Netherlands Public Holiday Calendar 2026: Employer Guide & Compliance Insights

For global HR teams and expanding enterprises, managing a distributed workforce in the Benelux region requires more than just a calendar; it requires a clear understanding of local labor laws. The Netherlands is unique in the European Union because it has relatively few statutory holidays. Unlike many other countries, there is no federal law that mandates all employees be off on public holidays.

Instead, the right to a paid day off is largely determined by Collective Labor Agreements (CAOs) or individual employment contracts. This guide provides the complete list of Netherlands public holidays 2026 and the essential compliance insights every employer needs to remain aligned with Dutch regulations.

What is a CAO?

A Collective Labor Agreement (CAO) is a written contract between employers or employer organizations and trade unions that establishes standardized terms of employment, including wages, working hours, and pensions. These agreements, which can be specific to a single company or an entire business sector, must always meet or exceed the minimum standards set by Dutch labor law.

Employers are legally required to comply with a CAO if they have negotiated one directly, belong to an organization that has concluded one, or operate in a sector where the Ministry of Social Affairs and Employment has declared the agreement binding. Even in the absence of a mandatory requirement, some employers choose to incorporate an existing CAO into their individual employment contracts to ensure standardized practices.

Official Public Holidays in the Netherlands (2026)

Official Public Holidays in the Netherlands (2026)

In 2026, the Dutch calendar features several traditional and religious observances. Employers should note that while these are "official" days, the obligation to provide a paid day off depends on the specific industry agreement. For other countries, you can find more EU employment guides here.

King’s Day (Koningsdag)

Celebrated on April 27th, King’s Day (Koningsdag) is the most vibrant and widely recognized of all public holidays in the Netherlands. It marks the birthday of King Willem-Alexander and is famous for its nationwide "orange fever" (oranjegekte), street parties, and flea markets (vrijmarkt). For employers, this is a major national event where many businesses close or operate on reduced schedules, except for sectors such as hospitality, retail, and tourism to allow staff to join the festivities. When planning your Netherlands public holidays 2026 schedule, note that since King's Day falls on a Monday, it creates a popular long weekend for the Dutch workforce.

Liberation Day (Bevrijdingsdag)

Falling on May 5th, Liberation Day (Bevrijdingsdag) commemorates the end of the Nazi occupation during World War II and celebrates the country’s continued freedoms. While it is an official national holiday, it holds a unique status in payroll Netherlands and labor law: for many private-sector CAOs, it is only granted as a paid day off once every five years (with the with the most recent nationwide paid year being 2025; the next will be 2030). In 2026, Liberation Day falls on a Tuesday, and while music festivals and ceremonies take place across the country, many employees will be expected to work unless their specific collective agreement or contract states otherwise in 2026.  

Key Notes for Dutch Employers:

• Good Friday: This is often a working day for the private sector but a holiday for government and financial institutions.
• Liberation Day (May 5): In many CAOs, this is only a paid holiday once every five years (next occurring in 2025). For 2026, many employees may be expected to work unless otherwise stated in their contract.
• Bank Holidays: Most bank holidays in the Netherlands align with the list above; however, when a holiday falls on a weekend, it is generally not moved to the following Monday.

Workforce Planning Around Dutch Holidays

Strategic scheduling is vital for maintaining productivity while respecting local traditions. In the Netherlands, "holiday clusters" can lead to significant absenteeism.

Common Workforce Planning Patterns:

• The Spring Peak: The period between King’s Day (late April) and Whit Monday (late May) sees frequent mid-week breaks. Many employees take "bridge days" to create long weekends.
• Payroll Adjustments: Because payroll cycles in the Netherlands can be affected by SEPA bank closures during Easter and Christmas, it is best practice to process payroll 2–3 business days earlier during these months.
• Shift Work Premiums: If your business requires operation during the Netherlands public holidays 2026, be prepared for increased costs. Most CAOs mandate a premium (often 150% to 200% of the base salary) for working on a public holiday.

Employer Obligations & Compliance Risks

Dutch labor law places strong emphasis on employee protection, work-life balance, and collective bargaining. Navigating Dutch labor law requires an understanding of the Arbeidstijdenwet (Working Hours Act). The Dutch labor force enjoys strong benefits, particularly in work-life balance, extensive paid sick leave (up to 2 years at ~70% pay), generous holiday pay (8% extra), and robust pension/social security, often exceeding other EU countries like the UK or France in specific areas. 

Calculation Example: The 8% Rule

If an employee earns €4,000 gross/month:

• Annual Base Salary: €48,000
• Holiday Allowance (8%): €3,840
• Total Annual Cost: €51,840 (excluding social tax)

Note: This is typically paid out as a lump sum in May.

The Dutch labor force system emphasizes flexibility, collective health insurance, and is known for family-friendly policies, drawing talent with its comprehensive safety net and tax breaks (like the 30% ruling for expats). Here is what you need to know to stay compliant:

• Paid Holidays and Contractual Freedom

In the Netherlands, there is no statutory law that requires employers to give employees a day off on public holidays or to pay them for those days. This right is almost exclusively determined by the Collective Labor Agreement (CAO) relevant to your sector or the individual employment contract. However, because most CAOs do include these days as paid leave, it has become the "market standard." For employers not bound by a CAO, it is critical to explicitly define which of the Netherlands public holidays 2026 will be observed as paid leave in the written offer letter to avoid ambiguity.

• Pro-Rata Rights for Part-Time Staff

The Netherlands is a leader in part-time employment, and the law is clear on equity: part-time workers are entitled to the same benefits as full-time staff on a pro-rata basis. If a public holiday falls on a day the employee is regularly scheduled to work, they are entitled to a paid day off. If the holiday falls on a day they do not work, they typically do not receive a compensatory day unless your specific CAO follows the "equalization" principle (often found in the public sector), which grants a proportional number of holiday hours regardless of the day the holiday falls on.

• Holiday Work Compensation

When business operations must continue on a public holiday, compensation is governed by the CAO. Remote employers must ensure this is factored into the total cost of employment (TCO) when hiring Dutch talent. 

Common CAO-Based Compensation Methods Include:

• Holiday Allowance (Vakantiegeld): A gross payment of at least 8% of the employee's annual salary
• Premium Pay: Often ranging from 150% to 200% of the base hourly rate.
• Compensatory Leave (Time-for-Time): Granting an alternative paid day off to be used within a specific period.
• Voluntary Basis: Under most agreements, working on a public holiday is voluntary unless the nature of the work (e.g., emergency services) or a "company interest" clause in the CAO allows the employer to mandate it.

Comparison: Statutory vs. CAO-Mandated Holidays

Dutch Payroll & Compliance Considerations 

Managing payroll during a year with several mid-week holidays, such as 2026, requires proactive administrative planning to ensure both legal compliance and employee satisfaction.

• Banking Closures and SEPA Deadlines: In 2026, several bank holidays in the Netherlands—including Good Friday (April 3), Easter Monday (April 6), and Christmas (December 25–26)—align with TARGET2 (the EU’s real-time gross settlement system) closing days. Because SEPA transfers do not process on these dates, employers must adjust their payroll Netherlands cycles. It is standard practice to submit payment files at least two business days early during April and December to ensure funds reach employee accounts by the 25th of the month.
• Mandatory Time Tracking (Arbeidstijdenwet): Under the Arbeidstijdenwet (Working Hours Act) and recent EU-wide time-tracking mandates, Dutch employers must maintain an "objective, reliable, and accessible" system to record daily working hours. This is especially critical for teams working during bank holidays in the Netherlands in 2026. You must clearly distinguish between regular hours, overtime, and holiday-premium hours in your digital records to survive a Nederlandse Arbeidsinspectie audit.
• Special Tax Rate (Bijzonder Tarief): Ensure your payroll software is configured to apply the correct "Bijzonder Tarief" (special tax rate) to one-off payments like holiday premiums or the 8% holiday allowance Netherlands. Errors in these calculations are common trigger points for labor disputes.
• Data Retention (7-Year Rule): While GDPR mandates that you should not keep personal data longer than necessary, the Dutch General Tax Act (Algemene Wet Rijksbelastingen) requires you to retain all basic payroll records—including salary statements, time-tracking logs, and holiday pay calculations—for 7 years. These records must remain accessible for inspection even if the company ceases operations or the employee leaves.

Compliance Risks & Enforcement

The Nederlandse Arbeidsinspectie (Netherlands Labour Authority) actively enforces compliance with the Arbeidstijdenwet (Working Hours Act) and the Wet minimumloon en minimumvakantiebijslag (Minimum Wage and Minimum Holiday Allowance Act).

• Violations of the Working Hours Act: Exceeding maximum shift lengths or failing to provide mandatory rest periods following holiday work can result in immediate fines.
• CAO Non-Compliance: If your company is found to be underpaying holiday premiums or failing to pay the 8% holiday allowance (Vakantiegeld) Netherlands, you may be forced to provide back-pay for up to five years, often with added interest and penalties.
• Record Keeping: Employers must maintain accurate time-tracking and payroll records for 7 years to prove compliance during a random audit.

Prepare For Your Global Hire in The Netherlands: 2026 Compliance Checklist:

Use this checklist as a final compliance review before entering the 2026 payroll year. Successfully navigating the Netherlands' 2026 public holiday calendar requires more than just marking dates; it demands an understanding of the country's unique "soft" holiday laws. Before entering 2026, review your Dutch employment setup to ensure compliance:

1. CAO Alignment: Have you identified the specific Collective Labor Agreement (CAO) applicable to your industry? These often dictate premium pay for shift work and additional days off.
   
   
2. May 5 Policy: Liberation Day is an official holiday in 2026, but is only a mandatory day off once every five years (the next being 2030) unless your CAO states otherwise. Have you clearly communicated your policy to staff?
   
   
3. Holiday Allowance (Vakantiegeld): Are you accurately accruing the mandatory 8% holiday allowance? This must be correctly reflected in your payroll system for the standard May payout.
   
   
4. Premium Pay Readiness: Have you calculated the potential "premium pay" obligations for staff working on public holidays like King’s Day (April 27)?

Slasify is here to eliminate the complexity of payroll in the Netherlands. Learn more about our comprehensive Employer of Record and payroll services to ensure that every contract is locally compliant, every holiday premium is accurately calculated, and your Dutch staff are paid on time, every time.

How Slasify Helps Employers in the Netherlands

Expanding into the Dutch market offers immense talent opportunities, but the complexity of CAOs and local tax laws can be a barrier. Slasify acts as your expert partner to bridge this gap.

• Employer of Record Netherlands: Slasify’s Employer of Record (EOR) allows you to hire Dutch staff legally in minutes without the need to set up a local BV (private limited company).
• Automated Compliance: We ensure all public holidays in the Netherlands are correctly accounted for, including CAO-specific premiums and the mandatory holiday allowance (Vakantiegeld) Netherlands.
• Unified European Payroll: Manage your teams in the Netherlands, Belgium, and beyond through one centralized payroll platform, ensuring consistent compliance across the EU.
• Localized Expertise: Our team stays updated on changes to Dutch labor codes, so you don't have to worry about the Nederlandse Arbeidsinspectie or changing tax brackets.
  
  

Prepare for your Global Hire in The Netherlands

Successfully navigating the Netherlands public holidays 2026 calendar requires more than just marking dates; it demands an understanding of the country's unique "soft" holiday laws. While 2026 offers key opportunities for team rest—including a rare Tuesday observation for Liberation Day and the vibrant King’s Day on a Monday—it is the underlying Collective Labor Agreement (CAO) that determines your actual financial and legal obligations. Whether you are managing premium pay for shift work or calculating the mandatory 8% holiday allowance (Vakantiegeld) Netherlands, staying compliant with these sector-specific rules is the baseline for successful operations in the Dutch market.

As you plan your 2026 workforce strategy, Slasify is here to eliminate the complexity of payroll Netherlands. Our comprehensive Employer of Record Netherlands services ensure that every contract is locally compliant, every holiday premium is accurately calculated, and your Dutch staff are paid on time, every time. 

By partnering with Slasify, you can focus on scaling your business across Europe while we handle the intricacies of Dutch labor law, social security, and tax filings with localized expertise. Contact Slasify today to streamline your Dutch payroll and HR operations.

FAQ: Netherlands Public Holidays & Employment

Q1: Are all public holidays in the Netherlands paid?

Not necessarily. In the Netherlands, there is no federal law that mandates employees be paid for public holidays or even given the day off. Whether a holiday is paid depends entirely on the Collective Labor Agreement (CAO) governing your industry or the specific terms in the individual employment contract. However, it is standard practice for most Dutch employers to treat the 11 "official" holidays as paid days off.

Q2: Is Good Friday a mandatory public holiday?

No. While Good Friday is an official national holiday, it is a normal working day for most of the private sector. It is typically a day off for government employees, schools, and financial institutions. For most commercial businesses, employees are expected to work unless their specific CAO or contract states otherwise.

Q3: What if employees must work on a public holiday?

If business needs require staff to work (common in retail, healthcare, and hospitality), compensation is typically handled in one of two ways, as defined by the CAO:

• Premium Pay: Employees often receive an allowance, typically 150% to 200% of their regular hourly wage.
• Time-for-Time: Employees may be granted a compensatory paid day off later in the year in lieu of the holiday work.

Q4: How should employers handle CAO differences?

If your company falls under a mandatory industry CAO, you must follow its holiday rules precisely. If multiple CAOs seem to apply (e.g., a tech company with a small logistics arm), you must determine the "primary" activity of the company. If no CAO applies, you are free to set your own policy in the employee handbook or contract, provided you meet the statutory minimum for annual leave.

Q5: Can companies provide extra floating holidays?

Yes. Many modern employers in the Netherlands offer "floating holidays" (extra-statutory days) to improve inclusivity. This allows employees to swap a traditional Dutch holiday (like Ascension Day) for a day that matches their own cultural or religious background (such as Eid al-Fitr, Rosh Hashanah, or Diwali). This is a highly effective way to attract international talent and foster a diverse workplace.