• Your employee must have an employment contract with your organisation.
• Your employee must have taken 1 week of standard leave after their partner gave birth.
• Your employee must take the additional partner’s leave within 6 months of the child being born.
• Your employee must have a declaration of parentage (‘erkenning kind’) for the child or qualify as the mother’s partner.

To qualify as the mother’s partner, your employee will need to meet 1 of the following criteria:

• They are married to the baby’s mother. 
• They are the mother’s civil partner. 
• They are living with the baby’s mother and they share the household expenses.

Please note: If the mother were to have a stillbirth during or after the 24th week of pregnancy, your employee would still be entitled to additional partner’s leave.

The minimum additional partner’s leave your employee can take is 1 week and the maximum is 5 weeks. They may take it spread out over time, but it is important they take all the leave within 6 months of the child being born.

Your employee will be entitled to 70% of their average daily income (including 8% holiday pay). Keep in mind this will be no more than 70% of the highest average daily income (in Dutch). However, you may also top up their salary.

We will transfer the benefit payments to you and you will pay the benefit to your employee. If you would prefer to have these payments transferred directly to your employee, let us know in your application. 

If your employee finishes working for you and starts working for a new employer, you will have to pay them for the leave they have taken up to, and including, their last day of employment with you.

Once they have finished working for you, your former employee might still be entitled to part of their paid leave with their new employer. The employee arranges this with both of you. You might need to supply a written statement showing how many weeks of additional partner’s leave they are still entitled to.

You will not need to arrange this payment with us as your former employee will have worked this out between you and the new employer.

If your employee has not yet found a new job, they will not be entitled to any more additional partner's leave. We will pay the benefit for the leave your employee has taken up to, and including, the last day they are employed by you.

If your employee is already ill, and they do not return to work within 6 months of the baby’s birth, they will not be eligible for additional partner’s leave.

If your employee becomes ill during their leave, their paid leave continues. You might both decide you want to put the paid leave on hold and then have it continue after this period of illness. This is flexible but must be done within 6 months of the child’s birth. There is no need to notify us of this change.

There are some changes to your employee’s circumstances that must be reported to us such as:

• changes to bank details
• changes to the first date of leave
• changes to the amount of leave taken
• changes involving payment transfers