7.1    General information

As a general principle, everyone who lives or works in the Netherlands must be covered by a national social security system. For information on the applicable social security schemes please consult the headquarters agreement of the international organisation you work for.

Questions regarding the obligations an international organisation has as an employer towards locally recruited Dutch or non-Dutch employees under employee insurance schemes or national insurance schemes may be submitted to: DPG@minbuza.nl. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax Administration) and the authority best placed to address the issue will respond to your organisation directly.

Please consult the following website for information:
https://business.gov.nl/regulation/employee-insurance-schemes-national-insurance/ 

7.2     Family members

Persons taking up employment with international organisations in the Netherlands whose spouses or children are not gainfully employed and are already covered by the Dutch social security system should check whether the headquarters agreement will affect their rights under the Dutch social security system.

For more information on the status within the social security system of staff of an international organisation and their family members forming part of their household, please consult the human resources department of the international organisation you work for. 

7.3     Employment of family members forming part of the household 

If family members forming part of the household take up gainful employment in the Netherlands – which they may only do if this is expressly permitted by the applicable headquarters agreement – they will be compulsorily covered by the Dutch national insurance schemes. Under the Health Insurance Act (Zorgverzekeringswet, ZVW), everyone who is compulsorily insured under the Long-Term Care Act (Wet Langdurige Zorg, WLZ) is required to take out adequate health insurance. These family members are therefore required to insure themselves under the Health Insurance Act, even if the insurance scheme of the international organisation provides coverage. People may be entitled to healthcare benefit (a contribution to the cost of their health insurance) if their individual or joint income is below a certain level. Healthcare benefit is paid by the Benefits Office of the Tax Administration.

Failure to insure oneself is an offence under Dutch law.

•    More information on the status within the social security system of staff of an international organisation and their family members forming part of their household can be found here: International social security (in Dutch only).   
•    Q&As on social security for international organisations 

7.4     Compulsory insurance for family members under the Dutch social security system 

Some headquarters agreements only contain social insurance provisions covering staff members, so that family members residing in the Netherlands (depending on their situation) fall under the Dutch social insurance system. Consequently these family members have to take out basic health insurance (zorgverzekering). 

The Health Insurance Act requires adequate health insurance coverage in the Netherlands. This applies even if someone is covered by the health insurance system of an international organisation. As the different Dutch health insurance schemes are linked, and it is undesirable for these persons to be doubly insured, they can apply for an exemption from compulsory insurance under Dutch legislation. This exemption can be obtained under certain conditions, such as that the international organisation’s health insurance scheme needs to entitle them to treatment, including admission to and treatment in hospitals and long-term care institutions, or compensation for the costs of such care. Applications for exemption should be submitted to the Social Insurance Bank (SVB). General information about the Dutch social security system can be obtained from the Ministry of Social Affairs and Employment. General information on health insurance and long-term care can be obtained from the Ministry of Health, Welfare and Sport.

Questions regarding social security may be submitted to: DPG@minbuza.nl. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax Administration) and the authority best placed to address the issue will respond to your international organisation directly.

7.5    Social security entitlements during and after pregnancy and partner benefits

7.5.1. Pregnant employees

If a pregnant employee is covered by the Dutch social security system she is entitled to pregnancy and maternity leave. Under the Work and Care Act (Wet arbeid en zorg, WAZO), she is entitled to pregnancy and maternity benefit during this leave. She is entitled to pregnancy leave and pregnancy benefit before the baby is born. Maternity leave and maternity benefit will start after the birth. Pregnancy and maternity leave last for a minimum period of 16 weeks in total. In the case of twins or multiple births the total leave will last for a minimum period of 20 weeks. The international organisation as an employer must apply for both pregnancy and maternity benefits for the employee.  

7.5.2 Applying for pregnancy and maternity benefit

The employer must arrange the benefit no later than two weeks before pregnancy leave begins. The international organisation has to apply for the benefit (via the UWV Employers Portal (Werkgeversportaal)). The employer and the employee must decide to whom the UWV will pay the benefit. The UWV usually pays it to the employer, who then pays the employee their salary. 
Source: UWV and pregnancy

Pregnancy and maternity benefit is equal to 100% of the employee’s pay at the time the maternity leave started. 
Source: Pregnancy and income 

7.5.3 Partner benefits and paid parental leave

If an employee is covered by the Dutch social security system and their partner gives birth, the employee is entitled to one week’s partner leave on full pay after the birth of the child. The employer must pay the employee’s salary during this leave. Furthermore, partners are entitled to a maximum of five weeks’ unpaid leave in the first six months after the birth. Employees who take unpaid birth leave can claim benefits from UWV totalling up to 70% of their salary. 

Employees with children under the age of 8 are already entitled to 26 weeks of unpaid parental leave. Since 2 August 2022, UWV has paid 70% of the employee’s salary for a maximum of nine weeks, if that leave is taken within the first year after the child is born, adopted or taken in as a foster child.