of: October 17, 2026
1. Dutch government: paid parental leave
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/familie-zorg-en-gezondheid/zwangerschap-en-geboorte/vraag-en-antwoord/zwangerschap-en-geboorte/wanneer-heb-ik-recht-op-betaald-ouderschapsverlof
2. UWV: conditions for paid parental leave
Publisher: UWV
https://www.uwv.nl/nl/betaald-ouderschapsverlof/voorwaarden-betaald-ouderschapsverlof
3. Dutch government: parental leave and income
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/documenten/vraag-en-antwoord/zwangerschap-en-geboorte/welke-gevolgen-heeft-ouderschapsverlof-voor-mijn-inkomen
4. Ondernemersplein: employee leave schemes
Publisher: Ondernemersplein · Overheid.nl
https://ondernemersplein.overheid.nl/wetten-en-regels/verlofregelingen-voor-werknemers/
The source publications are in Dutch. All language editions cover Dutch law.