Guidelines for Ascension Day and Pentecost 

Around the public holidays in May — Ascension Day and Pentecost — questions arise every year regarding continued salary payments, holiday allowances, and employee availability. Although these days are official public holidays in the Netherlands, this does not automatically mean that employees are entitled to a day off or additional compensation. The applicable rights and obligations mainly depend on the collective labour agreement (CLA), employment contract, and internal company policies. 

Below, we outline the most important legal principles in a clear and structured manner. 

 

Official public holidays in 2026 

• Ascension Day: Thursday, 14 May 2026  
• Whit Sunday (First Day of Pentecost): Sunday, 24 May 2026  
• Whit Monday (Second Day of Pentecost): Monday, 25 May 2026  

Under Dutch law, official public holidays are not automatically mandatory days off. Whether an employee is entitled to paid leave is usually determined in the CLA, employment contract, or employee handbook. 

 

Time off on public holidays: what does the law say? 

Dutch law does not require employers to give employees time off on public holidays. There is also no general statutory obligation to continue paying wages when no work is performed on a public holiday. 

In practice, however, most collective labour agreements do include arrangements for this. Employees are often entitled to continued salary payment when a public holiday falls on a day they would normally work. 

It is therefore important to always check: 

• which CLA applies;  
• what has been agreed in the employment contract;  
• which internal regulations apply within the organisation.  

 

 

Working on a public holiday: entitlement to extra pay? 

Employees who work on a public holiday are not automatically entitled to additional pay. Extra compensation or allowances only apply if this has been agreed in: 

• the CLA;  
• the employment contract;  
• a company policy or employee handbook.  

Many CLAs do provide for a public holiday allowance. This often varies between 50% and 200% of the regular hourly wage. In some sectors, compensatory time off (time-for-time arrangements) also applies. 

 

Specific rules for flexible workers 

Temporary agency workers 

For temporary agency workers, the rules of the ABU or NBBU CLA apply. The right to payment during public holidays depends on the employment phase of the agency worker. 

Phase A / Phase 1-2 

Continued payment usually only applies when: 

the public holiday falls on a normal working day; and  

the agency worker was scheduled to work.  

Phase B/C or Phase 3-4 

In these phases, workers generally have more extensive rights and are more often entitled to continued payment during public holidays, similar to permanent employees. 

 

On-call workers and zero-hour contracts 

For on-call contracts, the general principle is: 

only hours actually worked are paid;  

allowances are only owed if agreed contractually or through the CLA.  

However, based on the legal presumption of working hours or consistent scheduling patterns, an obligation to continue wage payment may still arise. Employers are therefore advised to document on-call and scheduling agreements carefully. 

 

Point of attention: part-time employees 

Public holidays can create differences between full-time and part-time employees. If part-time employees systematically benefit less from paid public holidays because they do not normally work on those days, this may constitute unequal treatment based on working hours. 

Employers can prevent this by, for example: 

• applying a pro-rata compensation scheme;  
• using an annual hours model. 

 

Practical recommendations for employers 

To avoid misunderstandings and scheduling issues around Ascension Day and Pentecost, we advise employers to: 

• communicate schedules in a timely manner;  
• record agreements about allowances in writing;  
• provide clarity regarding any bridge days;  
• carefully review CLA provisions;  
• ensure equal treatment of part-time and full-time employees.  

Clear communication helps prevent disputes regarding availability, wages, and compensation. 

 

Questions about public holidays and payroll? 

The rules surrounding public holidays differ greatly depending on the sector and type of employment contract. Do you have questions about continued salary payment, allowances, or the deployment of flexible staff during Ascension Day and Pentecost?