Short-Term Care Leave in Rijswijk
Employees in Rijswijk can access the legal provision for **short-term care leave**, allowing them to take up to two consecutive workdays off twice a year for urgent care of a sick family member or close relative. This measure supports the work-life balance in the local community—where unexpected situations, such as those faced by the Municipality of Rijswijk or regional employers, are common—and provides financial support during such critical moments.
What Does Short-Term Care Leave Entail for Rijswijk Employees?
Short-term care leave is specifically designed for sudden and urgent care needs involving loved ones. Unlike emergency leave (which covers personal crises), this leave focuses on caregiving responsibilities. In a city like Rijswijk, where the number of informal caregivers is growing among residents, this regulation helps bridge work and family support—especially as families increasingly rely on each other for assistance.
The maximum duration is **four workdays per year**, split into two separate two-day periods. This leave is **paid**, meaning you receive your full salary. It is an **inalienable right**; employers in Rijswijk cannot refuse it if you meet the requirements.
Legal Basis
The rules for **short-term care leave** are outlined in the **Dutch Care and Work Act (Wet arbeid en zorg, WAZO)**, incorporated into Book 7 of the Dutch Civil Code (BW). Key articles include:
- Article 7:673(1) BW: Establishes the right to 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: Guarantees full salary payment equivalent to your usual income during the leave.
Active since 2006 and later improved for better accessibility, this law applies to all Rijswijk employees under contract—such as those working for local businesses, staffing agencies, or on-call workers—but **not** to self-employed individuals (zzp'ers). For additional information on short- and long-term care leave, see our comprehensive overview.
Eligibility and How to Arrange It in Rijswijk
To qualify for **short-term care leave** in Rijswijk, you must meet the following criteria:
- The care must be **urgent and unexpected**, such as an emergency hospital admission at a local facility or a sudden health crisis.
- It must involve a **close relative**, including a partner, child, parent, in-law, or cohabitant (as defined in Article 7:673 BW).
- Notify your employer **as soon as possible**, ideally before starting your shift. While proof is not required, it may be helpful in case of disputes—The Legal Helpdesk Rijswijk can provide guidance.
The process is straightforward: inform your employer by phone or email. While employers cannot deny the request, they may ask for clarification to confirm the urgency of the care. For longer durations, you can transition to **long-term care leave** or explore alternative arrangements.
Rights and Obligations
As a Rijswijk employee, you are entitled to:
- Full pay continuation: Complete salary, including bonuses, for the leave period.
- Protection against dismissal: Requesting leave cannot result in termination or disadvantages.
- Flexible day selection: As long as you stay within the annual limit.
Your obligations include:
- Notifying your employer **as early as possible** to minimize workplace disruptions.
- Using the leave **only for its intended purpose**; misuse may have consequences.
- Cooperating with solutions if the leave disrupts your employer’s operations in Rijswijk—though refusal is not permitted.
In case of disputes, the **District Court of Rijswijk** intervenes: employers who deny leave without justification may face fines or compensation orders from the judge.
Practical Examples from Rijswijk
For instance, if your father from **Rijswijk-Zuid** suffers a sudden fall and is hospitalized, you can take **two days of short-term care leave** to support him, arrange follow-up care, and coordinate assistance from the **Municipality of Rijswijk**. Your salary continues, and you inform your employer that morning.
Or: your child at a **Rijswijk school** develops a sudden fever and needs to see the doctor. You use **one day of leave** for childcare, as local facilities are fully booked. Later in the year, after your partner’s surgery, you take the second two-day period for recovery support.
These examples illustrate how the regulation assists local caregivers without causing major work disruptions.
Comparison with Other Leave Options
Below is a comparison of **short-term care leave** with related leave types:
| Leave Type | Duration | Paid | Purpose | Legal Basis |
|---|---|---|---|---|
| Short-Term Care Leave | Max. 4 days/year (2x2) | Yes, full pay | Urgent care for close relatives | Art. 7:673 BW |
| Emergency Leave | No fixed duration, reasonable | Yes, full pay | Unexpected personal matters | 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 dedicated article.
Frequently Asked Questions
Can I take short-term care leave for a pet?
No, this leave is exclusively for close relatives such as family members or cohabitants—not for pets. For Rijswijk-specific advice, contact The Legal Helpdesk Rijswijk.