Leave Policy in the Netherlands

Dutch leave law is layered. Statutory minimums sit in the Dutch Civil Code Book 7 and the Wet arbeid en zorg (Work and Care Act). Sector-level collective labour agreements (CLAs) often exceed those minimums, and individual contracts can add further entitlements. Employers must track all three levels simultaneously.

Key entitlements under Dutch law:

• Minimum 20 statutory vacation days per year (4 times weekly working hours), with most CLAs setting 25 days.
• 16 weeks of paid maternity leave, funded through UWV at 100% of daily wage, capped at $296 (€256.54) per day.
• Sick pay obligation of at least 70% of wages for up to two years, governed by the Ziektewet.
• 1 week of birth leave at full pay for partners, to be taken within 4 weeks of the child's birth.
• Parental leave of 26 times weekly working hours per parent, with the first 9 weeks paid at up to 70% of daily wage through UWV.

Gloroots manages Dutch leave compliance through its Global Employer of Record service. The platform tracks statutory, CLA, and contractual entitlements in one place, giving HR and Finance teams centralized governance over leave balances, filings, and reporting.

Leave Policy at a Glance

Overview and Legal Basis for Leave in the Netherlands

Dutch leave law rests on two primary statutes. The Dutch Civil Code (Burgerlijk Wetboek, Book 7 Title 10) sets the statutory minimum for annual leave. The Wet arbeid en zorg (WAZO) governs maternity, partner, parental, adoption, and care leave. Sick pay obligations fall under the Ziektewet.

These statutes define floors, not ceilings. Collective Labour Agreements (CAOs) and individual employment contracts frequently improve on every statutory minimum, sometimes significantly. Employers hiring in the Netherlands through an how does EOR work structure must account for both layers.

The following leave categories are covered under Dutch law:

• Annual leave (vakantiedagen)
• Sick leave (ziekteverlof)
• Maternity leave (zwangerschaps- en bevallingsverlof)
• Partner leave (geboorteverlof)
• Parental leave (ouderschapsverlof)
• Adoption and foster leave (adoptieverlof)
• Short-term and long-term care leave (zorgverlof)
• Emergency leave (calamiteitenverlof)

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Annual Leave (Earned / Privilege Leave)

Employees in the Netherlands are entitled to a statutory minimum of 20 days of annual leave per year, based on a standard five-day working week. Part-time employees receive a proportional entitlement calculated as weekly working days multiplied by four. A four-day week yields 16 days; a 20-hour week yields 80 hours of statutory leave.

Zero-hour contract workers accrue leave at four times their average weekly hours per year. Accrual continues at the same rate during both sick leave and maternity leave, so absence does not reduce the entitlement.

If an employee falls ill during a period of statutory annual leave, those days are reclassified as sick days. The holiday entitlement is preserved and can be taken at a later date.

Employers must allow employees to take a consecutive block of leave between April 30 and October 1. This block must be either two consecutive weeks or two separate one-week periods. Employees are required to notify their employer of intended leave dates in advance, and employers may refuse requests only for compelling business reasons.

Many Dutch employers grant 25 days or more under CLA provisions. For a direct comparison with a neighboring EU market, see the leave policy in Germany.

Public Holidays

Dutch law does not require employers to grant paid days off on public holidays. Entitlement depends entirely on the applicable collective labour agreement (CLA) or individual employment contract.

Good Friday is not a statutory public holiday but is widely observed under many CLAs. Liberation Day (Bevrijdingsdag) on May 5 is an official national holiday every five years; outside those years, it is commonly observed but not legally mandated as a paid day off for private sector employees.

Employees may, by written agreement with their employer, substitute a Christian public holiday for an alternative religious holiday of their choosing.

Dates for variable holidays shift each year. Review this table annually to confirm applicable dates and CLA obligations before finalising workforce schedules.

Sick Leave

When an employee cannot work due to illness, the employer must pay at least 70% of the employee's most recent wages for up to two years. Many CLAs set this at 100% in year one and 70% in year two.

The employee must notify the employer on the first day of absence. From that point, the Arbo (Occupational Health and Safety Service) doctor manages incapacity assessment. The employer cannot unilaterally determine whether an employee is fit to work; that determination rests with the Arbo doctor.

The Gatekeeper Improvement Act (Wet verbetering poortwachter) governs the reintegration process. After 42 weeks of continuous illness, the employer must notify the Employee Insurance Agency (UWV). Both employer and employee carry formal reintegration obligations. Employers who fail to meet those obligations face UWV sanctions, which can include an order to extend wage payments beyond two years.

Dismissal protection applies throughout the first two years of sick leave. The employer cannot terminate the employment relationship during this period. On recovery, the employee has the right to return to the same role or an equivalent position. For a comparison with a different statutory framework, see the leave policy in the UK.

Casual Leave

The Netherlands does not have a statutory "casual leave" category separate from annual leave. There is no distinct legal entitlement labeled as such under Dutch labor law.

Short, unplanned absences are handled through existing leave types. Employees typically use annual leave days, emergency leave (calamiteitenverlof), or special leave (bijzonder verlof) for personal matters, brief family events, or minor personal illness that does not qualify as formal sick leave.

Emergency leave covers genuinely urgent, unforeseen situations and is paid. Special leave provisions vary by Collective Labour Agreement (CLA) or individual employment contract. Employers and employees should check the applicable CLA for any defined short-notice or casual leave entitlements.

Maternity Leave

Pregnant employees in the Netherlands are entitled to 16 weeks of paid maternity leave, split between prenatal leave (zwangerschapsverlof) and postnatal leave (bevallingsverlof). Prenatal leave starts 4 to 6 weeks before the due date, and at least 4 weeks must be taken before the expected birth.

Maternity pay is 100% of the employee's daily wage, based on average earnings from the prior year, capped at $336 (€290.67) per day (2025 figure, per UWV). The employer makes payments and can reclaim the amount from UWV.

Several statutory extensions and protections apply:

• Multiple births: total leave increases to 20 weeks, with prenatal leave starting 8 to 10 weeks before the due date.
• Split option: after the mandatory first 6 weeks postpartum, remaining leave may be split and taken within 30 consecutive weeks. Employers can refuse only for substantial business reasons.
• Stillbirth: a stillbirth after the 24th week of pregnancy, before maternity leave has started, triggers 16 weeks of paid maternity leave.
• Newborn hospitalization: if the newborn is hospitalized for more than 7 days during maternity leave, the mother may extend leave by the hospitalization period, up to 10 additional weeks.

Dismissal protection is statutory. An employer cannot dismiss an employee for being pregnant or for taking maternity leave. The employee has the right to return to her former position. Employers must not allow a pregnant employee to work within 28 days before the due date and must not require return to work within 42 days after birth.

For a comparison of maternity and parental leave rules across EU member states, see the leave policy in Poland.

Paternity Leave

Partners in the Netherlands are entitled to one week of birth leave (geboorteverlof) immediately after the child is born. This entitlement is statutory under the Wet arbeid en zorg (WAZO).

Birth leave must be taken within the first four weeks after birth. Employers pay full salary during this period.

Partners may also take up to five additional weeks of extended partner leave (aanvullend geboorteverlof), also statutory under WAZO 2020. This leave must be taken within six months of the birth. Employees must give at least four weeks' advance notice before starting extended partner leave.

Extended partner leave is unpaid by the employer. Employees may claim up to 70% of their daily wage from UWV during this period. An employer can adjust the timing only for serious organisational reasons and must confirm any changes no later than two weeks before the scheduled start date.

Adoption and Surrogacy Leave

Parents who adopt or foster a child in the Netherlands are entitled to up to six weeks of leave under WAZO. This entitlement is separate from maternity leave.

The six-week entitlement applies regardless of how many children are adopted at the same time. Adopting two children simultaneously does not increase the leave allowance.

Surrogate parents receive the same six-week entitlement under WAZO. The rules apply equally to surrogacy arrangements as to standard adoption cases.

Leave must be taken within 26 weeks of the child arriving home. It can be taken in one continuous block or spread across that 26-week window. Employees must give at least three weeks' notice before the leave begins. During adoption leave, employees can apply to UWV for an adoption allowance.

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Bereavement Leave

Dutch law grants paid bereavement leave based on the employee's relationship to the deceased. Entitlements under the Dutch Civil Code are as follows:

• 5 days for a deceased partner or minor child
• 4 days for first-degree relatives, including parents and adult children
• 2 days for second-degree relatives such as siblings and grandparents
• 1 day for third-degree relatives

Employers must pay full salary during bereavement leave. A collective labour agreement (CLA) or individual employment contract may provide more generous entitlements than the statutory minimums.

Other Leave Types

Several leave categories in the Netherlands fall outside the main statutory framework but remain relevant for employers managing Dutch headcount.

Special leave (bijzonder verlof) covers events such as relocation, an employee's own wedding, an immediate family member's wedding, funeral attendance, study, exams, and GP visits. There is no statutory minimum. Entitlements are set by the applicable CLA or employment contract.

Work-related injury leave follows the same rules as standard sick leave: the employer pays at least 70% of wages for up to two years. Employers must report workplace accidents to the SZW inspectorate. The Work and Income According to Labour Capacity Act (WIA) governs this area.

Unpaid leave requires mutual agreement between employer and employee. It can be taken full-time or part-time and may be addressed in a CLA. Dutch law sets no statutory minimum or maximum duration.

Emergency leave (calamiteitenverlof en kort verzuimverlof) has no fixed annual cap. It lasts as long as the emergency requires, from a few hours to several days. Employers may request proof of necessity after the leave has been taken.

Military reservist leave has no specific statutory entitlement in the Netherlands. A growing number of employers offer paid time off to reservists as a matter of company policy.

Carry-Forward and Leave Encashment Rules

Dutch law draws a firm line between statutory and extra-statutory leave when it comes to expiry and payout. Statutory vacation days expire six months into the following calendar year. Extra-statutory days carry a five-year expiry window.

Employers cannot replace statutory minimum leave with a cash payment while the employment contract is active. Employees have no right to request cash in lieu of statutory leave during active employment either.

On separation, unused statutory vacation days must be paid out in cash. This payout obligation applies regardless of the reason for termination.

Accrual continues during sick leave and maternity leave, which affects carry-forward calculations directly. Employers must account for days accrued during these periods when calculating balances at year-end or on termination. Tracking both leave categories accurately is where employer of record software reduces compliance risk.

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Best Practices for Managing Leave Compliantly in the Netherlands

Compliant leave management in the Netherlands requires consistent record-keeping and a clear understanding of which rules are statutory and which are contractual. The four practices below reduce exposure to disputes and regulatory findings.

• Track statutory and extra-statutory leave separately. Applying the correct expiry rule (six months for statutory days, five years for extra-statutory days) prevents inadvertent forfeiture and simplifies year-end reconciliation.
• State all CLA-specific entitlements in writing. Employment contracts and employee handbooks should distinguish statutory minimums from any contractual enhancements, so employees understand exactly what they hold.
• Document every leave request and approval. This includes Arbo doctor notifications for sick leave and advance notice for extended partner and parental leave. Written records protect both parties if a dispute arises.
• Build entitlements above the statutory floor. Many Dutch employers offer 25 or more days of annual leave, 100% sick pay in year one, and enhanced bereavement provisions. Matching market practice supports retention.

Choosing the best employer of record for your Netherlands workforce means confirming that the provider tracks both leave categories, applies correct expiry rules, and maintains auditable records across your headcount.

Managing Leave Policy in the Netherlands with Gloroots

Dutch leave law layers statutory minimums from the Dutch Civil Code, WAZO, and Ziektewet with CLA and contractual enhancements. For international employers, tracking which entitlements apply to each employee is a recurring compliance burden.

Gloroots manages this through its EOR services, which cover leave balance tracking across statutory and extra-statutory categories, UWV reimbursement coordination for maternity and parental leave, Arbo-compliant sick leave documentation workflows, and payroll integration for the 8% holiday allowance (vakantiegeld).

Every entitlement is tracked centrally. Employers get visibility into balances, accruals, and filing deadlines without building local HR infrastructure. Gloroots executes local employment obligations while governance stays with your team.

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Frequently Asked Questions About Leave Policy in the Netherlands

Are public holidays mandatory days off in the Netherlands?

There is no statutory obligation requiring employers to grant all public holidays as paid days off. Most employers do grant them, and many collective labour agreements (CLAs) specify which holidays apply. Employees should check their contract or CLA for confirmed entitlements.

How is annual leave calculated for part-time employees?

Part-time employees accrue leave proportionally to their working hours. The statutory minimum is four times the weekly working hours. An employee working three days per week is entitled to at least 12 days of annual leave per year.

Can employees cash out statutory annual leave?

Employers cannot pay out statutory minimum leave days while the employment contract is active. Payment in lieu is only permitted for extra-statutory (bovenwettelijke) days or upon termination of the contract. This rule is set by the Dutch Civil Code.

What happens to unused leave when employment ends?

Statutory leave days that have not expired must be paid out on termination. Statutory days expire six months after the calendar year in which they were accrued. Extra-statutory days have a five-year expiry period and follow the same payout rule on termination.

Are Dutch employers legally required to give employees paid days off on public holidays?

No Dutch statute requires employers to grant paid days off on public holidays. Entitlement depends entirely on the applicable collective labour agreement (CAO) or individual employment contract. Employers should review their sector's CAO to confirm which holidays are contractually mandated.

How is annual leave calculated for part-time employees in the Netherlands?

Statutory leave equals four times the employee's weekly working days or hours. A four-day-week employee receives 16 days; a 20-hour-week employee receives 80 hours.

Zero-hour contract workers accrue leave at four times their average weekly hours, with the specific figure typically set out in the applicable CLA.

What is the standard workweek in the Netherlands?

The standard workweek in the Netherlands is 36 to 40 hours, depending on the sector and applicable collective labour agreement (CLA). Most full-time employment contracts specify 40 hours per week. Public sector roles commonly operate on a 36-hour week.

Can employees cash out statutory annual leave in the Netherlands?

No. Employees cannot request payment in lieu of statutory annual leave while still employed. The statutory minimum must be taken as actual leave.

Extra-statutory days, known as bovenwettelijke vakantiedagen, may be cashed out if the CLA or employment contract permits this arrangement.

What happens to unused annual leave when an employee leaves the Netherlands employer?

On termination, the employer must pay out all accrued unused statutory vacation days in cash. This obligation is mandatory under the Dutch Civil Code. Extra-statutory days are also typically paid out, subject to the terms of the employment contract or applicable collective labour agreement.

What are an employee's rights if they fall sick during annual leave in the Netherlands?

If an employee reports sick during statutory annual leave, those days are recorded as sick days rather than vacation days. The holiday entitlement is preserved and can be rescheduled. The employee must notify the employer of the illness following the company's sick leave reporting procedure.

How does bereavement leave work in the Netherlands?

Dutch law scales paid bereavement leave by family relationship. Employees receive 5 days for the death of a partner or minor child, 4 days for first-degree relatives, 2 days for second-degree relatives, and 1 day for third-degree relatives. A CLA or employment contract may provide more generous entitlements.