Understanding and managing PTO in the Netherlands is essential to comply with Dutch labor laws and foster a transparent, supportive work environment. Learn how vacation, sick leave, and public holidays are handled, and how to set up fair and compliant PTO policies for your team.
Explore the legal basics of paid leave in the Netherlands.
Employees working full time are entitled to a minimum of four times the number of days they work per week—usually 20 days per year for those with a five-day workweek. Many employers offer additional non-statutory days, commonly extending the total to 25–30 days annually. Vacation days are meant to be used within six months after the end of the accrual year.
Employers must continue paying wages for up to two years of medically certified illness. The legal minimum is 70% of the employee’s salary, although many collective labor agreements (CAOs) increase this to 100% for part or all of the first year. Sick leave must be documented and typically managed through an occupational health provider.
The Netherlands observes generally 8–11 public holidays depending on the year. While employers are not legally required to provide paid leave on these days, most do so through contracts or collective agreements. Common holidays include New Year’s Day, King’s Day, Ascension Day, and Christmas.
Statutory vacation days expire six months after the end of the year in which they were earned, unless the employee could not take them for a valid reason (e.g. long-term illness). Non-statutory leave may have different expiration terms as outlined in the employment contract.
Take note of these recommendations for smooth and compliant PTO management.
Learn more about how we can help you optimize your PTO policies and ensure compliance with German labor laws.
Say goodbye to messy email chains and manual tracking. With a streamlined PTO management system, you can keep all requests and records in one place, making it easy to approve time off and manage employee schedules efficiently.
Every company has unique needs, and your PTO policies should reflect that. Customize your time-off rules to match your team’s structure, ensuring fairness and clarity while maintaining flexibility.
Give your employees the confidence to plan their time off without uncertainty. By providing real-time access to balances and request statuses, you create a more transparent and trusting workplace.
Sync TrackingTime with the tools your team uses every day to fit their work habits. This way, they can keep track of every minute without switching between apps.
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