Navigating employee leave entitlements is a crucial aspect of managing a workforce in the Netherlands. Dutch labor law provides a framework for various types of leave, ensuring employees have time off for rest, illness, family responsibilities, and other significant life events. Understanding these regulations is essential for employers to maintain compliance and support their employees effectively.
The statutory leave entitlements in the Netherlands are designed to protect employee well-being and provide security during periods when they are unable to work or require time away from their duties. These entitlements cover everything from standard annual vacation to specific provisions for sickness, parental responsibilities, and other personal circumstances.
Annual Vacation Leave
Employees in the Netherlands are legally entitled to a minimum amount of paid annual leave. This statutory entitlement is calculated based on the number of working days per week. The minimum is four times the number of working days per week. For a full-time employee working five days a week, this translates to a minimum of 20 paid vacation days per year.
Many collective labor agreements (CAOs) or individual employment contracts may offer more generous leave entitlements, often referred to as "extra-statutory" days. Statutory leave days must typically be taken within six months after the year in which they were accrued, although agreements can extend this period. Extra-statutory days usually have a longer validity period, often five years.
Payment during statutory vacation leave must be the employee's regular salary. Additionally, employees are entitled to a holiday allowance (vakantiegeld), which is typically 8% of their gross annual salary and is usually paid out in May or June.
Public Holidays
The Netherlands observes several national public holidays throughout the year. While there is no legal right for employees to have these days off with pay, it is common practice and often stipulated in CAOs or employment contracts. If a public holiday falls on a weekend, it is generally not moved to a weekday.
Here are the standard public holidays observed in the Netherlands in 2025:
| Date | Holiday | Day of the Week |
|---|---|---|
| January 1 | New Year's Day | Wednesday |
| April 18 | Good Friday | Friday |
| April 20 | Easter Sunday | Sunday |
| April 21 | Easter Monday | Monday |
| April 27 | King's Day | Sunday |
| May 5 | Liberation Day | Monday |
| May 29 | Ascension Day | Thursday |
| June 8 | Whit Sunday | Sunday |
| June 9 | Whit Monday | Monday |
| December 25 | Christmas Day | Thursday |
| December 26 | Boxing Day (2nd Kerstdag) | Friday |
Note: Liberation Day (May 5) is a national holiday celebrated every five years as a public holiday; 2025 is one of these years.
Sick Leave
Dutch law provides robust protection for employees during periods of illness. If an employee is unable to work due to sickness, they are generally entitled to continue receiving a significant portion of their salary for up to 104 weeks (two years).
The employer is responsible for paying at least 70% of the employee's last earned salary during this period. For the first 52 weeks of sickness, the payment must be at least the statutory minimum wage. Many CAOs or employment contracts stipulate that the employer must pay 100% of the salary for the first year of sickness.
During the sick leave period, both the employer and employee have obligations under the Gatekeeper Improvement Act (Wet verbetering poortwachter). This includes actively working towards the employee's recovery and reintegration into work, either in their original role or a suitable alternative. Employers must engage an occupational health service or company doctor to guide the reintegration process.
Parental Leave
The Netherlands offers various types of leave related to parenthood, including maternity, paternity (partner), and parental leave.
Maternity Leave (Zwangerschaps- en bevallingsverlof)
Pregnant employees are entitled to a minimum of 16 weeks of paid maternity leave. This leave typically starts between four and six weeks before the expected due date and includes at least 10 weeks after the birth. The employee receives a benefit from the Employee Insurance Agency (UWV), which is usually 100% of their daily wage, up to a maximum daily rate.
Paternity/Partner Leave (Geboorteverlof)
Partners of the mother are entitled to one week of paid leave immediately after the birth of the child. This leave is paid by the employer at 100% of the employee's salary.
Additionally, partners can take up to five weeks of supplementary paternity leave within the first six months after the child's birth. During this supplementary leave, the employee receives a benefit from the UWV equal to 70% of their daily wage, up to a maximum daily rate.
Parental Leave (Ouderschapsverlof)
Both parents are entitled to take unpaid parental leave for a child under the age of eight. Each parent can take leave equivalent to 26 times their weekly working hours. Of this entitlement, 9 weeks can be taken as paid leave (at 70% of the daily wage, paid by UWV) within the child's first year. The remaining 17 weeks are generally unpaid. Parental leave can be taken flexibly, for example, by reducing working hours over a longer period.
Adoption and Foster Care Leave (Adoptie- en pleegzorgverlof)
Employees who adopt a child or take a foster child into their home are entitled to 6 weeks of paid leave. This leave can be taken flexibly within a period of 26 weeks around the arrival of the child. The employee receives a benefit from the UWV, usually 100% of their daily wage, up to a maximum daily rate.
Other Types of Leave
Dutch law and collective agreements recognize various other types of leave for specific circumstances:
- Short-term Care Leave (Kortdurend zorgverlof): Employees can take leave to care for a sick family member (child, partner, parent) for a short period. During this leave, the employer must pay at least 70% of the employee's salary for up to two times the employee's weekly working hours per year.
- Long-term Care Leave (Langdurend zorgverlof): Employees can take unpaid leave to care for a seriously ill family member. This leave can be up to six times the employee's weekly working hours per year.
- Calamity Leave / Short Absence (Calamiteitenverlof / Kort verzuimverlof): This paid leave is for urgent, unexpected personal circumstances, such as a sudden illness of a child, a death in the family, or a necessary doctor's visit that cannot be scheduled outside working hours. The duration is typically for the time needed to deal with the immediate situation.
- Bereavement Leave: While often covered under calamity leave, specific provisions for bereavement leave may be detailed in CAOs or employment contracts, allowing time off for attending funerals and dealing with related matters.
- Study Leave: Some CAOs or employment contracts may grant employees paid or unpaid leave for education or training relevant to their work.
- Sabbatical Leave: There is no statutory right to sabbatical leave, but some employers may offer this as an option, usually as unpaid leave for an extended period.
