Easily manage employment in Netherlands

All full-time workers are legally entitled to 20 days paid annual leave. In more detail, statutory holidays are based on the number of weekly working hours with the minimum being 4 times the number of weekly work hours. Holiday days carry over to the next year and expire if not taken within six months.

Expecting mothers are entitled to 4-6 weeks of pregnancy leave (before the due date) and at least 10 weeks maternity leave (after childbirth). If the employee takes less than 6 weeks pregnancy leave before the birth, she is entitled to add the remaining amount (up to 2 weeks) to her maternity leave after the birth.If the baby is born later than the due date, the employee's maternity leave begins after the actual birth and the total may therefore be longer than 16 weeks.

As of August 2nd 2022, new legislation on transparency and working conditions mandates that parents will receive payment during the first 9 weeks of parental leave. Parents can take up to 26 weeks leave in total.The amount of the paid parental leave will be 70% of an employee's daily wage during, up to 70% of the maximum Netherlands daily wage.Parents can only use the 9 weeks paid leave in the first year after the child is born. They can use the remaining 17 weeks as they wish, up to the child's 8th birthday. This leave will be unpaid, unless stated differently in an collective bargaining agreement or company policy.

- Adoption or foster leave: upon adoption of a child or have taken in a foster child, employees are entitled to 6 weeks of adoption or foster leave. Applies to both parents.- Emergency and short absence leave: intended for unforeseen personal circumstances for which an employee has to take time off immediately. Examples include making arrangements for the care of a sick family member or in the event of a death in the family.- Short-term care leave: to provide essential care to parents, ill children who still live at home or partners. Only granted on the condition that the employee in question is the only person who can look after the ill person at that time.- Long-term care leave: when a child, partner or parent of the employee is seriously (i.e. life threateningly) ill and requires care, the employee can request long-term care leave.- Unpaid leave: the employee may take unpaid leave in consultation with the employer on a full-time or part-time basis. There is no legal requirements to unpaid leave.- Special or extraordinary leave: not statutory required, but may be part of the employment contract. May include leave for giving official notice of an intendned marriage, marriage of a family member, moving house, funeral of a family member, a service or wedding anniversary, an interview or for consulting a doctor.