Holidays & Leave
Holiday regulations & How to request holiday
Holiday regulations by law
Per country we have different regulations about holiday and the amount as well as taking holiday. Per country this is arranged differently and the HR advisors and manager will approach this according to the countries regulations.
For the Netherlands this is as follows, based on full time employment (40 hours a week):
Everyone has 20 days statutory days based on full time employment. On top of that an employer can give extra days, which are the non statutory days. Tiqets has 5 days extra for their employees. This is common in the Netherlands, but not obligated.
The statutory days will expire the next year June 30th. Employees can take these days in 1,5 year. After this date all days statutory days will expire by law.
The non statutory days expire after 5 years.
The holidays are granted every January 1st of every year based on the hours of employment.
Stimulate employees to take holiday
Saving up holidays is not desirable, not only from a financial point of view for an employer, but also because the employer is responsible to help employees to relax and to distance themselves from their work in order to avoid overloading and stress.
Therefore both employer and manager need to stimulate employees to take leave. Our advice is to take a maximum of 40 hours - based on a fulltime employment - towards the next year. These are the non statutory days given above the law which will expire after 5 years.
Responsibility of the employer and the employee
Ensuring that the employees can take sufficient leave is the responsibility of the employer. The employer will also have to protect the employees from themselves. We also call it part of “prevention measures to prevent absenteeism in the long term”.
On one hand, you may assume that the employee is responsible for taking their own leave. On the other hand, it is important that the employer or manager keep “feeling” with the workplace. As a manager and employer we need to ensure that the team are looked after, and make sure we recognize early signs of possible overload and high work pressure among them. In this case we need to start with conversations and give direction in order to monitor leave requests and motivate people to take holidays appropriately.
When it is noticeable that an employee is over worked or over stressed, it is highly desirable to take leave and slow down. Naturally, work must be completed on time and work must be prevented from being delayed, but the choice between taking days off or the risk of sick employees being absent is clear. Our priority is to ensure our team is happy and healthy.
Employees who don't take enough leave every year will have a meeting with their manager and HR to create a plan on how they will take their take leave. This plan could perhaps be monthly in order to avoid someone being forced to take a large amount of leave suddenly. Otherwise we could end up in a situation in which the hours given by law will expire and taken off your balance, without any excuses, because this is arranged by law.
Requesting holidays in Hibob
We request leave in HiBob - When you log in, you'll see the 'time off' button on the top left of your home page.
Click on 'Request time off'
Put in the dates you want to take off (for part-time employees the system will automatically take into account your )
After submission, your request will go to your manager for approval and will appear in the calendar.
Requesting special leave in Hibob
As special leave requires an extra check and action from HR, the process of requesting anything other than holiday, needs to be done via following process:
Discuss the special leave situation with your manager
Send an email requesting special leave to hrm@tiqets.com
After approval, your request will be submitted in HiBob by your HR Coordinator
Check your date under special leave
NL Special Leave
On some occasions, you can request Special Leave. This leave with continued payment of salary will be granted in a number of cases:
One day for:
A marriage of one of your parents, children, or siblings;
Death or attending the funeral of your grandparents, siblings, grandchildren, brothers-in-law, sisters-in-law, sons-in-law, and daughters-in-law
Moving house (once per 3 years)
Please make sure to send an email to hrm@tiqets.com to inform HR about your move or to request a moving day. After that, you can administer your new address in Hibob. As soon as you have updated Hibob, the HR team will receive an update request and take care of this change in all systems.
Two consecutive working days for:
Your registered partnership/marriage
Death of your parents-in-law
When taking leave for a registered partnership or marriage, please be aware that this leave can only be taken once independent of whether it's a marriage or registered partnership with the same partner.
Four consecutive working days for:
Death of your spouse, parents, or children
As we understand these situations can be extremely difficult, always feel free to openly discuss with your manager if you would need more days.
If this death occurs during the employee's holidays, then Tiqets will suspend the holidays on request by the employee, and grant short-term or special leave. The employee will be able to take up the remaining holidays at a later time.
Emergency leave:
You can take emergency leave when you suddenly and unexpectedly need to take time off, for example when the water mains in your house burst or your child becomes ill. The period should be reasonable, so the length depends on why it is needed. In some cases, a few hours will be enough; in other cases you might need a few days.
Visits to the general practitioner or a medical specialist shall in principle occur outside working hours. If this is not possible, then time calculated on the basis of fairness will be granted to visit the general practitioner or medical specialist within working hours as exceptional leave with continued payment of salary.
NL Child Related Leave
Pregnancy and maternity leave
Expecting a baby? Congratulations! That’s great news. Please contact your manager and HR Advisor to discuss your pregnancy and maternity leave further. In The Netherlands, you are entitled to at least 16 weeks of pregnancy and maternity leave. The period of leave depends on the due date and on the date the baby is actually born. You can go on pregnancy leave as of 6 weeks before the due date but it should not start later than 4 weeks before the baby is due. After giving birth you are always entitled to at least 10 weeks of maternity leave, even if the baby is born later than it was due. A few examples:
You stopped working 6 weeks before the baby was due. The baby is born 1 week early. You will then have 5 weeks of pregnancy leave and 11 weeks of maternity leave, which makes a total of 16 weeks of leave.
You stopped working 6 weeks before the baby was due. The baby was born 2 weeks after it was due. You are then entitled to 8 weeks of leave before giving birth and 10 weeks thereafter, making it a total of 18 weeks of leave.
You stopped working 4 weeks before the baby was due. The baby was born 2 weeks after it was due. You are then entitled to 6 weeks of leave before giving birth and 12 weeks thereafter, which makes a total of 18 weeks of leave.
Breastfeeding
Tiqets follows the legal regulations when it comes to pumping and breastfeeding during working hours after your maternity leave. If you want to pump or breastfeed during working hours after your maternity leave, you can discuss this with the People & Culture team. Tiqets provides a special lockable room on the 11th floor for this purpose.
(Additional) Birth leave
After your partner has given birth, you are entitled to 1 week of fully paid birth leave. If you work part-time you are entitled to 1 week leave based on your actual contract hours. Per the 1st of July 2020, partners are also entitled to additional birth leave for the duration of 5 weeks and for the number of hours they work per week. The additional birth leave needs to be used within the first half year after the birth of your child. Over these 5 weeks, you are entitled to receive a benefit of a maximum of 70% of the daily wages, paid by UWV. If your partner is expecting a baby please contact your manager and HR advisor to discuss your leave further. You will need to request the leave at least 4 weeks before you’d like to start with it.
For more information about (additional) birth leave contact the HR team or check out the information on the Rijksoverheid website.
Paid Parental leave
Since August 2022, the total of 26 weeks of parental leave that parents can use has been divided into paid parental leave and unpaid parental leave. Parents are now entitled to 9 weeks of paid parental leave. Whereas the amount of hours within these 9 weeks is based on the actual amount of hours you work per week. The leave can be taken in one continuous period or flexibly. For example, a few days a week spread over several weeks. However, the total 9 weeks will need to be used within one year after the birth of your child. Any remaining hours after one year will be transferred to your remaining balance of unpaid leave.
Tiqets will apply for a UWV benefit of 70% of your maximum daily wage for the period that you are making use of the paid parental leave.
Please be aware that when taking this leave you are entitled to the full accrual of your holiday hours.
Unpaid parental leave
Once you have finished using all the paid parental leave within the first year you have 17 weeks of unpaid parental leave remaining. Also with unpaid parental leave, you are entitled to 17 times the actual hours you work per week and you can take this leave flexibly. For example, one day a week spread over several months. Every parent can make use of unpaid parental leave until their child becomes eight years old. Please take into account though that you will not receive any salary for this type of leave.
If you have multiple children, you are entitled to take both paid and unpaid parental leave for each child separately. You are also entitled to parental leave for your adopted children, foster children, or stepchildren, provided the child is living with you.
Please see the website of the UWV for more information on parental leave or contact your direct HR Business Partner.
We would like to make you aware that when taking this leave you are entitled to the pro-rata accrual of your holiday hours, and your pension will be built up pro-rata as well.
Adoption leave
You are entitled to adoption leave when you adopt a child. Both parents can take adoption leave. When you adopt more than one child at the same time, you can only take adoption leave once. When you become the foster parent for a child, you can also take adoption leave.
If you adopt a child or take in a foster child, you are entitled to a maximum of six weeks' leave. You must take the leave within a total period of 26 weeks, from 4 weeks before the arrival of the child up to and including 22 weeks afterward. Over the adoption leave you will receive an allowance that matches your salary, up to the maximum amount of the daily wage. Tiqets will apply for this at UWV.
You can find more information about adoption leave on the website of UWV.
NL Care Leave
Short-term care leave
Short-term care leave allows employees to care for a short time for family members. The care must be necessary. The necessity not only concerns the need for care but also the fact that the care must be given exclusively by the employee in question and cannot be given in another way. The employee is entitled to leave for necessary care in connection with illness of:
The employee's spouse or registered partner or person with whom the employee cohabits.
A resident child to whom the employee is a parent under the provisions of family law.
A resident child of the employee's spouse, registered partner, or person with whom the employee cohabits.
A foster child living at the same address and being cared for and reared in the employee's household on the basis of a fostering contract.
Parents and siblings.
The leave can last at the most 10 days during each period of 12 consecutive months and 70% of the salary will be paid out. Part-time employees are entitled to this scheme pro rata.
In case of any questions about this leave, please reach out to hrm@tiqets.com
Long-term care leave (unpaid)
You are entitled to long-term care leave when you are employed and you are caring for your partner, child, parent, or siblings who have a life-threatening illness. Life-threatening means that the life of the person concerned is, in the short term, at serious risk. Every year you are entitled to long-term compassionate leave for a period of up to twelve weeks, during which you are allowed to reduce the number of hours you work to at most half of your usual working hours. You will not receive wages for the number of hours that you are taking as long-term compassionate leave.
NL Holidays
When planning your holidays it is important to know that:
The period used to calculate holidays runs from 1 January to 31 December of the year in question.
The amount of holidays applicable for you, can be found in your contract and in HiBob.
An employee who has not been employed for an entire year is entitled to the pro rata amount of holidays over the period worked.
Holidays must (in principle) be taken during the year in which they are accumulated.
NL Employees: Your 25 holidays are divided in legal leave (20) and statutory leave (5). The legal leave days will officially expire 6 months after the year in which you accumulated them ends. So, on the 1st of July of the new year. The statutory leave days will expire 5 years after the year you accumulated them. So, extralegal days that were accumulated in 2018 will expire the 31st of December 2023.
Our offices are closed during public holidays, contractors and office staff will generally be off on these days. Note: Support will be present.