Netherlands Leave Laws and Holidays

Employees are entitled to a minimum of 20 days of paid annual leave per year based on a full-time employment.

The notice period for taking annual leave can vary depending on the employer's policy, but generally, employees should provide notice as early as possible.

Annual leave requests must be approved by the employer, which cannot unreasonably withhold consent unless it interferes with business operations.

Additional annual leave days can be negotiated beyond the statutory minimum, depending on the employment contract or collective bargaining agreements.

Annual leave is accrued monthly, based on the number of full months worked.

Unused annual leave can be carried over to the next year, but it's generally advised to use them within the first six months of the following year.

Unused annual leave must be paid out upon termination of employment.

There is generally no end of year payout for unused annual leave unless specified in the employment contract.

The law ensures a minimum annual leave entitlement, but more generous terms can be provided by the employer.

Employees are entitled to take leave amounting to twice their weekly work hours per 12 months to care for a sick child, partner, or parent.

Employees must inform their employer about the need for short-term care leave as soon as reasonably possible, given the circumstances.

Short-term care leave does not typically require prior approval, but employees need to notify their employer and possibly provide evidence of the necessity for care.

Additional quota for short-term care leave is not typically available. However, some employers may offer more generous terms either voluntarily or through collective agreements.

Short-term care leave entitlement is based on an annual fixed quota and does not accrue progressively throughout the year.

Unused short-term care leave does not carry over to the next year; it resets annually.

There is no payout for unused short-term care leave upon termination, as this leave is intended for immediate care needs.

Since there is no financial compensation associated with unused short-term care leave, there is no end of year payout.

Employers may require reasonable evidence of the family member's illness or condition necessitating the employee's presence.

Employees are entitled to bereavement leave, usually 2 to 4 days, depending on their relationship with the deceased (immediate family members generally receive more days).

Employees should inform their employer about the need for bereavement leave as soon as reasonably possible, given the circumstances.

Bereavement leave does not typically require approval, but the employer must be notified promptly to arrange the necessary leave.

Additional days of bereavement leave may be granted at the discretion of the employer, depending on individual circumstances and company policy.

Bereavement leave does not accrue and is provided based on specific instances of family bereavement.

Carry over rules do not apply to bereavement leave as it is intended to be used during the time of mourning.

There is no payout for unused bereavement leave upon termination as it is granted based on specific bereavement situations.

Bereavement leave does not accrue and hence there is no end of year payout.

Bereavement leave is specifically intended to allow employees to grieve and manage affairs related to the death of close family members.

Special leave is granted for various personal circumstances, such as marriage, moving house, or significant family events. The quota varies by employer and specific circumstance.

Employees should provide advance notice when requesting special leave, typically a few weeks, depending on the nature of the event and company policy.

Special leave generally requires approval from the employer, with consideration based on the reason for the leave and its impact on business operations.

Additional quota for special leave may be available depending on the employer's leave policy and the specific circumstances surrounding the leave request.

Special leave does not accrue but is granted based on specific occasions and needs that arise.

Carry over rules do not apply to special leave as it is intended for use in relation to specific events or circumstances.

There is no payout for unused special leave upon termination as it is granted based on specific needs occurring during employment.

Special leave does not accrue and hence there is no end of year payout.

Special leave is intended for specific, non-recurring events that require an employee's presence, such as their own wedding or moving to a new house.

New fathers are entitled to 1 week of paternity leave immediately after the birth of their child, which can be extended by an additional 5 weeks within the first 6 months after birth.

Employers must be informed of the birth as soon as reasonably possible, and notice of the additional 5 weeks should be given at least 4 weeks in advance.

The first week of paternity leave does not require approval, but the additional 5 weeks must be approved by the employer.

Additional paternity leave beyond the statutory entitlement is not typically available.

Paternity leave does not accrue over time but is granted per birth event.

Paternity leave must be used within the specified time after birth and cannot be carried over.

Paternity leave cannot be paid out on termination as it is intended for use around the time of birth.

There is no end of year payout for paternity leave.

The additional 5 weeks of paternity leave can be taken flexibly within the first 6 months after the child's birth, allowing for partial week blocks if agreed with the employer.

Adoption leave allows employees to take between 4 to 6 weeks off work to facilitate the adoption of a child, which can start up to 4 weeks before the expected adoption date.

Employees must notify their employer at least three weeks in advance of their intention to take adoption leave, including the expected start and end dates of the leave.

While adoption leave is a legal entitlement, employees must provide appropriate documentation to confirm the adoption process.

The duration of adoption leave is stipulated by law and not typically extendable beyond the 4 to 6 weeks provided.

Adoption leave does not accrue over time but is available per adoption event.

Adoption leave must be used in conjunction with the adoption process and cannot be carried over into a period unrelated to the event.

Unused adoption leave is not subject to payout upon termination of employment, as it is intended for use specifically during the adoption process.

There is no end of year payout for unused adoption leave as it must be used in relation to the specific adoption event.

Adoption leave is available equally to both parents involved in the adoption, allowing them to take time off simultaneously or stagger their leave to care for the new child.

Pregnant employees are entitled to up to 16 weeks of maternity leave, which can start between 4 to 6 weeks before the expected due date.

Employees must notify their employer at least 3 weeks before they intend to start their maternity leave, along with the expected due date.

Maternity leave is a statutory right and does not require employer approval.

Additional maternity leave beyond the standard 16 weeks is not commonly available unless there are medical complications or in the case of multiple births.

Maternity leave entitlement does not accrue over time but is available per pregnancy.

There is no carry over aspect to maternity leave; it must be used within the timeframe related to the pregnancy and birth.

Maternity leave cannot be paid out on termination as it must be used in relation to a specific pregnancy.

There is no end of year payout for maternity leave.

Employees on maternity leave have protection against dismissal during this period, except in cases of gross misconduct.

Long-term care leave allows an employee to take leave to care for a seriously ill child, partner, or parent, for a period that is deemed necessary and reasonable, subject to a medical certificate.

Employees should notify their employer as soon as possible and provide a medical certificate detailing the need for long-term care of the family member.

Approval for long-term care leave is typically contingent upon submission of a medical certificate proving the family member's serious health condition.

The duration of long-term care leave can be extended based on ongoing medical assessments and the continuing need for care.

Long-term care leave does not accrue and is granted based on the specific care needs at the time.

Carryover rules do not apply to long-term care leave as it is granted based on immediate and ongoing care requirements.

There is no financial payout for unused long-term care leave upon termination, as this type of leave is need-based.

There is no payout for unused long-term care leave at the end of the year, given its specific purpose and usage requirements.

Employers may require periodic medical updates to continue granting long-term care leave, ensuring the leave is used appropriately according to the family member's health condition.

Employees are entitled to take off a 'reasonable' amount of time during working hours to deal with unforeseen personal circumstances that require their immediate attention.

Given the nature of emergencies, employees are required to notify their employer as soon as practically possible, ideally before the leave if feasible, or otherwise at the earliest opportunity.

Emergency leave typically does not require prior approval due to the urgent and unforeseen nature of the circumstances that justify such leave.

Emergency leave is granted as needed, based on the specific situations that arise. There is no standard additional quota; it depends on the circumstances and employer policies.

Emergency leave does not accrue but is granted as necessary when urgent personal situations occur.

There are no carry over rules for emergency leave as it is intended for immediate, unforeseen needs.

There is no payout for unused emergency leave upon termination as it is intended for use during employment in response to urgent situations.

Emergency leave does not accrue and hence there is no end of year payout.

Emergency leave should only be used for legitimate, unforeseen personal circumstances that require immediate attention, such as a family emergency or urgent home repairs.

Parents are entitled to 26 weeks of parental leave per child, which can be used until the child reaches the age of eight. The leave is unpaid unless otherwise provided by the employer or a collective labor agreement.

Employees must notify their employer at least two months before commencing parental leave, detailing the expected start date and leave schedule.

While parental leave is a right, the scheduling of the leave (e.g., part-time or full-time) needs to be agreed upon with the employer, who can only refuse on substantial business grounds.

The quota of 26 weeks per child is fixed by law and additional parental leave is not generally provided.

Parental leave entitlement does not accrue over time but is a fixed amount per child as stipulated by law.

Parental leave must be taken before the child turns eight. It cannot be carried over past this age.

Since parental leave is unpaid, there is no payout for unused parental leave upon termination of employment.

Parental leave does not involve any financial payout, hence there are no end of year payout considerations.

Parents can choose to take parental leave in different patterns, such as a reduced number of hours per week over a prolonged period, subject to employer's agreement.

Sick leave is generally not capped, allowing employees to take time off as needed due to illness, covered up to 2 years.

Employees are required to notify their employer about their sickness as soon as possible, ideally on the first day of absence.

Sick leave does not need approval, but a doctor's note or medical certificate may be required as proof of illness after a certain number of days.

Since sick leave is not strictly quota-based, there are no rules for additional quotas. The focus is on recovery and fitness for work.

Sick leave does not accrue and is based purely on medical necessity.

There is no carry over for sick leave as it does not operate on an accrual basis.

Sick leave is not paid out on termination as it can only be used during employment when actually sick.

There is no end of year payout for sick leave.

Employers have the right to send an employee to a company doctor to verify the illness and the necessity of the sick leave.