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Flexible working hours

The flexible working hours regulation gives you the opportunity to choose your working hours per week within certain limits.

The core of the flexible working hours regulation is the standard 38-hour working week based on an 8-hour working day. This means that with a full-time employment contract you work 5 x 8 = 40 hours per week and therefore accumulate 2 hours of compensation leave. You may use the compensation leave as follows: one half-day twice a month or one whole day once a month. The corresponding annual leave entitlement is 29 days.

If you opt for an average working week of 36 hours and you work 40 hours per week, you accrue 4 compensation hours per week. You may use the compensation leave as follows: one half-day four times per month or a whole day twice per month. The corresponding annual leave entitlement is 17 days.

If you opt for a working week of 40 hours and you work 40 hours per week, you obviously accrue no compensation leave. Your annual leave entitlement is 41 days.
 
Agreements with regard to the actual working hours are made annually between you and your manager.

Notification of choice

Your leave registration card will show the number of leave hours that you are entitled to in the standard 38-hour working week. Once a year you are allowed to opt for a 36-hour or a 40-hour working week. You submit your choice to your manager and if the manager approves, the data will be amended on your leave registration card.

The agreements apply for one year. If you did not make a selection, the standard working week with the corresponding leave entitlement applies.

Flexible working hours during absenteeism due to illness

If you are ill or occupationally disabled, the agreement on the number of hours in the working week that applied on the last day prior to the period of absenteeism remains valid.

Click here for more information about flexible working hours.