Taking time off is something that everyone working in the Netherlands is entitled to. But what is a normal amount of annual holiday leave? How do I call in sick? How long is maternity leave? And who qualifies for parental leave in the Netherlands? The pages in this section answer questions about taking leave and time off from work in the Netherlands.
Paid holidays in the Netherlands
Workers in the Netherlands are entitled to a minimum of 20 days of paid holidays (based on a 40-hour working week). However, there are some rules on how you can take your holidays, and carrying unused holidays over from one year to the next. Find out more in our guide to paid holidays in the Netherlands.
Sick leave
If you are sick and unable to work, you’ll be thankful of the fact that the Netherlands has one of the most generous policies in the world when it comes to sick leave. Workers are entitled to up to two years of sick pay. After that they can claim sickness benefit.
Maternity leave & paternity/partner leave
If you fall pregnant in the Netherlands, then you are entitled to take up to 16 weeks of maternity leave before and after you give birth. There are also schemes for your spouse or partner to take days off work so they can spend time with the new baby.
Parental leave
On top of maternity and paternity/partner leave, new parents in the Netherlands are also entitled to take parental leave. In fact, they can take this at any point in the child’s first eight years of life, so long as they take a portion of their entitlement in the first year. Find out more about parental leave in the Netherlands.
Emergency leave
Employees in the Netherlands are also entitled to take emergency leave, which is intended for unforeseen personal circumstances that mean you need to take time off immediately, for instance an illness or death in the family. Employers are obliged to grant reasonable requests for emergency leave, which can last anywhere between a few days and a few weeks. During this time, you will continue to receive your full salary.
Special leave
You may also be offered special or extraordinary leave by your employer. This type of leave is not enshrined in law, but may be mentioned in your collective labour agreement or employment contract. Special leave is usually granted for major life events or administrative matters that often need to be undertaken during the regular working day, for instance:
Unpaid leave
Finally, you may have the option of taking unpaid leave. Employees do not have a legal entitlement to unpaid leave, but many employers offer it as an option. With unpaid leave you essentially take days off in exchange for a salary sacrifice, like “buying” your days off.