Applying for leave: which scheme fits your situation?

Applying for leave: which scheme fits your situation?

Leave is not a single scheme. Annual leave, care leave, emergency leave and parental leave have different purposes and conditions. Payment and the employer’s ability to influence scheduling also differ. Start with the reason you cannot or do not want to work. Then ask which statutory or collective-agreement scheme applies, rather than automatically having annual leave deducted.

Choose the type of leave according to the event and its purpose.

An entitlement to time off does not always mean full pay.

A collective agreement and staff policy may provide additional rights.

Annual leave is for rest and recovery

Your ordinary holiday entitlement exists alongside specific types of leave. Check your balance in hours, the application procedure and any collective closure days. An employer must assess a holiday request under the applicable rules and cannot reject it for every scheduling difficulty. Do not let an unexpected caring situation be recorded as annual leave without checking. If codes on your payslip or leave system are unclear, ask which hours were deducted and on what basis. This keeps the rights you can still use visible.

Emergency leave for an urgent event

Emergency or short absence leave may apply to an urgent, unforeseen private situation, for example to make immediate arrangements. Report as soon as possible why you need to be absent and how long you expect to need. Give enough information for assessment without sharing unnecessary private details. The immediate emergency and a subsequent period of care may fall under different schemes. After arranging the initial response, therefore ask again which type of leave applies; the original emergency does not determine the entire absence indefinitely.

Care leave requires assessment of necessary care

Short-term and long-term care leave each have their own duration, pay rules and conditions. Consider whom you are caring for, why care is needed and whether you reasonably need to provide it. A medical appointment and long-term care are not automatically in the same category. Discuss how leave will be distributed across working days and what information the employer needs. For payment, check any collective-agreement supplement and the statutory minimum. A general “care days” label in an internal system does not replace this substantive assessment.

Birth and parenting involve several separate entitlements

Pregnancy and maternity leave, partner’s birth leave, additional birth leave and parental leave are separate rights. For each scheme, record the hours available, the period within which they must be taken and who applies for benefits. Subject to conditions, parental leave has both a paid and an unpaid part. One type of leave does not automatically make another unnecessary. Before birth or placement, prepare a calendar of application dates and leave periods, so an entitlement with a short use period is not inadvertently lost. Adoption or foster placement also has a separate leave route of up to six weeks for both parents. Request it at least three weeks ahead; the take-up window runs from four weeks before to 22 weeks after the child’s arrival. This is distinct from parental leave.

Special leave often comes from the collective agreement

There is not always a general statutory right to paid leave for marriage, moving house or other personal events. A collective agreement, employment contract or staff policy may nevertheless grant days off. Read the precise definition of the event and relevant relatives, and whether the event must fall on a working day. Ask for the scheme if colleagues receive different answers. An established practice may also warrant investigation, but do not assume that every occasional permission creates an unlimited new right for everyone.

Unpaid leave has consequences beyond your payslip

A sabbatical or other longer absence may require individual agreement. Record the start, end, any return arrangements, contact and resumption of work. Check the consequences for annual leave accrual, pension, social security and insurance. Ask who pays contributions and what happens if illness or restructuring occurs during the absence. Not asking for salary does not mean that all other contractual questions disappear. Compare the financial consequences in advance, especially when the arrangement crosses a year-end or the end of a contract.

A clear request makes assessment easier

State the leave type, reason, hours or days requested and expected duration. Include only necessary information and ask for written confirmation addressing payment and administrative processing. In an emergency, advance application may be impossible; report it as soon as reasonably possible instead. Report any change in circumstances. If refused, clarify whether the employer disputes the entitlement, requested distribution or supporting documents. Those three disputes each call for a different response and supporting explanation.

Example: collecting a sick child and providing care afterwards

Childcare calls because your child is unexpectedly ill and must be collected. The immediate arrangements may fall under a different leave entitlement from care over the following days. Report the immediate problem, arrange necessary care and then discuss the applicable care scheme and conditions. Do not automatically have the whole week booked as annual leave without discussion. This example does not prescribe a fixed number of days for every family: care needs, alternatives, working hours and the applicable collective agreement determine the further assessment and payment.

Describe the event and identify the appropriate leave type.

Check statutory conditions and additional collective-agreement terms.

Record duration, distribution, pay or benefits and administrative processing.

Ask for reasons if refused and check consequences for other rights.

Is a doctor’s appointment always paid leave?

No. Urgency, the possibility of attending outside working hours and collective or contractual terms may make a difference. Ask which specific scheme applies.

Can the employer always deduct annual leave?

Not without following the applicable rules and agreements. Specific statutory leave and annual leave are different entitlements.

Do I receive full pay for all care leave?

No. Short-term and long-term care leave have different pay rules; a collective agreement or contract may provide supplements.

Can I use different types of leave consecutively?

Yes, if you meet each scheme’s conditions. Keep applications, eligible periods and hours separate.

Sources and editorial notes
Sources current as of: October 17, 2026
1. Ondernemersplein: employee leave schemes
Publisher: Ondernemersplein · Overheid.nl
https://ondernemersplein.overheid.nl/wetten-en-regels/verlofregelingen-voor-werknemers/
2. Dutch government: paid parental leave
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/familie-zorg-en-gezondheid/zwangerschap-en-geboorte/vraag-en-antwoord/zwangerschap-en-geboorte/wanneer-heb-ik-recht-op-betaald-ouderschapsverlof
3. Dutch government: collective agreements and individual terms
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/vraag-en-antwoord/arbeidsovereenkomst-en-cao/wat-is-een-cao
The source publications are in Dutch. All language editions cover Dutch law.