Social security - NL Host Nation
7. Social security
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) employees under employee benefit schemes or national insurance schemes may be submitted by sending a form to the following email address: DPG@minbuza.nl. The relevant form can be found in Annex F. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax and Customs Administration) and the authority best placed to address the issue will respond to your international organisation directly.
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), 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 when the insurance system 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 under a certain level. Healthcare benefit is paid by the Benefits Office of the Tax and Customs Administration.
Failure to insure oneself is an offence under Dutch law. 27
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 have to insure themselves 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 even if the person is covered by the health insurance system of the 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 is possible if the international organisation’s health insurance system entitles them to treatment, including admission to and treatment in hospitals and long-term care institutions, or compensation for the costs of such care. Exemption applications should be submitted to the Social Insurance Bank (SVB). General information about the Dutch social security system may be obtained from the Ministry of Social Affairs and Employment.
Questions regarding social security may be submitted by sending a form to the following email: DPG@minbuza.nl. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax and Customs Administration) and the authority best placed to address the issue will respond to your international organisation directly
7.5 Social security during and after pregnancy as well as partner benefits
7.5.1. Pregnant employee
In case an employee is subject to the Dutch social security system and if the employee is expecting a baby, she will get 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 get 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 diplomatic mission as an employer has to apply for both pregnancy and maternity benefits for the employee. See also: https://www.uwv.nl/en/employers/pregnancy-and-maternity-benefit
7.5.2 The application for pregnancy and maternity benefit
The employer has to arrange the benefit no later than two weeks before the pregnancy leave. The diplomatic mission has to apply for the benefit (via the UWV Employers Portal (‘Werkgeversportaal’)). The diplomatic mission and the employee must decide to who the UWV pays the benefit. UWV usually pays it to the employer, who then pays the salary to the employee.
Source: UWV and pregnancy
Pregnancy and maternity benefit is equal to 100% of the income at the time the maternity leave started.
Source: Pregnancy and income
7.5.3 Partner benefits
If the employee is subject to the Dutch social security system and their partner gives birth, the employee has a right to one week fully paid partner leave after the birth of the child. The employer must pay the employee’s salary during this leave. Furthermore, partners have the right to maximum 5 weeks unpaid leave in the first 6 months after the birth. Employees who take unpaid birth leave are able to claim benefits from UWV for up to 70% of their salary.
7.5.4 Paid parental leave
Employees with children aged up to 8 are already entitled to 26 weeks of unpaid parental leave. Since 2 August 2022, UWV pays 70% of the salary for a period of maximum nine weeks, if that leave is taken within the first year after the child is born, adopted or taken in as a foster child. Source: Nieuwe regeling betaald ouderschapsverlof | UWV | Particulieren
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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) employees under employee benefit schemes or national insurance schemes may be submitted by sending a form to the following email address: DPG@minbuza.nl. The relevant form can be found in Annex F. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax and Customs Administration) and the authority best placed to address the issue will respond to your international organisation directly.
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), 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 when the insurance system 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 under a certain level. Healthcare benefit is paid by the Benefits Office of the Tax and Customs Administration.
Failure to insure oneself is an offence under Dutch law. 27
- 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 at International social security (only available in Dutch).
- Q & A International organisation
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 have to insure themselves 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 even if the person is covered by the health insurance system of the 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 is possible if the international organisation’s health insurance system entitles them to treatment, including admission to and treatment in hospitals and long-term care institutions, or compensation for the costs of such care. Exemption applications should be submitted to the Social Insurance Bank (SVB). General information about the Dutch social security system may be obtained from the Ministry of Social Affairs and Employment.
Questions regarding social security may be submitted by sending a form to the following email: DPG@minbuza.nl. The Ministry will forward the question to one of the relevant authorities (UWV, SVB or the Tax and Customs Administration) and the authority best placed to address the issue will respond to your international organisation directly
7.5 Social security during and after pregnancy as well as partner benefits
7.5.1. Pregnant employee
In case an employee is subject to the Dutch social security system and if the employee is expecting a baby, she will get 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 get 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 diplomatic mission as an employer has to apply for both pregnancy and maternity benefits for the employee. See also: https://www.uwv.nl/en/employers/pregnancy-and-maternity-benefit
7.5.2 The application for pregnancy and maternity benefit
The employer has to arrange the benefit no later than two weeks before the pregnancy leave. The diplomatic mission has to apply for the benefit (via the UWV Employers Portal (‘Werkgeversportaal’)). The diplomatic mission and the employee must decide to who the UWV pays the benefit. UWV usually pays it to the employer, who then pays the salary to the employee.
Source: UWV and pregnancy
Pregnancy and maternity benefit is equal to 100% of the income at the time the maternity leave started.
Source: Pregnancy and income
7.5.3 Partner benefits
If the employee is subject to the Dutch social security system and their partner gives birth, the employee has a right to one week fully paid partner leave after the birth of the child. The employer must pay the employee’s salary during this leave. Furthermore, partners have the right to maximum 5 weeks unpaid leave in the first 6 months after the birth. Employees who take unpaid birth leave are able to claim benefits from UWV for up to 70% of their salary.
7.5.4 Paid parental leave
Employees with children aged up to 8 are already entitled to 26 weeks of unpaid parental leave. Since 2 August 2022, UWV pays 70% of the salary for a period of maximum nine weeks, if that leave is taken within the first year after the child is born, adopted or taken in as a foster child. Source: Nieuwe regeling betaald ouderschapsverlof | UWV | Particulieren
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