You can grant short-term care leave if you employee needs to take care of: For this leave your employee must be the only person who can look after the ill person at that moment in time. Short-term care leave (in Dutch) can be taken to provide essential care to someone who is ill or otherwise in real need. You may not refuse this, unless your business will face serious problems as a result. They may take this leave spread out over a longer period of time. Your employee must apply to you for the adoption or foster leave at least 3 weeks in advance. They have the right to an adoption allowance or foster care benefit. Adoption leave and foster leaveĮmployees who have adopted a child or have taken in a foster child, are entitled to 6 weeks adoption or foster leave (in Dutch). Unless this is agreed in the collective labour agreement (CAO) or employment contract. During parental leave you are not legally required to pay their salary. Employees are allowed to take this leave as soon as they start working for you. Employees must take the paid leave in the child's first year. The UWV benefit for paid parental leave amounts to 70% of the daily wage. They receive a benefit from the Employee Insurance Agency ( Uitvoeringsinstituut Werknemersverzekeringen, UWV). Parents get paid the first 9 of the 26 weeks parental leave. They can get at most 26 times the number of hours they work per week. Parental leaveĮmployees with children aged up to 8 have the right to parental leave in the Netherlands. The employee can spread the leave over a longer period than 5 weeks. take the extra weeks' leave during the first 6 months after the childbirth.take the standard 1-week partner leave first.Employees who take unpaid leave will be able to claim benefits from the Employment Insurance Agency (UWV in Dutch) for up to 70% of their salary. They can also choose to take less than 5 weeks. Partners have the right to 5 weeks unpaid leave in the first 6 months after the birth. During this period of leave you must continue to pay 100% of the employee's salary. This paid leave can be taken any time in the first 4 weeks after the birth of the child. If the partner of an employee gives birth, the employee has a right to 1 week of parental leave for partners after the birth. Your employee does not have to take any holiday hours and their salary continues to be paid. Your employee is entitled to leave when she has a pregnancy check-up during working hours. Self-employed professionals are also entitled to pregnancy leave, maternity leave and an allowance. Maternity payĮmployers can apply for maternity benefit for their employee to the Employee Insurance Agency ( Uitvoeringsinstituut Werknemersverzekeringen, UWV). If the mother dies in childbirth, her partner is entitled to the maternity leave. Is the baby hospitalised for more than 7 days directly after birth or during the maternity leave (in Dutch)? Your employee may have a right to longer maternity leave. In the case of a multiple birth, your employee has the right to at least 20 weeks leave. The total may therefore be longer than 16 weeks. The employee's maternity leave begins after the actual birth. If the baby is born later than the due date.She can add the remaining amount to her maternity leave after the birth. If your employee takes less than 6 weeks (but no less than 4 weeks) pregnancy leave before the birth.In some cases the maternity leave can be longer than 10 weeks. If, for instance, the baby is born before the pregnancy leave, the total of 16 weeks starts from the day after the birth. In total your employee has a right to at least 16 weeks of leave. Pregnant employees are entitled to (in Dutch) 6 weeks pregnancy leave (before the due date) and at least 10 weeks maternity leave (after childbirth). emergency leave and short absence leave.These statutory leave arrangements are set out in the Work and Care Act (in Dutch): Statutory leave arrangementsĮvery employee is entitled to statutory leave. You can also make individual agreements with your employees. If a CAO has been declared universally binding for your sector, you as an employer should to follow it. The collective labour agreements (CAO) may contain different rules. In the Netherlands, employees can make use of various statutory leave schemes.
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