Prenatal Leave in Zoetermeer: Rules and Rights
Prenatal leave allows pregnant employees in Zoetermeer to take time off to rest shortly before giving birth. This component of maternity leave lasts up to 6 weeks and safeguards the health of mother and child. It provides legal protection against dismissal and discrimination, making it ideal for working mothers in our municipality.
What does prenatal leave entail?
Prenatal leave begins 6 weeks before the expected due date, offering time for relaxation in the final stage of pregnancy, midwife appointments, and preparations. The last 4 weeks are mandatory, while the first 2 weeks are optional. Many women in Zoetermeer choose the full 6 weeks due to increasing physical discomfort. The leave ends on the day of birth, followed by postnatal leave.
Legal basis for prenatal leave
The rules are set out in the Work and Care Act (WAZO), articles 4:1 to 4:5. Every pregnant employee in Zoetermeer is entitled to it, regardless of length of service. Dismissal protection applies from week 20 (article 7:17 paragraph 2 Dutch Civil Code). In case of disputes, contact the District Court of Zoetermeer.
The Exceptional Work and Care Act (UAZO) governs the financing: the employer continues paying salary during prenatal leave, with the UWV taking over after birth.
Duration and start date of prenatal leave
Standard duration of 6 weeks, divided into:
- 2 weeks optional leave: voluntary, starting 6 weeks before birth.
- 4 weeks mandatory leave: immediately before birth.
The start date is based on the medically determined expected due date. In case of premature birth, any remaining leave shifts to postnatal leave.
Comparison: Prenatal leave vs. postnatal leave
| Aspect | Prenatal Leave | Postnatal Leave |
|---|---|---|
| Duration | 6 weeks (4 mandatory + 2 optional) | 10 weeks |
| Start | 6 weeks before expected birth | Day after birth |
| Salary continuation | Employer (full salary) | UWV benefit (70% salary, max daily wage) |
| Mandatory? | Last 4 weeks yes | Fully yes |
More info on maternity leave duration or postnatal leave.
Rights and obligations during prenatal leave
Rights:
- Dismissal protection without UWV consent.
- 100% salary continuation by employer.
- Safe workplace (Working Conditions Act article 4:8).
- Option to start earlier with medical indication.
Obligations:
- Written notice 8 weeks in advance to employer, with medical certificate.
- Apply for UWV benefit (after birth).
- Inform employer of any date changes.
Practical examples from Zoetermeer
Example 1: Marie works in Zoetermeer, due date July 1. She notifies on May 3; leave starts May 20. Employer pays through birth.
Example 2: Lisa's baby arrives early on June 25. Remaining optional leave (1 week) extends postnatal leave to 11 weeks.
Example 3: Self-employed workers in Zoetermeer have no statutory leave but can apply for voluntary UWV benefit after 26 weeks of insurance.
Frequently asked questions about prenatal leave in Zoetermeer
Can prenatal leave be postponed?
No, it starts fixed at 6 weeks before the expected date. Any remainder shifts to postnatal leave in case of early birth; earlier start possible with medical certificate.
Employer not continuing salary?
Continuation of 100% salary is mandatory. Report to UWV, union, or the district court at Rechtbank Zoetermeer for enforcement.
Prenatal leave for adoption?
No, only for biological mothers. Adoption parents: adoption leave (see adoption leave).
Applies to part-timers in Zoetermeer?
Yes, pro rata salary, regardless of hours.
Tips for Zoetermeer
Avoid issues:
- Notify timely using the UWV template letter.
- Keep the midwife's certificate.
- Discuss flexible hours with HR to prevent overload.
- For questions: Legal Aid Office Zoetermeer for free advice, or Municipality of Zoetermeer for local support. Check employment law.
- Partners: link to birth leave (5 paid days + 5 weeks optional).
Create a contingency plan with your employer for premature birth or other emergencies.