Supplementary birth leave, introduced in 2019 to give fathers more time after the birth of their child, is used least by fathers with both low and high incomes.
What is supplementary birth leave?
Supplementary birth leave is a scheme that allows working partners to take five weeks of additional leave after the birth of their child, on top of the statutory one week of leave immediately following delivery. These weeks are paid by the UWV (Employee Insurance Agency) based on the daily wage, up to a maximum of 70 percent of salary. The scheme is designed to help parents spend more time together in the first weeks of their child's life and to share care responsibilities more equitably.
Contradictory patterns at opposite ends of the income spectrum
The finding that both low and high earners take the leave less often points to fundamentally different causes. Fathers with low incomes may face financial barriers. Although the UWV provides a benefit, the reduction to 70 percent of wages can be too great a sacrifice for families on tight budgets. Additionally, fathers in lower-paid sectors more often work flexible or insecure contracts, which can raise the threshold for requesting leave.
At the other end of the spectrum, fathers with high incomes appear to use the leave less for different reasons. In positions with heavy responsibility or in cultures where long presence at work is expected, the social or professional pressure not to take leave can be considerable. The leave framework may also have been communicated less clearly at higher pay grades or for self-employed workers.
What does this mean for parents?
For expectant parents, it is important to look into birth leave options in good time. The scheme applies to all working partners, regardless of contract type or sector. Those who are unsure about financial feasibility can check with the UWV or their employer to find out exactly how the benefit is calculated.
It is also advisable to start the conversation about taking leave with the employer early. Legislation provides rights, but in practice, company culture plays a major role. Parents who inform themselves well can make more conscious choices about dividing care responsibilities in the first weeks after birth — a period that can also influence the start of childcare (kinderopvang).
For the childcare sector itself, these figures are relevant because they provide insight into how families organize the first months after birth. When fathers take less leave, this can affect demand for care and the way parents align childcare with working hours.