The Netherlands offers a comprehensive framework of vacation and leave policies designed to support employee well-being and work-life balance. These regulations are governed by the Dutch Civil Code and various labor laws, ensuring that employees receive adequate time off for rest, personal matters, and family responsibilities. Understanding these policies is crucial for both employers and employees to ensure compliance and foster a positive work environment.
Dutch employment law distinguishes between statutory and contractual leave entitlements. While the law sets minimum standards, employers can offer more generous leave provisions in employment contracts or collective labor agreements (CAOs). These enhanced benefits often include additional vacation days, extended parental leave, or more favorable sick pay arrangements.
Annual Vacation Leave
Employees in the Netherlands are legally entitled to a minimum of four times their weekly working hours as paid annual vacation leave. For a full-time employee working 40 hours per week, this translates to at least 20 days of paid vacation per year. Many companies and collective labor agreements (CAOs) offer more than the statutory minimum, often around 25 to 30 days per year.
- Accrual: Vacation days accrue throughout the year, typically on a monthly basis.
- Carryover: Employees are generally allowed to carry over statutory vacation days for up to six months after the end of the year in which they were accrued. Any vacation days exceeding the statutory minimum may be subject to different carryover rules, as defined in the employment contract or CAO.
- Payment: Employees continue to receive their regular salary during vacation leave.
- Requesting Leave: Employees must submit requests for vacation leave, and employers must approve these requests unless there are compelling business reasons for denial.
Public Holidays
The Netherlands observes several public holidays each year. While employees are not legally entitled to paid time off on these days, many employers provide it as part of their employment conditions, often stipulated in CAOs. The number of paid public holidays can vary.
Here is a list of public holidays typically observed in the Netherlands:
| Holiday | Date |
|---|---|
| Nieuwjaarsdag (New Year's Day) | January 1 |
| Goede Vrijdag (Good Friday) | Varies |
| Pasen (Easter Sunday & Monday) | Varies |
| Koningsdag (King's Day) | April 27 |
| Bevrijdingsdag (Liberation Day) | May 5 (every 5 years) |
| Hemelvaartsdag (Ascension Day) | Varies |
| Pinksteren (Pentecost Sunday & Monday) | Varies |
| Kerstmis (Christmas Day & Boxing Day) | December 25 & 26 |
Sick Leave
Employees who are unable to work due to illness are entitled to sick leave. Employers are generally required to continue paying a portion of the employee's salary during sick leave, typically for a maximum period of two years.
- Reporting Sick: Employees must promptly report their illness to their employer, usually following company procedures.
- Continued Payment: During the first two years of illness, employees are generally entitled to at least 70% of their salary, with a possible cap. The exact percentage and duration can vary based on the employment contract or CAO. In the first year, the payment must be at least equal to the minimum wage.
- Medical Examination: Employers have the right to request a medical examination by a company doctor to verify the employee's illness and assess their ability to work.
- Obligations: Employees have obligations during sick leave, such as cooperating with the company doctor and participating in reintegration efforts to return to work.
Parental Leave
The Netherlands offers various forms of parental leave to support parents in caring for their children. These include maternity leave, partner leave (paternity leave), and parental leave.
Maternity Leave
Pregnant employees are entitled to maternity leave, which typically begins 4 to 6 weeks before the expected due date and extends for at least 10 weeks after the birth. The exact duration depends on when the leave starts before the due date. During maternity leave, employees receive 100% of their salary, usually paid by the Employee Insurance Agency (UWV).
Partner Leave (Paternity Leave)
Partners are entitled to one week of paid partner leave following the birth of their child, during which they receive 100% of their salary. They can also take an additional five weeks of unpaid leave within the first six months after the child's birth. Since August 2022, partners can receive benefits from UWV for these five weeks, amounting to 70% of their salary (up to a maximum daily wage).
Parental Leave
Both parents are entitled to parental leave to care for their children up to a certain age (usually 8 years old). Each parent is entitled to a maximum of 26 times their weekly working hours of parental leave per child. Since August 2022, employees are entitled to receive a benefit from UWV for 9 of these weeks, amounting to 70% of their salary (up to a maximum daily wage), provided they take this leave within the child's first year. The remaining weeks are typically unpaid, unless the employment contract or CAO provides otherwise.
Other Types of Leave
In addition to annual vacation, public holidays, sick leave, and parental leave, employees in the Netherlands may be entitled to other types of leave, depending on their employment contract, CAO, and specific circumstances.
- Bereavement Leave: Employees are typically entitled to a few days of paid leave in the event of the death of a close family member. The exact duration may vary.
- Study Leave: Some employers offer study leave to employees who wish to pursue further education or training. The terms of study leave, including whether it is paid or unpaid, are usually specified in the employment contract or CAO.
- Sabbatical Leave: While not a statutory right, some employers may offer sabbatical leave, allowing employees to take an extended period of unpaid leave for personal or professional development. The conditions for sabbatical leave are typically agreed upon between the employer and employee.
- Care Leave: Employees are entitled to short-term care leave to care for a sick child, partner, or parent. The duration is limited to a certain number of weeks per year, and a portion of the salary is usually paid. There is also long-term care leave for more extended care needs.
- Emergency Leave: Employees are entitled to emergency leave for unforeseen personal circumstances that require immediate attention. This leave is usually short and intended to address urgent situations.
