Parental leave

Parental leave offers you the opportunity to temporarily work fewer hours in order to spend more time caring for your child or children.

The Work and Care Act (Wet arbeid en zorg) provides that employees are entitled to 26 weeks of unpaid parental leave. AUAS employees can make use of the Paid or unpaid parental leave scheme , under which they continue to receive part of their salary for 13 of the 26 weeks. You can request unpaid parental leave in respect of children aged eight and under and paid parental leave in respect of children aged four and under.

You can use paid or unpaid parental leave if:

For additional rules and conditions, please see the sections entitled ‘Paid parental leave’ and ‘Unpaid parental leave’ on this page.

The following rules apply if you want to take paid or unpaid parental leave:

  • You are entitled to parental leave in respect of each child.
  • You can take parental leave for several children simultaneously. This means that you are not required to first use up your parental leave for one child.
  • If you have twins, you are entitled to twice the amount of parental leave.
  • The number of hours of parental leave is calculated on the basis of your regular weekly working hours. If you are temporarily working more hours at the time of your request, these hours will therefore be disregarded.
  • Temporary increases in working hours are not possible during parental leave.
  • Your parental leave will continue during holidays and cannot be suspended during that period. The day of your parental leave will not count as a day’s holiday.
  • Your parental leave will continue during illness. If it is apparent that your absence will be of a longer duration, you can request your supervisor to approve that the period of parental leave is not taken at all or is not continued due to illness (partial continuation is not possible). See Illness and absence and the question ‘Will parental leave continue if I am ill?’
  • If you took parental leave earlier in respect of the same child, either at the AUAS or at another employer, you can request leave only for the remaining period where that child is concerned. If the leave was taken at a previous employer, you will need a statement from that employer specifying the remaining number of leave hours to which you are entitled.

As an AUAS employee, you are entitled to a maximum of 13 times your regular weekly working hours in paid parental leave. If you work 32 hours per week, for example, you will be entitled to 32 x 13 = 416 hours of paid parental leave.

Who is entitled to paid parental leave?

You can use paid parental leave if you meet the conditions set out above under ‘Who is entitled to parental leave?’ and additionally meet the following conditions:

  • the fixed scope of your employment contract is 0.4 FTE or more;
  • and your child is aged four or younger.

Period of paid parental leave

Make arrangements with your supervisor about taking paid parental leave at least two months before you take it.
In principle, you take all paid parental leave in 13 consecutive weeks, but in consultation with your supervisor, you can also spread the leave over a longer period.
You can, for example, take 1 day of paid parental leave per week. Or you can take part of the hours to which you are entitled during one period, and the remainder at a later date. You take the paid parental leave before the child's fourth birthday; after that, until the child's eighth birthday, you can only apply for unpaid parental leave. You always take the hours you request.

Salary and pension during paid parental leave

While on paid parental leave, you will receive 75% of your salary for the number of hours you are taking in parental leave.

During your paid parental leave, you will accrue pension on the entire scope of your employment contract, therefore including the number of hours taken in parental leave. The AUAS will pay both the employer’s share and the employee’s share of the pension contributions in respect of the paid part (75%) of the paid parental leave. With regard to the unpaid part (25%) of the paid parental leave, the AUAS will pay the employer’s share of the pension contributions and the employee will pay the employee’s share.

Holiday leave and other leave during paid parental leave

You will accrue holiday hours only on the paid part (75%) of the paid parental leave. For the calculation and some examples, see ‘Calculation of salary reduction, holiday and task allocation’.

If your parental leave coincides with a mandatory leave day, you will be able to take this mandatory leave day on a different day. If your parental leave coincides with a public holiday, you will be unable to take this public holiday on a different day. See also Leave .

As an AUAS employee, you are entitled not only to paid parental leave but also to a maximum of 13 times your regular weekly working hours in unpaid parental leave. If you are not entitled to paid parental leave, you will be entitled to a maximum of 26 times your regular weekly working hours.

Who is entitled to unpaid parental leave?

You can use unpaid parental leave if you meet the conditions set out above under ‘Who is entitled to parental leave?’ and additionally have a child aged eight or younger.

Period of unpaid parental leave

Make agreements with your supervisor about taking unpaid parental leave at least two months before you take it.
In principle, you can take the unpaid parental leave in 13 consecutive weeks (or a maximum of 26 weeks if you have not used paid parental leave). In consultation with your supervisor, you can also spread your leave over a longer period. For example, you can take one day of unpaid parental leave per week. Or you can take part of the hours you are entitled to for a period of time and then the remaining part of the hours at a later date. The unpaid parental leave is taken before the child's eighth birthday. You always take the hours you request.

Salary and pension during unpaid parental leave

While on parental leave, you will not receive salary for the number of FTE you are taking in unpaid parental leave.

During your unpaid parental leave, you will accrue pension on the entire scope of your employment contract, therefore including the number of FTE taken in parental leave. The AUAS will pay the employer’s share of the pension contributions in respect of the unpaid parental leave. The employee's share of the pension contributions will continue to be for the employee's account.

Holiday leave and other leave during unpaid parental leave

No holiday leave will be accrued on the number of FTE taken in unpaid parental leave.

If your parental leave coincides with a mandatory leave day, you will be able to take this mandatory leave day on a different day. If your parental leave coincides with a public holiday, you will be unable to take this public holiday on a different day. See also Leave .

You need to request parental leave via DSPE at least two months before the leave is due to start. Go to Self-management > Parental leave. Alternatively, your supervisor can do this on your behalf. You will find a guide under DSPE for employees.

You can use the calculation module below to check how much parental leave you can take and whether this can be partially paid leave.

Parental Leave Calculation Module (in Dutch)

Below are a number of examples of how the salary reduction, holiday leave and task allocation are calculated if you take paid or unpaid parental leave. In calculating the number of hours of parental leave, the scope of your employment contract will remain the same.

Clarification of the calculation of paid parental leave

Hours of paid parental leave and salary reduction

  • Number of hours of parental leave = 13 weeks x weekly working hours (36, 38 or 40) x scope of employment contract
  • Example in case of 1 FTE and 40-hour working week: 13 weeks x 40 hours x 1 FTE = 520 hours of parental leave
  • Within the chosen number of weeks, both the hours worked (the task hours) and the holiday hours are taken into account: 1 FTE and 13 weeks would comprise 414.75 task hours and 107 holiday hours.
  • The salary reduction is 520 hours x 25% = 130 hours x the hourly wage.
  • You need to request your parental leave via the DSPM (see ‘Requesting parental leave’). HR will subsequently check the details you have entered. After that, the authorised signatory will approve (or reject) the request via the DSPM. After approval, the salary deduction and holiday leave will be processed automatically in SAP.

Hours of paid parental leave and task allocation

  • The number of hours of reduced availability = 13 weeks/52 weeks x 1659 (the standard annual task) x the scope of your employment contract
  • Example in case of 1 FTE: 13/52 = 0.25 x 1659 x 1 FTE = 414.75 hours. This means that, if you use paid parental leave, your availability will be 1659 - 414.75 = 1244.25 hours on an annual basis.

Hours of paid parental leave and holiday hours

  • The scope of your employment contract will not change during parental leave. The number of hours on which you can accrue holiday leave will decrease, however. This is because you are taking 25% unpaid leave. No holiday hours will be accrued on these hours.
  • Example in case of 1 FTE and a 40-hour working week: 1 FTE x 428 hours x 25% (13/52 weeks) = 107 hours x 25% (unpaid part) = 26.75. The number of holiday hours (428 hours) is reduced by 27 hours to 401 holiday hours. This is calculated automatically in the DSPM.
  • You will not be taking holiday leave on your parental leave day, because this is a day on which you are entitled to paid parental leave.
  • Example: 1 FTE, of which 0.2 FTE paid parental leave:
  • Of the 0.2 FTE, 75% is paid parental leave (= 0.15 FTE), on which you do accrue holiday leave.
  • Of the 0.2 FTE, 25% is unpaid parental leave (= 0.05 FTE), on which you do not accrue holiday leave.
  • 1 FTE - 0.05 = 0.95 FTE; distributed over the working week, this results in the following timetable: 6-8-8-8-8. The total number of hours per week is 38.
  • On the parental leave day, six hours are scheduled in the timetable, because this is the paid parental leave part. However, no holiday hours will be deducted if you take time off on your parental leave day.

Clarification of the calculation of unpaid parental leave

If you are not entitled to paid parental leave, you will be entitled to a maximum of 26 times the number of weekly working hours in unpaid parental leave. Wherever the examples below refer to ‘13 weeks’, you must read this as ‘26 weeks’. You will not receive any salary or accrue holiday leave on the number of FTE taken in unpaid parental leave.

Hours of unpaid parental leave and salary reduction

  • Number of hours of parental leave = 13 weeks x weekly working hours (36, 38 or 40) x scope of employment contract
  • Example in case of 1 FTE and a 40-hour working week: 13 weeks x 40 hours x 1 FTE = 520 hours of parental leave
  • Within the chosen number of weeks, both the hours worked (the task hours) and the holiday hours are taken into account: 1 FTE and 13 weeks would comprise 414.75 task hours and 107 holiday hours.
  • The salary reduction is 520 hours x 100% = 520 hours x the hourly wage.
  • You need to request your parental leave via the DSPM (see ‘Requesting parental leave’). HR will subsequently check the details you have entered. After that, the authorised signatory will approve (or reject) the request via the DSPM. After approval, the salary deduction and holiday leave will be processed automatically in SAP.

Hours of unpaid parental leave and task allocation

  • The number of hours of reduced availability = 13 weeks/52 weeks x 1659 (the standard annual task) x the scope of your employment contract
  • Example in case of 1 FTE: 13/52 = 0.25 x 1659 x 1 FTE = 414.75 hours. This means that, if you use paid parental leave, your availability will be 1659 - 414.75 = 1244.25 hours on an annual basis.

Hours of unpaid parental leave and holiday hours

  • Example in case of 1 FTE, 13 weeks of parental leave and a 40-hour working week: 1 FTE x 428 hours x 25% (13/52 weeks) = 107 hours. The number of holiday hours (428 hours) is therefore reduced by 107 hours to 321 holiday hours. This is calculated automatically in the DSPM.
  • You will not be taking holiday leave on your parental leave day, because this is a day on which you are entitled to parental leave.
  • Example: 1 FTE, of which 0.2 FTE and 13 weeks unpaid parental leave:
  • Of the 0.2 FTE, 100% is unpaid parental leave, on which you do not accrue holiday leave.
  • 1 FTE - 0.2 FTE = 0.8 FTE; distributed over the working week, this results in the following timetable: 8-8-8-8, the total number of working hours per week being 32.
  • On the parental leave day, zero hours are scheduled in the timetable, because this is your unpaid parental leave day. No holiday hours will be deducted if you take time off on your parental leave day.
  • Example in case of 1 FTE, 26 weeks of parental leave and a 40-hour working week: 1 x 428 x 50% (26/52 weeks) = 214 hours. The number of holiday hours (428 hours) is reduced by 214 hours to 214 holiday hours.

(*) All examples in the calculations are based on the choice for a 40-hour working week.

Published by  Administration Centre 5 August 2022