The accrual and taking up of regular (holiday) leave has been laid down in the Collective Labour Agreement of Dutch Universities (CAO-NU). In addition, the collective labour agreement contains provisions on public holiday leave and on a few special forms of leave that have their basis in the Work and Care Act. This concerns, for example, maternity leave, adoption leave, parental leave, personal leave and emergency leave.

How the UT implements the leave provisions of the Collective Labour Agreement of Dutch Universities has been determined in the University of Twente Leave Regulations. The UT has a separate regulation for educational leave and study leave.

Holiday leave, emergency leave and leave in case of family events or relocationare all requested digitally through the 'Application for leave' web application. You can find this web application under 'My UT applications'.

Leave in case of family events or relocation is registered as special leave in the web application.

In order to request parental leave you can download a form that your manager will then need to sign. You need to submit this form to the Human Resources department of the faculty or unit.

All other forms of leave are to be submitted as a verbal or written request to your manager.

Adoption and foster care

If you adopt or decide to foster a child, you are entitled to a maximum of four weeks of paid leave. You can take up this leave consecutively. You may also take up the leave spread over a period of twenty-six weeks. This period may start four weeks prior to you taking in the child into your family but you may also take up the leave at a later stage. You can do so up to twenty-two weeks after taking in the child into your home.

You need to request leave for adoption or foster care with your manager no later than three weeks prior to taking in the child. Upon approval, you will need to apply for an adoption or foster care allowance (Work and Care Act; Wet arbeid en zorg) with the Employee Insurance Agency (UWV) together with the UT. As the UT continues to pay your salary during your leave, the UT will be receiving this allowance.

Educational leave

As a member of UT staff, you may be eligible for educational leave. The aim of educational leave is to positively influence your performance within the UT or improve your career prospects. You can use the leave to follow an educational programme or course, to exchange or refresh your knowledge or to gather specialist experience within a specific subject area.

You may only be eligible for educational leave if you have been employed with the UT for at least five years and if you have a permanent employment contract when the leave is to commence. To be eligible for a new period of educational leave, you will again need to have worked at the UT for five additional years.

You can take up to a maximum of three months' consecutive educational leave if you decide to use all of your working hours for the purpose of studying, but it is also possible to take educational leave whilst continuing to work part-time. That way, you can take up leave for a longer period of time. Your request needs to be approved by the faculty or unit.

The UT will continue to pay out your salary during the educational leave. In addition, your faculty or unit may grant an allowance to cover expenses related to the leave, such as education expenses and travel and accommodation expenses.

You need to apply for educational leave with your faculty or unit no later than three months before you wish to start the educational programme. You also need to submit a study plan which you are to prepare in consultation with your manager. This plan should include what exactly you want to do during the educational leave, which expenses will be incurred and how the leave relates to your work at the UT. The plan needs to be approved by your faculty or unit.

For more information refer to the UT Regulation Paid Educational Leave.

Emergency leave

In case of an emergency, you may be eligible for additional leave. An emergency is a sudden event taking place in your private life requiring your immediate attention and thus making it impossible for you to work. Examples include a burst pipe or your partner going into labour. Leave will be granted for as long as is necessary to solve the initial problems. You will receive a maximum of two days' emergency leave per year. Please inform your manager about the emergency as soon as possible and indicate how long you think the situation will last for. You can apply for emergency leave via the 'Application for leave' web application. Please do so once the emergency is over.

Family events

In certain situations, you are entitled to additional leave. If possible, you have to request this leave with the secretary's office of your faculty or unit no later than 24 hours prior to the situation taking place.

Event

Additional leave

Your marriage

5 calendar days

Marriage of first- or second-degree kinship or relations by marriage

1 calendar day if the celebration takes place on a day you normally work

Death of your partner

The day of your partner's death up until the day of the funeral or cremation

Death of first-degree kinship or relations by marriage

A maximum of 4 calendar days

Death of second-degree kinship or relations by marriage

A maximum of 2 calendar days

or a maximum of 4 calendar days if you have to organize the funeral or cremation and/or the inheritance

Marriage of third- or fourth-degree kinship or relations by marriage

The time that is needed to attend the funeral or cremation, with a maximum of 1 calendar day

Death of the person living together with a brother or sister of your partner's

A maximum of 1 calendar day

Your partner giving birth

A maximum of 2 calendar days

Your 25th or 40th wedding anniversary

1 calendar day if the celebration takes place on a day you normally work

25th, 40th, 50th or 60th wedding anniversary of your or your partner's (step)parent's

1 calendar day if the celebration takes place on a day you normally work

A maximum number of leave days is given in case of the death of second-degree kinship or relations by marriage. In practice, it often suffices to take less leave than officially allowed.

Holiday leave

Accrual of leave

The annual accrual of leave for full-time employees amounts to 232 hours per year. If you have part-time employment, you accrue leave on a pro rata basis.

Staff members who were entitled to age-related leave on 31 December 2012 will maintain this right until 1 January 2018. The amount of age-related hours has been capped on the 2012 level. Staff members who entered into employment on or after 1 January 2013 are not entitled to age-related leave.

If you enter into employment during the course of a calendar year, you are entitled to a proportional amount of leave hours. A proportional adjustment will also occur if your number of weekly working hours changes.

Taking leave

If you want to take up leave, you can request this through the 'Application for leave' web application. You can find this web application under ‘My UT applications’.

In general your faculty or unit will grant your application for leave. However, if the interests of the organization necessitate it, the faculty or unit may decide that you cannot take up leave during the indicated timeframe.

You will usually take up your leave hours during the calendar year in which they are accrued. If you think that you will not take up all your hours accrued during a calendar year, consult with your manager on reducing your remaining hours in a timely manner. This can be accomplished, for example, by planning a leave period, entering hours in the Optional model for employment conditions or temporarily reducing your weekly working hours. If you have not made any agreements on this by 1 July of the calendar year, the faculty or unit can determine a holiday leave period for you lasting a maximum of four weeks. You may carry any remaining leave hours that you do not take up by the end of the current calendar year over to the next calendar year. These leave hours will lapse if they have not been taken before the end of the following calendar year.

Illness and leave

If you have been ill for a longer period of time, you will accrue the same amount of leave as a colleague who is not ill. However, leave hours that you accrue or turn in because of the flexible work hours scheme are exempted from this. The accrual or reduction of these hours stops after six months of sickness.

During an illness, you will continue to take up leave if you are capable to do so. This is usually the case. If you have been admitted to a healthcare institution, are confined to your bed or are no longer able to perform daily tasks independently, you will not be required to take up leave.

During an illness, you will still request leave through the 'Application for leave' web application. The number of hours that you take up is equal to the number of hours which you ought to have worked, had you not been ill.

Dismissal and leave

If you still have leave left on the date of dismissal, these hours will be paid. In case of full-time employment, the UT pays a maximum of 120 leave hours upon dismissal. In case of part-time employment the UT pays pro rata the number of weekly working hours on the date of dismissal.

Legal obligations

You can be granted leave to exercise your right to vote and to meet other legal obligations, though only if you are unable to do so in your leisure time.

Meternity

If you are expecting a baby, you are entitled to pregnancy leave in the period leading up to childbirth. After giving birth, you are entitled to maternity leave.

Certificate
To be eligible for pregnancy and maternity leave, you must timely provide your faculty or department with a certificate of pregnancy containing an indication of the delivery date issued by the physician or midwife. Moreover, you need to state when you want the pregnancy leave to start.

Leave period
The starting date of the pregnancy leave is at minimum four and at maximum six weeks before the day of the indicated delivery date. The pregnancy leave lasts up to and including the day of delivery. The maternity leave begins on the day after the delivery. The maternity leave period is at least ten weeks. Together, the pregnancy leave and maternity leave periods are at least sixteen weeks. If the delivery occurs after the indicated delivery date, then the total period will be longer than sixteen weeks.

Extended leave for a multiple birth
If you are pregnant with two or more children, you can go on leave eight to ten weeks before the delivery date. Similar to women giving birth to one child, the maternity leave period is at least ten weeks. Only if the delivery occurs before the indicated delivery date and because of that your pregnancy leave period is less than six weeks, the maternity leave period will be extended in a way that together the pregnancy and maternity leave periods are sixteen weeks.

Hospital stay baby
If the baby stays at the hospital for a longer time during the maternity leave, the leave will be extended with the number of hospitalization days counting from the eighth day of hospitalization up to and including the final day of the original maternity leave. The extension can be no more than ten weeks.

Flexible leave
The last period of the maternity leave can be flexible. This concerns the leave that remains after six weeks after the delivery date. This part of the maternity leave can be taken spread out over a period of no more than 30 weeks. You will do so in deliberation with your manager. The request for flexible maternity leave must be submitted to your faculty or department no later than three weeks after the delivery date.

Death of the mother
If the mother dies during the maternity leave, then her partner can take up the remaining leave. This concerns the leave for the period up to ten weeks after the delivery. The partner will take up this leave with their own employer and is entitled to payment of salary during the leave. The partner is also granted this leave if the mother was not entitled to the maternity leave; e.g. because she was not working or was self-employed.

Parental leave

By virtue of the Work and Care Act (Wet arbeid en zorg), you are entitled to parental leave on the condition that you meet the following requirements:

  • you have been employed with the employer's company for at least one year when leave starts;
  • you take up the leave before the child for whom the leave has been requested turns eight years old;
  • you have not yet taken up parental leave for the child (this includes other employers).

Both parents, in their own right, are entitled to parental leave for the same child, provided they meet the conditions. Entitlement to parental leave also applies for adopted and foster children and stepchildren. In such a case, the prerequisite is that this child lives with you (this should be reflected in the Municipal Personal Records Database) 
and that you have fully taken on the care and upbringing of that child.

Per child, parental leave amounts to a maximum of 26 times the weekly working hours. 
(13 weeks paid and 13 weeks unpaid parental leave).

The law presumes that leave is taken for half of the weekly working hours during a consecutive period of twelve months. If your employer agrees, you may distribute the leave over a shorter or longer period of time. You may also ask your employer to divide the leave over as many as six separate periods. In that case, each period should have a minimum duration of a month.

In principle, the statutory parental leave is unpaid. Moreover, the employer is not required to share in the pension contribution for the hours in which you do not work. In a collective labour agreement, deviant arrangements may be made in this regard. In case of illness during the parental leave, you will not be granted any extra leave hours or days. You do not accrue leave over the hours of parental leave.

COLLECTIVE LABOUR AGREEMENT OF DUTCH UNIVERSITIES (CAO-NU)

The CAO-NU provides for paid parental leave. The maximum number of leave hours to which you are entitled is 13 times your weekly working hours. During this leave, you retain 62.5% of your total salary over the hours of parental leave. Also, the accrual of pension with ABP and the UT's share in the pension contribution remain unchanged.

The university regards staff with full-time employment taking up parental leave as part-timers. This means that we regard a 38-hour working week as the standard and that you cannot make use of the flexible work hours (every week you work two hours too many, which is compensated for on an annual basis by providing you with 96 extra leave hours) during your parental leave. If you were to continue working for 32 hours a week during your parental leave, the parental leave would be six hours per week. In this example, you would therefore accrue leave over 32 hours.

If you give notice within six months after your paid parental leave or if you are dismissed within this period of time due to circumstances brought about by you, you are obliged to return the salary you were given over the leave hours. If so desired, you can take up unpaid parental leave for a maximum period of 13 times the weekly working hours following the period of paid parental leave. You will not receive any salary for the leave hours you take up as unpaid parental leave. The accrual of pension continues in full. However, in the case of unpaid parental leave, the University does not share in the contribution. This means that the pension contribution (both the employer's and the employee's share) will have to be borne by you in full. In so far as this is possible, the salary administration will directly settle the pension contributions to be paid by you with your salary. If this is not possible, for example because you have taken up unpaid leave for all of your weekly working hours, you will be sent an invoice.

In total, you are entitled to parental leave (both paid and unpaid) amounting to a maximum of 26 times your weekly working hours.

For more information on parental leave, please refer to the CAO-NU Chapter 4, Section 3b.

APPLYING FOR PARENTAL LEAVE

Parental leave needs to be applied for with the direct manager no later than two months prior to the start of the leave. Please indicate (for both the paid and unpaid leave, if you would like to take up the latter):

  • the period in which you would like to take up parental leave;
  • the number of hours per week you would like to take up parental leave for;
  • the distribution of this leave over the working week.

As soon as the period in which you would like to take up leave, the amount of leave hours desired and the distribution of this leave over the working week are definite, you can download a form for you and your manager to sign. This form needs to be submitted to the Human Resources department of your faculty or unit.

Personal leave

Your faculty or unit can grant personal leave for situations in which you take up care for a close family member. For more information, see Article 12 of the Leave Regulations.

Public holidays and leave days

As a member of UT staff you do not have to work on New Year’s Day, Good Friday, Easter Monday, King's Day, Liberation Day, Ascension Day, Whit Monday, Christmas Day and Boxing Day. At your request, your faculty or unit may grant you leave on other religious holidays.

The UT closes for public holidays and compulsory leave days and you normally will not be required to work on those days.

It is possible that you may have to work on a public holiday or during a collective closure, for the UT's benefit. In that case you will receive a leave day at a different time to compensate for the hours worked. In addition, you may be entitled to a bonus for working non-standard hours (TOD).

PUBLIC HOLIDAYS

Public holidays include: New Year's Day, Good Friday, Easter Monday, Ascension Day, Whit Monday, Christmas and Boxing Day, King's Day and Liberation Day. These public holidays will not be detracted from your leave hours.

COMPULSORY LEAVE DAYS

Every year the Executive Board determines a maximum of 7 days on which the University will collectively close (bridging days). Usually, these are the Friday after Ascension and the days between Christmas and the turn of the year. During a collective closure you are required to take up leave. The number of hours that you would have normally worked, according to your employment pattern on those days, will be automatically subtracted from your total leave hours. If you are sick during a collective closure, the leave hours involved will lapse.

BRIDGING DAYS 2017 AND 2018:

Collective closure 2017

  • Friday 26 May (Ascension Day is Thursday 25 May)
  • Wednesday 27 December
  • Thursday 28 December
  • Friday 29 December

Collective closure 2018

  • Friday 11 May (Ascension Day is Thursday 10 May)
  • Monday 24 December
  • Thursday 27 December
  • Friday 28 December
  • Monday 31 December

Please note:

With regard to 2018 the Executive Board has decided to designate Monday 24 December 2018 as a bridging day. As a rule the bridging days are the days between Christmas and the turn of the year, amongst others. This is therefore an additional day.

Relocation

If you are moving due to commencement of employment with the University or a transfer to a different work location, you will be granted two days of leave to do so. If your relocation is connected to a transfer to a different work location, you will be granted an additional two days maximum of leave to search for a different home as well.

Sabbatical leave

It is possible to request extended special leave for the benefit of academic purposes (sabbatical leave). The faculty or unit can grant this leave for a duration of twelve months at the most, with full, partial or no pay.

Study leave

If you are taking a course by order of your faculty or unit, you will be granted leave with full pay for attending classes, interim examinations, examinations, etc. unless the leave damages the interests of the faculty or unit. In addition, you can be granted extra study leave in order to prepare for examinations or interim examinations.

Your faculty or unit can also grant you leave with full pay if you are taking a course at your own initiative. In order to receive this, you are required to submit a request with the manager of the faculty or unit where you work.