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Short-Term Care Leave in Rotterdam Explained

Discover how **short-term care leave** supports Rotterdam employees during acute care for loved ones: up to **4 paid days per year**. Seek advice from the **Rotterdam Legal Helpdesk**.

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Short-Term Care Leave in Rotterdam

In Rotterdam, **short-term care leave** provides employees with a legal entitlement to take up to two separate periods of two consecutive workdays per year for urgent care of a sick family member or close relative. This regulation ensures a balance between work and care in a bustling city like Rotterdam, where unexpected situations can arise quickly and informal caregiving is often vital for local families.

What Does Short-Term Care Leave Mean for Rotterdam Residents?

Short-term care leave is specifically designed for acute care needs involving loved ones, such as a sudden medical emergency. Unlike emergency leave, which applies to personal crises of the employee, this leave helps working caregivers in Rotterdam—particularly in diverse neighborhoods like Charlois or Feijenoord—combine caregiving with their job, especially as more residents rely on each other for support.

The maximum duration is **four workdays per year**, split into two separate two-day periods. The leave is **paid**, meaning your salary continues uninterrupted. This is an inalienable right; your employer in Rotterdam cannot refuse it if you meet the requirements. For guidance on applying the rules in the region, you can contact the **Rotterdam Legal Helpdesk (Juridisch Loket Rotterdam)**.

Legal Basis

The rules for short-term care leave are outlined in the **Dutch Labour and Care Act (Wet arbeid en zorg, WAZO)**, incorporated into Book 7 of the Dutch Civil Code (BW). Key articles include:

  • Article 7:673(1) BW: Grants leave for caring for or assisting a close relative with illness or disability.
  • Article 7:673(2) BW: Limits the duration to a maximum of two separate two-day periods per calendar year.
  • Article 7:673(4) BW: Ensures full salary payment equivalent to your regular wages during leave.

Since 2006, this law has been refined for better accessibility and applies to all Rotterdam employees under contract—including those in the city’s industries and services, as well as flexible workers. Self-employed individuals are excluded. For more details, see our overview on short- and long-term care leave.

Eligibility and How to Apply in Rotterdam

To qualify for short-term care leave in Rotterdam, you must meet the following criteria:

  1. The care must be **urgent and unexpected**, such as an emergency admission at **Erasmus MC** or a sudden health decline.
  2. It must involve a **close relative**, including your partner, child, parent, in-law, or cohabiting household member (as defined in **Article 7:673 BW**).
  3. Notify your employer **as soon as possible**, ideally before the start of work. While proof is not mandatory, it can be helpful in case of disputes. The **Rotterdam Legal Helpdesk** can provide further advice.

Applying is straightforward: inform your employer by phone or email. Approval is not required, but they may ask for confirmation that the situation is acute. For longer care needs, you can transition to **long-term care leave** or explore other support options through the **Municipality of Rotterdam**.

Your Rights and Obligations as a Rotterdam Employee

You are entitled to:

  • Full pay continuation: Your salary, including any allowances, remains unaffected.
  • Protection against dismissal: Taking leave cannot result in termination or disadvantages; if issues arise, you can escalate to the **Rotterdam District Court**.
  • Flexible day selection: Within the annual limit, choose dates that fit your schedule in this dynamic port city.

Your obligations include:

  • Notifying your employer **as early as possible** to minimize disruptions in Rotterdam’s business operations.
  • Using the leave **only for its intended purpose**; misuse may lead to penalties.
  • Cooperating with solutions if the leave impacts operations, though refusal is not permitted (the **Rotterdam District Court** takes a strict stance on violations).

In Rotterdam’s legal landscape, judges often rule in favor of employees: employers risk fines or compensation for unjustified denials.

Practical Examples from Rotterdam

For instance, if your father from **Overschie** suffers a heart attack and is admitted to **Ikazia Hospital**, you can take **two days of short-term care leave** to visit him, arrange follow-up care, and coordinate home support through the **Municipality of Rotterdam**. Your pay continues, and you notify your employer first thing in the morning.

Or, if your daughter in **Rotterdam-Zuid** suddenly develops severe abdominal pain and needs to see a doctor, you can use **one day of leave** for childcare if daycare is fully booked. Later, if your sister requires post-operative assistance, you can use the second two-day period.

Such provisions ease the burden on Rotterdam’s informal caregivers without requiring prolonged absence.

Comparison with Other Leave Entitlements

A breakdown of **short-term care leave** versus similar options:

Type of Leave Duration Paid Purpose Legal Basis
Short-Term Care Leave Max. 4 days/year (2x2) Yes, full pay Acute care for close relatives Art. 7:673 BW
Emergency Leave No fixed limit, reasonable Yes, full pay Unexpected personal crises Art. 7:672 BW
Long-Term Care Leave Max. 6 weeks/year No (unless via ADV) Extended care needs Art. 7:674 BW

Learn more about **emergency leave** in our article on emergency leave.

Frequently Asked Questions for Rotterdam

Can I take short-term care leave for a pet?

No, this leave is exclusively for close relatives (family or cohabiting household members) with illness or disability, not for pets. For pet care in Rotterdam, consult local veterinarians or the **Municipality of Rotterdam**.