In the Netherlands, various types of leave are available to support employees through different life events and personal needs. Here's an overview of the types of paid and unpaid leave, including eligibility and compensation details.
Leave types in the platform
These are the exact names you will see when booking time off. Use this to work out which one to select; the sections below explain the entitlements in detail.
Name in the platform | Entitlement |
Vacation | 20 working days — your annual leave |
Sick Leave | No fixed annual balance |
Maternity Leave | 112 calendar days (16 weeks) |
Childbirth Leave | 5 working days — standard birth leave (geboorteverlof) |
Paternity Leave | 5 working days |
Parental Leave | 26 weeks |
Adoption Leave | 30 working days (6 weeks) — also used for foster leave |
Family Responsibility Leave | 10 working days — short-term care leave |
Unpaid Leave | 30 working days — includes long-term care leave |
Other Leave | For anything not covered above |
Childbirth Leave and Paternity Leave both show 5 working days.
Dutch law provides standard birth leave (geboorteverlof) of one week, plus additional birth leave (aanvullend geboorteverlof) of up to five weeks. If you are unsure which policy to select for your situation, check with your Remote People HR contact before submitting — it affects how the leave is paid.
Paid Leave
Maternity/Pregnancy Leave
Duration: A minimum of 16 weeks. Employees may choose to start maternity leave between 4 and 6 weeks before the expected due date. The remaining leave is taken after childbirth, resulting in 10 to 12 weeks of leave after birth, depending on when the leave began. If the baby is born later than the expected due date, the additional days before birth do not reduce the postnatal leave entitlement.
Compensation: Paid by social security. If eligible, the Employee Insurance Agency (UWV) reimburses maternity leave benefits based on the employee's daily wage, up to the maximum daily wage set annually by UWV. For 2026, the maximum daily wage is EUR 309.91. Please refer to the latest UWV guidance for the current maximum amount.
Paternity Leave (for the second parent)
Duration: 1 week within the first 4 weeks after childbirth. You must inform Remote People in writing, in advance or as soon as possible after the birth.
Compensation: Paid by your employer at 100% of the employee's regular salary rate.
Short-Term Care Leave — requested as Family Responsibility Leave
Duration: 10 working days, intended for short-term care needs of a sick family member.
Compensation: Paid by your employer at 70% of the employee's salary during this leave period.
Only applicable if you are the only person who can provide the care.
Care provided by a doctor or hospital is not covered.
Unpaid Leave
Extended Birth Leave
Duration: 5 weeks within 6 months after childbirth. It must be requested at least 4 weeks before the start date.
Leave can be taken all at once or spread out (e.g., part-time days over several months).
Compensation: Paid by social security. The Employment Insurance Agency can pay up to 70% of the employee's salary during this leave, including 8% vacation pay. This is calculated based on your SV wage over the past year, divided by 261 working days.
Note: Employers are not obligated to top up the difference unless specified in a collective labour agreement (CAO).
Requirements: a written request to Remote People including the child's date of birth, the number of weeks you wish to take (1 to 5), the start date of the leave, and confirmation that you've taken the standard birth leave.
Parental Leave
Duration: Up to 26 times the number of hours worked per week, to be taken within 8 years after childbirth.
Compensation:
9 of the 26 weeks are paid by social security if taken within the first year after birth, at 70% of your daily wage (same calculation as extended birth leave).
Remaining weeks are unpaid.
Vacation days and vacation pay accrue during paid parental leave.
Requirements: a written request at least 2 months before the leave starts. Applies to biological, adopted, acknowledged, foster, step, or prospective adoptive children living with you.
Adoption/Foster Leave — requested as Adoption Leave
Duration: 6 weeks (30 working days).
Compensation: Generally unpaid by your employer unless specified otherwise in company policies or collective labor agreements.
Long-Term Care Leave — requested as Unpaid Leave
Duration: Time off for employees who need to care for a seriously ill family member.
Compensation: Unpaid. Details can vary and should be checked based on specific employment agreements and policies.
Key Points to Remember
Eligibility and Application: For most types of leave, employees need to meet certain eligibility criteria and follow specific application procedures. It's important to consult with the Employee Insurance Agency (UWV) or your HR department for detailed guidance.
Employment Agreements: Company-specific policies may offer additional benefits or compensation beyond the statutory minimums. Always review your employment contract or company handbook for detailed information.
Leaves must be taken in order: first birth leave, then extended birth leave, followed by parental leave.
Always check your collective labour agreement (CAO) or employment contract for additional entitlements or employer-specific arrangements.
For more details, visit the Dutch government's official page on leave types and the UWV website for the latest benefit amounts and eligibility requirements.