Sick leave during pregnancy in the Netherlands: where to check

This guide covers the Netherlands and gives a starting point, not a decision about your individual rights. The route depends on whether you are an employee, self-employed or already receiving a benefit, and on whether illness is related to pregnancy or childbirth. Check the current rule with your employer, UWV or an adviser before acting on it.

Report sickness and keep medical details private

If you are an employee, report sickness promptly through the procedure in your contract, collective labour agreement or company rules. For ordinary illness, a Dutch employer will usually continue wages and manage the absence process. If illness is caused by pregnancy or childbirth, a Ziektewet benefit may apply instead and the employer normally arranges the application with UWV. Ask which route is being used.

An employer may ask when you expect to return, but may not ask for your diagnosis or the cause of your illness, or record medical details. Medical assessment belongs with the company doctor or occupational health service.

Why the start date matters

The benefit and leave route can change according to when illness begins, whether it is related to pregnancy or childbirth and whether maternity leave has started or ended. Illness during maternity leave does not automatically add leave days. Use UWV's current situation guide or ask UWV to check the dates rather than relying on a general summary.

Leave and pay follow your work status

Pregnancy and maternity leave are separate from sick leave. Employees are generally entitled to at least 16 weeks and apply through their employer at least 3 weeks before the intended start date. People who are self-employed or already receive unemployment, sickness or wage-related WGA benefit use different UWV routes, so do not assume that the employee procedure applies.

Safe work and adjustments

Once an employer knows about a pregnancy, it must explain relevant workplace risks. Dutch guidance sets an order: first remove the risk within the existing job and workplace; if that is not workable, adjust duties, hours or rest; then consider different duties; and only then exemption from work. Additional working-time and rest rules apply during pregnancy and after birth.

If you think you're being treated unfairly

Pregnancy must not be a reason for rejecting an applicant, refusing to renew a temporary contract, withholding training or promotion, or delaying a new contract until after maternity leave. Whether a particular decision is unlawful depends on the facts, so keep dates, messages and copies of decisions rather than assuming that every unfavourable outcome is discrimination.

For official guidance, use Government.nl, UWV, Business.gov.nl or the Netherlands Institute for Human Rights. The Institute can assess cases covered by Dutch equal-treatment law. An anti-discrimination service, union or employment lawyer can help you consider the route that fits a dispute.