[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fverlofregelingen":3,"menu:\u002Fnl-nl:":80,"sites:htmlblocks":321,"subsites":1520,"footer:nl-nl":5082,"cite-subsites":5161,"suggested:nl-nl":5638,"cite-footer:nl-nl":5644},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"owner":50,"show_related_pages":57,"related_pages":58,"related_sites":78,"in_subsite":57,"contact_page_url":7,"banner_message":79},30720,"verlofregelingen","Verlofregelingen",null,"\u003Cp>Er zijn ontzettend veel verschillende soorten verlof, zoals vakantie, zwangerschapsverlof, ouderschapsverlof, calamiteitenverlof, adoptieverlof, kraamverlof, studieverlof, opfrisverlof en onbetaald verlof. In een aantal gevallen krijg je een financiële bijdrage van de overheid of je werkgever.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fverlofregelingen","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30720\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Arbeidsovereenkomst en ontslag","arbeidsovereenkomst-en-ontslag",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fverlofregelingen\u002F","index, follow","website","summary_large_image","2026-01-29T13:02:17.488122+01:00","2026-04-07T13:46:03.035406+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch2>Recht op verlof als het nodig is\u003C\u002Fh2>\u003Cp>Vrij! Soms leuk, soms noodzakelijk. Verlofregelingen komen je hierin tegemoet. In een aantal gevallen krijg je een financiële bijdrage van de overheid of je werkgever. Hieronder vind je een overzicht. \u003C\u002Fp>\u003Ch3>Vakantie\u003C\u002Fh3>\u003Cp>Werk je fulltime in loondienst, dan heb je jaarlijks recht op 20 vakantiedagen met behoud van loon. Ben je een parttimer, dan krijg je die dagen naar rato. Je moet ze uiterlijk binnen een halfjaar na het jaar van opbouw opmaken. Extra dagen regelt de cao; meestal zijn dat er 4 of 5. De verjaringstermijn voor deze extra vakantiedagen is vijf jaar. Die dagen kun je dus opsparen voor langer verlof, of voor extra snipperdagen binnen de vijf volgende jaren.\u003C\u002Fp>\u003Ch3>Zwangerschaps- en bevallingsverlof\u003C\u002Fh3>\u003Cp>16 weken lang wordt het volledige loon uitbetaald. Soms iets langer wanneer de bevalling later plaatsvindt dan is uitgerekend. Het is een sociale verzekering: het \u003Ca href=\"http:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fzwanger-adoptie-pleegzorg\u002Findex.aspx\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u003C\u002Fa> betaalt (tot het maximumdagloon) de werkgever. Wanneer het verlof ingaat, hangt af van de vermoedelijke bevallingsdatum. Vanaf 6 weken, maar minimaal 4 weken voor die datum mag verlof worden opgenomen. Het is wel zaak om dit de werkgever uiterlijk 3 weken voor de ingangsdatum te laten weten.\u003C\u002Fp>\u003Cp>Wie na afloop van de zestien weken nog onvoldoende hersteld is om weer aan het werk te gaan kan verlengd bevallingsverlof krijgen. Dit volledig betaalde verlof duurt maximaal een jaar. Als het kind in de periode van het bevallingsverlof langdurig in het ziekenhuis moet verblijven wordt het bevallingsverlof ook verlengd. De laatste vier weken van het bevallingsverlof mogen ook later worden opgenomen, als het maar binnen de 30 weken na de bevalling is. De werkgever mag dit alleen maar weigeren om zwaarwegende redenen. De partner van een vrouw die overlijdt in het kraambed, terwijl haar kind in leven is, mag het resterende bevallingsverlof opnemen (met behoud van loon).\u003C\u002Fp>\u003Cp>Wie zwanger is van een meerling, mag vanaf 10 weken voor de vermoedelijke bevallingsdatum met verlof. Niet-opgenomen zwangerschapsverlof wordt doorgeschoven naar het bevallingsverlof.\u003C\u002Fp>\u003Ch3>Geboorteverlof\u003C\u002Fh3>\u003Cp>Om bij de geboorte van je kind te zijn, kan je als partner van de moeder betaald vrijaf krijgen, als dat op een werkdag is. Dat geldt ook voor het doen van aangifte bij de burgerlijke stand. Daarnaast mag je vijf dagen kraamverlof opnemen (deeltijders naar rato). Die moeten wel binnen 4 weken na de bevalling opgenomen worden. De werkgever mag het verlof niet weigeren en betaalt je loon gewoon door.\u003C\u002Fp>\u003Cp>Sommige cao's geven een paar dagen betaald verlof erbij. Vanaf 1 juli 2020 komt er aanvullend geboorteverlof. Het UWV betaalt vijf weken lang 70% van het dagloon door. Dit verlof moet binnen een halfjaar na de geboorte worden opgenomen.\u003C\u002Fp>\u003Ch3>Adoptieverlof\u003C\u002Fh3>\u003Cp>Wie een kind adopteert, heeft recht op maximaal 4 weken adoptieverlof. Dat geldt voor beide ouders. Ook wie een pleegkind opneemt in huis, kan adoptieverlof aanvragen. Het verlof mag ingaan vanaf 4 weken vóór de adoptiedatum en moet binnen 26 weken na de opname in het gezin 'op' zijn. De werkgever mag een verzoek om gespreid opnemen alleen weigeren wegens zwaarwegende bedrijfsbelangen. Voor het aanvragen van adoptieverlof heb je een van deze documenten nodig:\u003C\u002Fp>\u003Cul>\u003Cli>een verklaring van de bemiddelingsorganisatie;\u003C\u002Fli>\u003Cli>een uittreksel uit het bevolkingsregister;\u003C\u002Fli>\u003Cli>een verklaring van de Vreemdelingenpolitie.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Van het \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fzwanger-adoptie-pleegzorg\u002Fadoptie-pleegzorg\u002Findex.aspx\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u003C\u002Fa> krijg je een uitkering ter hoogte van je salaris \u003Ca href=\"http:\u002F\u002Fwww.uwv.nl\u002FParticulieren\u002Fbedragen\u002Findex.aspx#item3\" rel=\"nofollow noopener\" target=\"_blank\">(tot het maximale dagloon)\u003C\u002Fa>.\u003C\u002Fp>\u003Ch3>Ouderschapsverlof\u003C\u002Fh3>\u003Cp>Het recht op (onbetaald) ouderschapsverlof is wettelijk vastgelegd. Voor elk kind onder de 8 jaar kun je maximaal 26 weken verlof opnemen – ook meerlingen tellen apart mee. Je bouwt geen vakantie op over de verlofuren. De wet bepaalt verder dat je niet benadeeld mag worden omdat je ouderschapsverlof hebt opgenomen.\u003Cbr\u002F>Hoofdregel bij opname van het ouderschapsverlof is deeltijd, maximaal de helft van de gebruikelijke arbeidsduur, maar de werkgever mag een voorstel het verlof anders in te richten alleen om zwaarwegende redenen afwijzen.\u003C\u002Fp>\u003Cp>Met onbetaald ouderschapsverlof wordt je inkomen lager, maar misschien heb je wel recht op een hogere\u003Ca href=\"http:\u002F\u002Fwww.belastingdienst.nl\u002Fwps\u002Fwcm\u002Fconnect\u002Fnl\u002Ftoeslagen\u002Ftoeslagen\" rel=\"nofollow noopener\" target=\"_blank\"> zorg -of huurtoeslag. \u003C\u002Fa>\u003C\u002Fp>\u003Cp>In sommige cao's is de regeling verder uitgebreid met een langer verlof en\u002Fof langere betaling.\u003C\u002Fp>\u003Cp>Door het in de cao te regelen weet iedereen waar hij of zij aan toe is, werkgever en werknemer. Doorbetalen levert het bedrijf het voordeel op dat er minder kans is op stress.\u003Cbr\u002F>Je hebt na afloop van het ouderschapsverlof recht op een tijdelijke aanpassing van je arbeidspatroon voor de periode van een jaar (maar de cao kan een andere periode bevatten). Je moet deze aanpassing tenminste 3 maanden voor afloop van het ouderschapsverlof aanvragen. De werkgever moet uiterlijk 4 weken voor afloop van het verlof beslissen.\u003C\u002Fp>\u003Ch3>Kortdurend zorgverlof\u003C\u002Fh3>\u003Cp>Als je kind, partner of een van je ouders ziek is en je niet kunt regelen dat iemand anders voor hem of haar zorgt, dan kun je zorgverlof aanvragen. De zorg moet echt noodzakelijk zijn. Voltijders krijgen per 12 maanden maximaal 10 dagen. Die mag je eventueel gespreid opnemen. Je werkgever betaalt je minimaal 70 procent van je salaris door. Deeltijders krijgen minder verlof. Werk je bijvoorbeeld vier dagen in de week, dan mag je maximaal acht dagen met zorgverlof. Vuistregel is: twee maal de wekelijkse arbeidsduur, voor een heel jaar. In cao's of in overleg met de ondernemingsraad kunnen afwijkende afspraken gelden. Je werkgever mag zorgverlof weigeren als het bedrijf of de organisatie in ernstige problemen zou komen door het verlof. Vanaf 1 juli 2015 mag je ook kortdurend zorgverlof opnemen voor grootouders en kleinkinderen, broers en zussen en andere dierbaren.\u003C\u002Fp>\u003Ch3>Langdurig zorgverlof\u003C\u002Fh3>\u003Cp>Op langdurig zorgverlof heb je wettelijk recht, maar het is wel onbetaald. Je mag het opnemen als je partner, kind of ouder levensbedreigend ziek is. Per jaar mag je 12 weken lang maximaal de helft van het aantal uren dat je werkt, opnemen als zorgverlof. Vanaf 1 juli 2015 is de kring van mensen voor wie je langdurig zorgverlof mag opnemen, uitgebreid met grootouders en kleinkinderen, broers en zussen en andere dierbaren.\u003C\u002Fp>\u003Ch3>Calamiteitenverlof\u003C\u002Fh3>\u003Cp>Als de nood aan de man is, heb je recht op calamiteitenverlof met behoud van loon. Soms is een paar uur genoeg om alles te regelen, soms kost het een paar dagen. Bijvoorbeeld bij een geboorte of sterfgeval en je moet onmiddellijk van alles regelen. Of je kind of oude moeder wordt plotseling ziek en er is nog geen oppas of zorg aan huis. Maar ook als de waterleiding springt en de loodgieter moet komen. Doet de noodsituatie zich voor, dan is een telefoontje naar je werkgever genoeg.\u003C\u002Fp>\u003Ch3>Studie- of scholingsverlof\u003C\u002Fh3>\u003Cp>Voor studie- of scholingsverlof is geen wettelijke regeling. De meeste cao's kennen een scholingsbepaling. Zij bieden minimaal vrijaf voor een examen. Veel cao's bieden de kans om voor een deel in de baas zijn tijd te studeren. Het gaat dan praktisch altijd om een paar dagen per jaar. De werkgever die betaald vrijaf geeft, doet dat omdat hij daarvoor naar eigen wens opgeleid personeel krijgt. Zelf vergroot je bovendien je marktwaarde, intern en extern. Dat weet je werkgever ook, dus hij zal meer doen om je vast te houden. Dat heeft dan weer als voordeel dat de wervingskosten voor nieuw personeel lager liggen.\u003C\u002Fp>\u003Cp>Een tip voor jonge (en niet meer zulke jonge) sollicitanten. Zoek uit of het bedrijf een langetermijnstrategie heeft en daaraan het opleidingsbeleid koppelt, welke opleidingen en faciliteiten, daaraan verbonden zijn, wie de scholing geeft en hoe het zit met je vervanging tijdens de opleiding. Vergelijk dit met andere potentiële werkgevers! Probeer meteen afspraken te maken over je interne opleidingstraject.\u003C\u002Fp>\u003Ch3>Onbetaald verlof\u003C\u002Fh3>\u003Cp>Bij onbetaald verlof tot 18 maanden, in voltijd of in deeltijd, zijn de risico's via de sociale zekerheid afgedekt. Voor ziekte, arbeidsongeschiktheid en werkloosheid na afloop van het verlof gelden dezelfde uitkeringsrechten als voorafgaand aan het verlof. De opgenomen verlofmaanden tellen bovendien mee voor het arbeidsverleden bij de WW.\u003C\u002Fp>\u003Ch3>Opfrisverlof\u003C\u002Fh3>\u003Cp>Er is niets in de wet geregeld over sabbats- of opfrisverlof. Sommige cao's kennen afspraken. Maar hoe dan ook, maak zelf met je werkgever afspraken over terugkeer naar je baan en je secundaire arbeidsvoorwaarden, zoals verzekeringen, pensioen en het tegoed aan vakantiedagen. Houd ook rekening met inkomensafhankelijke regelingen zoals zorgtoeslag, huurtoeslag, kinderopvangtoeslag, rechtsbijstand, thuiszorg, et cetera. Als je die hebt, zijn ze gekoppeld aan je salaris. \u003Ca href=\"http:\u002F\u002Fwww.belastingdienst.nl\u002Fwps\u002Fwcm\u002Fconnect\u002Fnl\u002Ftoeslagen\u002Ftoeslagen\" rel=\"nofollow noopener\" target=\"_blank\">Check dit van te voren!\u003C\u002Fa>\u003C\u002Fp>\u003Ch3>Levensloopregeling\u003C\u002Fh3>\u003Cp>Via de levensloopregeling kon je sparen om in de toekomst een periode van onbetaald verlof te financieren. Het verlof opnemen kon alleen in overleg met je werkgever. Je had er geen recht op, behalve als het recht op het verlof wettelijk geregeld was zoals bijvoorbeeld bij ouderschapsverlof. Lees meer over de levensloopregeling (deze bestaat alleen nog voor de 'oude gevallen'). \u003C\u002Fp>\u003Ch3>Verlof en pensioen\u003C\u002Fh3>\u003Cp>Lees op \u003Ca href=\"http:\u002F\u002Fwww.pensioenkijker.nl\u002Fhome\u002Fik-bouw-pensioen-op\u002Fveranderingen-in-uw-werksituatie\u002Fmet-verlof\" rel=\"nofollow noopener\" target=\"_blank\">Pensioenkijker\u003C\u002Fa> wat er gebeurt met je pensioenopbouw als je verlof opneemt.\u003C\u002Fp>\u003Ch3>Vergelijk je salaris\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Deel het in de Salaris Enquête en help jezelf en je collega's\u003C\u002Fli>\u003Cli>Je salaris vergelijken met vakgenoten? Doe de Salaris Check\u003C\u002Fli>\u003C\u002Ful>","light",{"text":43,"link":44},"Contact",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":51,"first_name":52,"last_name":53,"email":54,"image":55,"function":56},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[59,62,66,70,74],{"id":60,"short_title":7,"title":25,"url":61},2930,"\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag",{"id":63,"short_title":7,"title":64,"url":65},2931,"Ontslag en Ontslagvergoeding","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fontslag-en-ontslagvergoeding",{"id":67,"short_title":7,"title":68,"url":69},24932,"Arbeidscontracten en Flexwerk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Farbeidscontracten-en-flexwerk",{"id":71,"short_title":7,"title":72,"url":73},25043,"Conflict op je werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fconflict-op-je-werk",{"id":75,"short_title":7,"title":76,"url":77},30721,"Levensloopregeling","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Fverlofregelingen\u002Flevensloopregeling",[],"\u003Cp>Loonwijzer is WageIndicator. Zelfde organisatie, zelfde informatie, nieuwe look!\u003C\u002Fp>",{"title":16,"seo_title":81,"description":7,"path":82,"redirect_url":7,"locale":17,"children":83},"WageIndicator Nederland (Loonwijzer)","\u002Fnl-nl",[84,232,266],{"title":19,"seo_title":85,"description":7,"path":86,"redirect_url":7,"locale":17,"children":87},"Werk in Nederland: loon, cao's en arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland",[88,96,101,105,110,118,134,188,196,200,216,220,224],{"title":89,"seo_title":9,"description":7,"path":90,"redirect_url":7,"locale":17,"children":91},"Bruto\u002FNetto-Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check",[92],{"title":93,"seo_title":9,"description":7,"path":94,"redirect_url":7,"locale":17,"children":95},"Uitleg werknemers","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check\u002Fuitleg-werknemers",[],{"title":97,"seo_title":98,"description":7,"path":99,"redirect_url":7,"locale":17,"children":100},"Minimumloon","Minimumloon in Nederland","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon",[],{"title":102,"seo_title":9,"description":7,"path":103,"redirect_url":7,"locale":17,"children":104},"Minimumloon Bonaire, Sint Eustatius en Saba","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon-bonaire-sint-eustatius-en-saba",[],{"title":106,"seo_title":107,"description":7,"path":108,"redirect_url":7,"locale":17,"children":109},"Leefbaar Loon","Leefbaar loon","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-loon",[],{"title":111,"seo_title":9,"description":7,"path":112,"redirect_url":7,"locale":17,"children":113},"Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief",[114],{"title":115,"seo_title":9,"description":7,"path":116,"redirect_url":7,"locale":17,"children":117},"FAQ - Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief\u002Ffaq-leefbaar-tarief",[],{"title":119,"seo_title":9,"description":7,"path":120,"redirect_url":7,"locale":17,"children":121},"Salaris","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris",[122,126,130],{"title":123,"seo_title":123,"description":7,"path":124,"redirect_url":7,"locale":17,"children":125},"Salaris Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fcheck",[],{"title":127,"seo_title":127,"description":7,"path":128,"redirect_url":7,"locale":17,"children":129},"Salarisenquête","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fenquete",[],{"title":131,"seo_title":9,"description":7,"path":132,"redirect_url":7,"locale":17,"children":133},"Salaris van beroemdheden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fberoemdheden",[],{"title":22,"seo_title":135,"description":7,"path":136,"redirect_url":7,"locale":17,"children":137},"WageIndicator Nederland: arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht",[138,140,144,149,154,159,164,169,174,178,183],{"title":25,"seo_title":25,"description":7,"path":61,"redirect_url":7,"locale":17,"children":139},[],{"title":141,"seo_title":141,"description":7,"path":142,"redirect_url":7,"locale":17,"children":143},"Compensatie en werktijden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fcompensatie-en-werktijden",[],{"title":145,"seo_title":146,"description":7,"path":147,"redirect_url":7,"locale":17,"children":148},"Gelijke Behandeling","Gelijke behandeling","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling",[],{"title":150,"seo_title":151,"description":7,"path":152,"redirect_url":7,"locale":17,"children":153},"Gezondheid en Veiligheid","Gezondheid en 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