Types of leave in the Netherlands: understanding paid and unpaid leave

Understanding the different types of leave in the Netherlands is essential for both employers and employees. Paid leave lets employees take time off while still receiving salary, whereas unpaid leave covers time off without pay. The Netherlands offers some of the best conditions in Europe for work-life balance, and knowing how each leave type works keeps your policies compliant with Dutch labour law and your workplace transparent and fair.

Types of leave: paid versus unpaid in the Netherlands

Employees in the Netherlands encounter three main types of leave: statutory leave, special leave, and unpaid leave. Statutory leave covers the leave schemes set out in Dutch law, from vacation days to maternity leave. Special leave depends on your contract or collective labour agreement. Unpaid leave applies when time off is agreed without salary.

Payment levels differ per type, some leave is fully paid by the employer, while some is paid or partially paid through the Employee Insurance Agency (UWV), and some is unpaid. The table below summarises the main types of leave in the Netherlands, and the sections that follow explain each in detail.

Fully paid types of leave in the Netherlands

When employees take fully paid leave, they receive 100% of their salary during the absence. In the Netherlands, this covers:

• Requested vacation days, with a legal minimum of 20 per year for full-time employees
• Public holidays, depending on the collective labour agreement (CAO) or employment contract
• Partner (paternity) leave of one working week, taken within four weeks after the birth
• Emergency leave for urgent situations

Fully paid leave reflects the Netherlands’ strong employee protection system. It gives workers the opportunity to rest, recover, or support their family without financial stress. The Netherlands recognises around 10 public holidays, including King’s Day, Easter, Ascension Day, and Christmas, but employees only have the day off when the CAO or contract grants it.

Emergency leave (calamiteitenverlof) deserves special attention because employers must always grant it. It covers urgent, unforeseen situations: a burst pipe at home, a family death, or collecting a suddenly ill child from school. It lasts from a few hours to a few days, depending on the situation, and the employer continues paying full salary throughout.

Annual leave entitlement and the holiday allowance

The annual leave entitlement in the Netherlands equals four times the weekly working hours. Someone working 40 hours per week therefore receives 160 hours, or 20 days, of paid leave each year. Most employers offer more, often 25 days, to attract and retain talent, and many CAOs require it.

Employees start accruing annual leave from their first working day. They also keep accruing it during other paid absences, such as sick leave. During unpaid leave, accrual generally stops; the main exceptions are long-term care leave and the additional partner leave after birth. Statutory days normally expire six months after the year in which they were accrued, while extra (non-statutory) days last five years, so track both correctly. Any unused leave must be paid out when employment ends.

We often see employees leaving vacation days unused at year-end. Take them. Dutch employees average about three weeks off per year, often all at once, and research in The Journal of Positive Psychology links regular time off to better well-being and focus.

On top of paid time off, employers must pay a holiday allowance (vakantiegeld) of at least 8% of gross annual salary. It is usually paid in May or June to fund summer holidays, although some businesses spread it across the year.

How to request and approve annual leave

Dutch law does not prescribe a fixed request format, so each company should create a clear, transparent process. The employee requests leave, and the employer must respond in writing within two weeks. Without a timely response, the leave is granted as requested. Employers can only refuse on serious business grounds, and they must then enable the employee to take the leave at another time. Accurate record-keeping per leave category is essential, because statutory and extra days expire on different dates. HR systems or payroll experts make this much easier.

Partially paid and UWV-paid types of leave

Several statutory leave types continue income support through the UWV or a percentage of salary rather than full employer pay. For each type, the duration, payment level, and eligibility differ, so always check the current conditions.

Pregnancy and maternity leave

At least 16 weeks in total: four to six weeks before the due date and at least ten weeks after birth. Employees expecting multiples receive at least 20 weeks. The UWV pays the maternity benefit at 100% of the daily wage, up to the statutory maximum.

Additional partner leave

After the fully paid first week, partners can take up to five extra weeks within six months of the birth, compensated by the UWV at 70% of salary.

Parental leave

Each parent can take up to 26 weeks per child under eight. Since the introduction of paid parental leave on 2 August 2022, nine of those weeks are paid at 70% through the UWV if taken in the child’s first year. The remaining weeks are unpaid unless the employer or CAO adds more.

Adoption or foster care leave

Six weeks of leave, with a UWV benefit at 100% of the daily wage, up to the statutory maximum.

Short-term care leave

Up to twice the weekly working hours per year to care for a sick family or household member who needs personal attention, paid at a minimum of 70% of salary. The employer can only refuse for serious business reasons.

Sickness or illness leave

Employees who fall ill receive at least 70% of salary for up to two years (104 weeks). Many employers, including Octagon Professionals for its own and client employees, pay 100% during the first period. For employees with a disability status, the employer may apply for wage compensation under the UWV “no-risk policy”. Read our guide on sick leave for companies in the Netherlands for the reintegration obligations that come with it.

Unpaid leave in the Netherlands

Employees are not automatically entitled to unpaid leave unless the law, the CAO, or the employer provides for it. Unpaid leave lets employees handle personal matters while keeping their employment relationship intact. Common situations include:

• Long-term care leave: up to six times the weekly working hours to care for someone with a life-threatening illness, unpaid and subject to medical proof
• The unpaid portion of parental leave (the weeks beyond the nine paid ones)
• Extended breaks for study or travel, agreed individually with the employer; some arrangements allow partial payment during these periods

Before requesting unpaid leave, discuss the consequences with HR. Unpaid leave can affect pension contributions, allowances, and the accrual of vacation days. Employees may also temporarily hand in company benefits such as a car, phone, or laptop while a colleague covers the role. This is not a penalty; it keeps operations running smoothly. Our overview of employee benefits and compensation packages explains how these elements fit together.

Special or extraordinary types of leave

Certain life events qualify for special leave, which can be fully paid, partially paid, or unpaid depending on the CAO, the employment contract, or company policy. Common examples include:

• Attending your own wedding or a close family member’s wedding
• Bereavement and funerals
• Medical appointments and exams
• Moving house
• Work anniversaries
• Participating in works council or trade union activities

Always check the employment contract, CAO, and employee handbook for the exact conditions. Some employers continue paying salary during these events, while others do not. Employers in the Netherlands often adapt special leave options to support employees during major life events fairly and flexibly.

Dutch law versus company policy on paid leave

Dutch employment law sets the minimum leave entitlements; company policy determines everything above that floor. Many companies enhance the legal minimums to compete for talent. The sickness rule is a clear example: the law requires at least 70% of salary in the first year, while many employers pay 100%.

Companies registered abroad but operating in the Netherlands, or those employing staff through an agency, may follow slightly different rules. Each leave type can also carry its own expiry, accrual, and payment terms. That is why a clear, compliant leave policy and accurate record-keeping matter so much, and why businesses often rely on HR systems or payroll experts to track leave correctly.

Create a compliant and attractive leave policy with expert HR support

The Netherlands offers one of Europe’s most comprehensive frameworks for employee leave, and that depth creates administrative risk for newcomers. Octagon Professionals brings 38+ years of experience in Dutch employment and HR. Our consultants help you design a leave policy, or a complete employee handbook, that is both compliant and attractive. We also offer a full HR audit covering employment contracts, handbooks, and CAO terms.

Octagon exists to empower companies to grow. We reduce the concrete risks of leave management, from miscalculated accruals and expired statutory days to non-compliant sick pay, and we remove the administrative burden with full transparency. You stay in control of salary, benefits, and working arrangements at all times. Send us a message today to build a fair and transparent leave structure, no commitments required.

Frequently asked questions about types of leave

How much annual leave do employees get in the Netherlands?

The statutory annual leave entitlement is four times the weekly working hours, which equals 20 days for a full-time employee. Most employers offer around 25 days. Employees also receive a holiday allowance of at least 8% of gross annual salary, usually paid in May or June.

Is parental leave paid in the Netherlands?

Partly. Parents can take up to 26 weeks of parental leave per child under eight. Nine weeks are paid at 70% through the UWV when taken in the child’s first year. The remaining weeks are unpaid unless the employer or CAO offers more.

Which types of leave are fully paid by the employer?

Vacation days, public holidays granted in the contract or CAO, the first week of partner leave after birth, and emergency leave are fully paid. Special leave, such as for weddings or moving house, depends on the CAO or company policy.

Can employees take unpaid leave in the Netherlands?

Usually only by agreement. Apart from statutory forms such as long-term care leave and the unpaid part of parental leave, employees need their employer’s consent. Unpaid leave can affect pension contributions, leave accrual, and access to company benefits, so discuss the impact with HR first.

How long is maternity leave in the Netherlands?

At least 16 weeks: four to six weeks of pregnancy leave before the due date and a minimum of ten weeks after the birth. Employees expecting twins or multiples receive at least 20 weeks. The UWV pays the benefit at 100% of the daily wage, up to the statutory maximum.