Leave
Everyone who works is entitled to take certain types of leave. That is regulated by law. For example, leave for holidays, pregnancy leave and maternity leave.
In addition to these statutory types of leave, other types of leave may be arranged in a collective labour agreement or employment agreement. This is special leave, such as leave for a wedding or relocation.
Statutory leave
The following leave arrangements are regulated by law:
The holiday entitlement is regulated in the Holiday Act 1945 BES
The following types of leave are regulated in the Civil Code BES Book 7a:
- Pregnancy and maternity leave
- Emergency leave
- Short-term care leave
Explanation per type of (statutory) leave
|
Type of leave |
For whom |
Duration |
How to take |
Payment |
|---|---|---|---|---|
|
Employee |
At least three times the number of hours that work is performed according to the employment agreement. |
In consultation with the employer. |
This entitlement to leave is linked to the retention of wages. The payment of 100% of the wages is continued. |
|
|
Mother |
six weeks in the event of a single-birth pregnancy. Ten weeks in the event of a twin or multiple-birth pregnancy. |
In the event of a single-birth pregnancy: from six weeks before the day after the calculated date, at least four weeks before the date after the calculated date. In the event of a twin or multiple-birth pregnancy: from ten weeks before the day after the calculated date, at least eight weeks before the date after the calculated date. |
This entitlement to leave is linked to the retention of wages. The payment of 100% of the wages is continued. For employers: The wage loss benefit that the employer receives from the SZW Unit of RCN amounts to at most 100% of the daily wages. |
|
|
Mother |
ten weeks In the event of hospitalisation of the child up to ten weeks extra. |
ten weeks following childbirth. |
This entitlement to leave is linked to the retention of wages. The payment of 100% of the wages is continued. For employers: The wage loss benefit that the employer receives from the SZW Unit of RCN amounts to at most 100% of the daily wages. |
|
|
Employee |
Depending on the situation. |
In the event of a emergency: employees have an explicit duty to report this to their employer. |
This entitlement to leave is linked to the retention of wages. The payment of 100% of the wages is continued. |
|
|
Employee |
A maximum of twice the number of hours worked per week according to the employment agreement, for each period of 12 consecutive months. The 12-month period commences on the first day on which the leave is taken. |
In the event of necessary care for a close family member or social relation in connection with illness: employees have an explicit duty to report this to their employer. |
This entitlement to leave is not linked to the retention of wages. The employer may choose to continue payment of the wages. |
Assistance in case of disagreement
The employee and employer must jointly agree on the leave arrangement. Are you unable to reach an agreement? Then you can call in SZW Labour Affairs.