Holiday rights employees

The holiday period has started again.


What holiday rights do your employees have again? And what about holidays that your employees have built up in 2016? You can read more about this in this article.

If your employee applies for a holiday with you, first of all make sure that you respond within 2 weeks whether this is in order or not. If you do not respond within 2 weeks, the employee is free to assume that you have approved the holiday request.

Statutory and extra-statutory vacation days

 The statutory vacation days are the days on which your employee receives wages. Your employee is entitled to four times the weekly working hours. He must actually be able to take these statutory vacation days.

The agreements about the extra-statutory vacation days are often in the collective labor agreement, the personnel handbook or you make them with your employee during the negotiations on the employment conditions. For example, in the employment conditions you can record that there is only accrual over the last 6 months of illness, so that only a limited build-up of holidays has taken place.

Reject leave request

You can only refuse a leave application for weighty business interests, eg if the daily business process could not be continued. Then make a written objection within 2 weeks of receiving the request. Sometimes the collective agreements contain specific agreements about refusing leave. It is advisable to avoid having to refuse leave, so always make good holiday planning in time.

Holidays that are the shortest valid

Since 2012, statutory vacation days expire half a year after the year of accrual. Unlawful holiday days expire 5 years after the year of accrual.

If your employee takes days off, you mark those days in the order of their validity. At this moment the recording order looks like this:

statutory vacation days

expired per





extra-statutory vacation days

expire per year













Later expiration date  

Sometimes a collective labor agreement or employment contract states that the statutory vacation days later expire. Then a different recording order applies. An early expiry period is not possible. The recording order can also change if an employee was unable to take the holidays due to circumstances, for example due to illness. The limitation period of 5 years applies to these holidays. Furthermore, an employer may pay off-premarital holidays in the interim if this has been agreed in the CAO or employment contract. They also fall away from the recording order.