The Policies of Dutch Employment are unique in that they extend similar rights to part time employees as to full time employees. While many of the country's leave policies are not impressive by EU standards, they are flexible, and many employees make use of them.
All women are eligible for maternity leave, even those self-employed. This leave lasts for six weeks before the birth of the child, and ten weeks afterwards. Pregnant women cannot work for four weeks before the expected birth date or return for six weeks after the actual birth date. Women get paid up to one hundred percent of the maximum payment for sick leave. Nearly one hundred percent of mothers take this leave.
Two days are given to the mother’s partner after the birth of a child, for paternity leave. This leave can be taken within four weeks after the birth. The employer funds 100 percent of earnings. Fifty one percent of men take the statutory leave, with many others taking the leave during holidays. The more leave time that is made available, the more likely fathers are to take advatage of it.
Parental leave is an individual entitlement in the Netherlands. It lasts for twenty-six weeks within the first eight years of the child’s life. Parental leave is funded through taxes. Employees must negotiate with their employers for different lengths or intervals of this leave. All employees who have been employed for a year are eligible. Less than 40 percent of all eligible women took parental leave in 2008, compared to eighteen percent of eligible men. Wealthier parents are more likely while immigrants are less likely to take this leave.
All employees are given a care leave, lasting up to ten days a year, for a sick child, partner or parent.The employee is entitled to seventy percent of his or her usual earnings. With permission from the employer, employees have the right to six weeks leave for caring for a child, parent or partner with a life-threatening illness. Around thirty percent of employees use care leaves at some point in a year.
In addition to these care-related leaves, after a full year of employment, all employees are entitled to adjust their working hours. With the Working Hours Adjustment Act, employees can work longer hours and receive a larger income. Alternatively, parents can choose to devote more hours to their family, while retaining employment and income. Many employers look on this act unfavorably, because it reduces their rights in managing their employees. Many citizens, however, are able to better manage their family and work lives through this act, and tend to see it positively.
Reference:
Groenendijk, Hanne and Saskia Keuzenkamp. 2010. “The Netherlands.” Pp, 239- 250 in International Review of Leave Policies and Related Research 2010. Vol. Employment Relations Research Series 115, edited by P. Moss. United Kingdom: Department for Business Innovation &Skills (Bis).
