Mandatory days off are days on which employees are required to be off. They are also called official public holidays, but it's important to know that mandatory days off don't have to be the same for everyone. This can depend on your CAO. In some sectors, mandatory days off are a pleasure; in others, a burden. In this article, we give you tips on handling mandatory days off and scheduling around them.
What are mandatory days off?
Mandatory days off is a broad concept in that respect. Some people mean the official public holidays, when most people are off. Others mean the number of mandatory vacation days per year, which is actually expressed in hours. In the Netherlands, you are in any case entitled to 4 times the number of hours you work per week each year. In practice, that comes down to 4 weeks of vacation per year, assuming you work the whole year. You may have more mandatory days off if your CAO says so.
When are the mandatory days off?
Mandatory days off can differ per CAO or sector. In many sectors, the official public holidays are seen as mandatory days off. In any case, days like New Year's Day and Easter. Good Friday is an exception; most companies keep working that day.
These are the official public holidays in the Netherlands:
New Year's Day
Good Friday
Easter Sunday and Easter Monday
King's Day
Liberation Day
Ascension Day
Pentecost
Christmas Day and Boxing Day
Are you off on official public holidays?
To find out whether you're off on official public holidays, check the CAO or your contract. The employee handbook may also contain guidelines on this. If official public holidays count as mandatory days off, you are paid on these days. If not, the employer can ask you to take a day off if you want to be free. At many companies, we see employers paying for this day and giving the day off.
Are employers required to give days off?
No, they don't have to, unless the contract or CAO says otherwise. In some industries, it's simply not desirable for (all) staff to be off. A good example is hospitality. The same goes for hospitals and other types of institutions where work really can't stop for a day. Everyone understands that.
Employers often give extra pay when someone works on public holidays or on weekends. Unless the contract or CAO says otherwise, this is not a legal requirement, by the way. That doesn't mean it isn't smart, because it really does improve employee satisfaction and willingness to work.
Do employers have to pay employees on a public holiday?
An employee is entitled to continued pay on a public holiday if they would normally work on that day. With an irregular work pattern, this can be determined if the employee worked on that particular day in at least 8 of the previous 13 weeks. If the 8-out-of-13 criterion is met, Dyflexis continues to pay wages based on the average number of hours worked on those days. To determine this, all realized hours count as worked days.
How do you schedule mandatory days off well?
Whether it's about mandatory days off or days off taken by employees, it's always good to organize your staff scheduling well. That starts with a schedule you begin on time. In addition, especially on official public holidays and other events, it's smart to make sure you don't deploy too many staff. After all, you don't want them to complain that they're "at work for nothing." Forecasting software can help you with this: based on historical data, you predict the optimal staffing level.
We also recommend the Workforce Management System. It doesn't just make predictions, it also automates staff management down to the last detail. That way, you always make the right choices and make sure the work is done before the mandatory days off arrive. Always the right staffing level with Dyflexis!
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