Short-term and long-term care leave in the Netherlands: who it covers, how it's paid, and how to request it.
Care leave is a statutory right under the Wet arbeid en zorg (WAZO) in the Netherlands. It lets an employee temporarily step away from work to care for someone close to them who is sick or in need of care. There are two types: short-term (paid) and long-term (unpaid).
Zorgverlof only applies if the person needing care actually requires care and the employee is the only one who can provide it. Someone who's hospitalized and receiving professional care generally doesn't qualify.
Who does it cover?
The leave covers care for a broad range of people:
Partner or spouse
Children (including step-, foster-, or adoptive children)
Parents, grandparents, siblings, grandchildren
Housemates (other than a partner or child)
Anyone the employee has a social relationship with, such as a close friend, neighbour, or in-law
Short-term care leave (kortdurend zorgverlof)
For urgent, temporary care situations
When a family member or close relation suddenly falls ill and needs immediate care, the employee can take short-term care leave. It can be taken in individual hours or days.
Entitlement : up to 2x the employee's weekly working hours per 12-month period.
For example, a full-time employee (5 days/week) is entitled to up to 10 days per year.
Pay : the employer pays at least 70% of the employee's salary directly, out of pocket, capped at 70% of the maximum daily wage (the same reference figure used to calculate UWV benefits, though no UWV benefit is involved here). The employee never earns less than the statutory minimum wage during this leave.
To take short-term care leave, the employee just informs their team lead and the person handling payroll as soon as possible.
Long-term care leave (langdurend zorgverlof)
For serious or prolonged care situations
When someone needs care over a longer period, for example a family member with a serious or life-threatening illness, the employee can take long-term care leave. It can be spread out or taken part-time.
Entitlement : up to 6x the employee's weekly working hours per 12-month period.
For example, a full-time employee is entitled to up to 30 days per year.
Pay : there's no statutory obligation to pay during long-term care leave, it's unpaid.
The employee requests long-term leave in writing, at least 2 weeks in advance.
If the person being cared for is life-threateningly ill, the employee does not need to be the only one who can provide care. For all other situations (serious but not life-threatening illness), the "only caregiver" condition still applies.
How care leave is processed
Unlike leaves such as maternity or parental leave, neither type of zorgverlof involves a UWV benefit or application. The employer pays (or doesn't pay, for long-term leave) directly, and everything is handled internally:
The employee's team lead and the person handling payroll are notified (in writing is recommended, though not legally required for short-term care leave).