Holiday entitlement: expiry, limitation and taking leave. General information.

Start with a yearly breakdown of holiday hours. Separate statutory leave from additional contractual leave: different time limits apply. A total on your payslip does not show which hours need checking or using first.

Your employer should generally agree to your leave request. Serious business interests may justify an objection. Rijksoverheid states this must be made in writing within two weeks. Then discuss when leave can be taken instead.

Unused statutory leave generally expires six months after the calendar year in which it accrued. A longer period may have been agreed. Do not write off hours solely because of a general date.

If statutory leave could not be taken in time, for example because illness prevented it, other rules may apply. Additional leave generally has a five-year limitation period after the accrual year.

You cannot simply exchange statutory leave for money during employment; payment is possible when the contract ends. Different agreements may cover additional leave. Check your collective agreement and current records too.

Request a breakdown and keep your applications and responses. Have discrepancies or possible exceptions assessed. The holiday guide helps you ask focused questions before treating hours as lost.

Read the full explanation and sources on Employment Law in the Netherlands. Have someone assess which rules apply to your situation.