Holiday and Sick Leave Regulations in the Netherlands for Expats

Holiday Leave Entitlement (Vakantiedagen)

In the Netherlands, all employees are legally entitled to a minimum number of holiday days. Your actual entitlement may be higher depending on your contract or a Collective Labour Agreement (CAO).

Statutory Holiday Days:

• The legal minimum is four times the number of hours you work per week. For a full-time employee (40 hours/week), this equates to 160 hours, or 20 working days, per year.
• These are often referred to as 'wettelijke vakantiedagen'.

Above-Statutory Holiday Days:

• Many employers offer additional holiday days, known as 'bovenwettelijke vakantiedagen'. These are often negotiated in your employment contract or a CAO.
• For example, a full-time employee might receive 25 or 27 days per year.

Accrual and Expiration:

• Holiday days are accrued throughout the year.
• Statutory holiday days generally expire six months after the year in which they were accrued (e.g., days from 2025 expire on July 1, 2026).
• Above-statutory days typically have a longer expiration period, often five years.

Sick Leave Regulations (Ziekteverlof)

Dutch law provides robust protection for employees who fall ill, ensuring continued income and support for reintegration into work.

Employer's Obligation to Pay Salary:

• If you become ill, your employer is legally obliged to continue paying at least 70% of your salary for up to 104 weeks (two years).
• In the first year of illness, the payment must be at least the statutory minimum wage.
• Some CAOs or employment contracts may stipulate 100% salary payment for the first year.

Reporting Illness:

• You must report your illness to your employer as soon as possible, following company procedures (e.g., by phone on the first day).
• You do not need to provide a doctor's note for the first few days of illness, but your employer may require one after a certain period.

Reintegration (Re-integratie):

• Both employee and employer have responsibilities for reintegration. The employer must provide suitable work (either adapted or alternative), and the employee must cooperate in their recovery and return to work.
• An occupational health doctor (bedrijfsarts) plays a key role in assessing your capacity to work and advising on reintegration.

Other Leave Options

Beyond standard holidays and sick leave, the Netherlands offers various types of special leave:

• Short-Term Care Leave (Kortdurend zorgverlof): To care for a sick family member (e.g., partner, child, parent). Up to twice your weekly working hours per year, paid at 70% by employer.
• Long-Term Care Leave (Langdurend zorgverlof): For serious illness of a close relative. Unpaid, up to six times your weekly working hours per year.
• Calamity Leave (Calamiteitenverlof): Short, paid leave for urgent, unforeseen personal circumstances (e.g., child suddenly ill, burst water pipe).
• Paternity Leave (Geboorteverlof): Partners are entitled to one week of paid leave after birth, and up to five weeks of additional (partially paid) leave within six months of the birth.