The Netherlands, recognized for its strong economy and open labor market, continues to attract global companies in technology, logistics, finance, and creative industries. However, hiring in the Netherlands requires careful navigation of its employment regulations, which prioritize employee protections and work-life balance.
The leave policy in the Netherlands is one of the most comprehensive in Europe, covering paid holidays, family leave, sick leave, and public holidays. The Dutch Civil Code (Burgerlijk Wetboek) and collective labor agreements (CAOs) govern these regulations.
This guide gives global employers and HR managers an overview of the Dutch leave entitlements for 2025 and explains how Asanify supports compliance with smart solutions like Payroll processing and Global Contractor Management.
Table of Contents
- Adoption Leave in the Netherlands
- Earned Leave (Annual Paid Leave) in the Netherlands
- Maternity Leave in the Netherlands
- Parental Leave in the Netherlands
- Paternity Leave in the Netherlands
- Public Holidays in the Netherlands
- Sick Leave Policy in the Netherlands
- Casual Leave in the Netherlands
- Unpaid Leave in the Netherlands
- Other Special Leave Types in the Netherlands
- Digital Leave Management in the Netherlands with Asanify AI
- FAQs on Leave Policy in the Netherlands
Adoption Leave in the Netherlands
Adoptive or foster parents in the Netherlands take adoption leave to bond with their child and adjust to new family responsibilities. The Work and Care Act (Wet arbeid en zorg, WAZO) regulates this leave.
- Duration: Each adoptive or foster parent takes six weeks of leave, either consecutively or in parts within 26 weeks of the child joining the household.
- Payment: The Employee Insurance Agency (UWV) pays adoption leave in full, based on the employee’s average salary (up to the maximum daily wage).
- Special cases: Both parents claim adoption leave separately, which guarantees equal rights and caregiving flexibility.
- Multiple adoptions: Parents take adoption leave for each child when adopting more than one at the same time, though the statutory duration remains six weeks per parent.
- Multiple adoptions: When adopting more than one child at the same time, parents can still take adoption leave for each child, though the statutory duration remains six weeks per parent.
Employers must grant this leave once employees provide adoption documentation and notify them in advance. Employers then coordinate with the UWV to ensure salary reimbursements and accurate payroll processing.
Earned Leave (Annual Paid Leave) in the Netherlands
The Netherlands provides strong protections for vacation rights.
- Employees are entitled to at least 20 paid vacation days per year (based on a full-time, 5-day workweek).
- Most collective agreements (CAOs) extend this to 25–30 days annually.
- Unused statutory leave can be carried forward but must be used within 6 months of the following year.
- Employers must calculate holiday pay at the employee’s normal salary, plus an 8% holiday allowance (vakantiegeld).
Correct Payroll processing is crucial here, as mistakes in calculating holiday allowance are a common compliance issue for foreign employers.
Maternity Leave in the Netherlands
Maternity leave (zwangerschapsverlof en bevallingsverlof) in the Netherlands is highly protective.
| Feature | Details |
| Total duration | At least 16 weeks |
| Prenatal leave | 4–6 weeks before due date |
| Postnatal leave | At least 10 weeks after childbirth |
| Payment | 100% of salary, paid by UWV (subject to maximum wage cap) |
| Extensions | Longer postnatal leave if birth occurs later than expected |
Employees must apply for maternity benefits via their employer, who coordinates with the UWV.
Parental Leave in the Netherlands
Parental leave (ouderschapsverlof) allows parents to reduce working hours to care for their child.
| Type of Parental Leave | Duration | Payment |
| Statutory entitlement | Up to 26 times the number of weekly working hours (usually 6 months full-time equivalent) until the child is 8 years old | First 9 weeks at 70% of salary (paid via UWV) |
| Flexible arrangements | Parents can spread leave part-time over months or years | Balance beyond 9 weeks unpaid |
This structure ensures flexibility for both employers and employees.
Paternity Leave in the Netherlands
The Netherlands provides generous entitlements for fathers and partners.
| Feature | Details |
| Partner leave | 1 week (5 working days), fully paid by the employer |
| Extended partner leave | Up to 5 additional weeks within 6 months of birth |
This supports shared responsibility in early childcare.
Public Holidays in the Netherlands
Public holidays in the Netherlands are not mandated as statutory paid leave by law but are generally covered under employment contracts or collective agreements.
| Holiday | Date |
| New Year’s Day | 1 January |
| Good Friday (varies by CAO) | Movable |
| Easter Monday | Movable |
| King’s Day | 27 April |
| Liberation Day | 5 May (every 5 years as national holiday, next in 2025) |
| Ascension Day | Movable |
| Whit Monday | Movable |
| Christmas Day | 25 December |
| Boxing Day | 26 December |
Employers should review CAO agreements to determine exact obligations for paid public holidays.
Sick Leave Policy in the Netherlands
The Netherlands has one of the most protective sick leave systems in Europe.
| Category | Entitlement |
| Employer obligation | Employers must pay at least 70% of salary during sickness, up to 2 years |
| Collective agreements | Many CAOs require employers to pay 100% in the first year |
| Documentation | A medical certificate may be required; occupational health services (Arbodienst) monitor recovery |
Employers carry significant responsibility, making Employer of Record Services Netherlands and Asanify’s global solutions useful for companies managing cross-border compliance consistently across EU markets.
Casual Leave in the Netherlands
The Netherlands does not specifically define “casual leave.” However, employees may use short-term leave provisions under Dutch law:
- Short-term care leave: Up to 2 times the weekly working hours per year, paid at 70%.
- Emergency leave: Immediate, short-term leave for emergencies, fully paid by the employer.
Unpaid Leave in the Netherlands
Employees can request unpaid leave under certain circumstances, often negotiated in agreements. Examples include:
- Extended parental leave beyond paid entitlement.
- Sabbaticals or career breaks.
- Long-term caregiving leave under the Work and Care Act (WAZO).
Employers may approve unpaid leave at their discretion unless statutory caregiving rules apply.
Other Special Leave Types in the Netherlands
Additional statutory leave rights include:
- Long-term care leave: Up to 6 times weekly working hours per year, unpaid, to care for seriously ill relatives.
- Bereavement leave: Determined by contract or CAO.
- Educational leave: May be provided under specific CAOs.
- Political/civic duty leave: Time off for elections, jury duty, or serving on public councils.
Digital Leave Management in the Netherlands with Asanify AI
Managing leave in the Netherlands can be complex due to CAO variations, UWV reimbursements, and payroll rules. Errors in tracking sick leave or holiday pay can cause compliance risks. With EOR in Netherlands and other EU markets, Asanify demonstrates how global employers can streamline compliance consistently.
Here’s how Asanify AI simplifies leave management in the Netherlands:
- Real-time tracking of leave balances across categories.
- Slack and mobile-based leave approval workflows.
- Integrated Payroll processing to handle holiday allowances, sick pay obligations, and UWV reimbursements.
- Audit-ready reporting compliant with Dutch law and CAOs.
- Seamless Global Contractor Management to align employees and contractors across different EU regions.
For global startups and enterprises expanding into the Netherlands, Asanify combines compliance and employee satisfaction—without manual effort.
FAQs
Employees receive a minimum of 20 vacation days per year, with most CAOs granting 25–30.
Maternity leave lasts at least 16 weeks, with salary paid by UWV.
Fathers or partners receive 1 week fully paid and up to 5 additional weeks at 70% pay.
Not by law, but most contracts or CAOs guarantee paid leave on national holidays.
Employers pay at least 70% of salary for up to 2 years, with many CAOs requiring 100% in the first year.
Yes, but statutory leave must be used within 6 months of the following year. Additional CAO leave may have longer carry-over rules.
Yes, adoptive and foster parents receive 6 weeks of adoption leave, paid through UWV.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
