![\"\"](\"https:\/\/vwg.nl\/wp-content\/uploads\/20190429_Oude-vakantiedagen.jpg\")
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Employers must pay out any unused holiday entitlement to employees who leave the company. What is less well known is that an employee who enters into a new employment contract may take these holiday days with their new employer. The same applies to maternity and parental leave.<\/p>\n
When an employee leaves the company, the employer must issue a statement setting out the number of holiday days the employee is still entitled to at the end of their employment. In addition to any unused holiday days, this statement must also specify any remaining maternity and parental leave.<\/p>\n
The new employer must grant the employee leave on the basis of this statement. The normal rules governing the taking of leave apply in this regard. The new employer is not obliged to comply with any arrangements made with the former employer regarding the taking of leave.<\/p>\n
The new employer is, of course, not obliged to continue paying the salary for these holiday days. After all, these holiday days have already been paid for by the former employer. Whether salary is continued during maternity and parental leave depends on the arrangements made with the new employer. The new employer is not obliged to adhere to the arrangements the employee had with their previous employer.<\/p>\n
Both statutory and non-statutory holiday entitlement can be taken with the new employer. Statutory holiday entitlement amounts to four times the weekly working hours. Non-statutory days are the additional days provided for under the collective labour agreement and\/or the employment contract.<\/p>\n
Any holiday entitlement in excess of the statutory minimum lapses if it is not taken within five years of the end of the calendar year in which it was granted. The employer and employee may agree that such holiday entitlement in excess of the statutory minimum shall lapse immediately.<\/p>\n
Statutory holiday entitlement lapses if it is not taken within 6 months of the end of the calendar year in which it was granted. It is not possible to agree that statutory holiday entitlement should lapse. The employee is not obliged to take these days with their new employer.<\/p>","protected":false},"excerpt":{"rendered":"
Aan werknemers die weggaan, moet de werkgever de nog niet opgenomen vakantiedagen uitbetalen. Minder bekend is dat een werknemer, die een nieuwe arbeidsovereenkomst aangaat, deze vakantiedagen bij de nieuwe werkgever mag opnemen. Hetzelfde geldt voor geboorte- en ouderschapsverlof. Verklaring Bij vertrek van een werknemer moet de werkgever een verklaring uitreiken waar uit blijkt welke vakantiedagen […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-781","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"_links":{"self":[{"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/posts\/781","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/comments?post=781"}],"version-history":[{"count":0,"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/posts\/781\/revisions"}],"wp:attachment":[{"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/media?parent=781"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/categories?post=781"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/vwg.nl\/en\/wp-json\/wp\/v2\/tags?post=781"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}