ADV days in manufacturing: rights, accrual and usage
ADV days in industry are an important employment condition for workers in the Dutch manufacturing sector. These extra days off, laid down in the CAO Metaal en Techniek, give employees the opportunity to spend more time with family or pursue personal development. In this article, we explain how many ADV days you have in industry, how they are accrued, and when you can use them.
The manufacturing industry in the Netherlands has specific ADV day arrangements that differ from other sectors. For employees in metalworking in the Netherlands, these days are a valuable addition to the regular holiday entitlement. The accrual and use of ADV days is becoming increasingly important, especially with the trends in manufacturing that encourage greater flexibility in employment conditions.
What are ADV days and why do they exist?
ADV days stand for working-hours reduction days (Arbeidsduurverkorting) and are extra days off on top of the regular holiday entitlement. These days emerged as part of negotiations between employers and trade unions to increase labour productivity and provide workers with more rest.
In manufacturing, ADV days have particular significance because the work is often physically demanding and requires concentration. The extra rest days help employees maintain their energy levels and contribute to a better work-life balance. Moreover, they support the sector's aim of offering attractive employment conditions in a competitive labour market.
The introduction of ADV days also aligns with the modernisation of industry. With industrial automation and digital transformation, the nature of work is changing, but the need for adequate rest and recovery remains important for workers in the sector.
ADV days in the CAO Metaal en Techniek
Employees under the CAO Metaal en Techniek are entitled to 13 ADV days per calendar year. This entitlement applies to all employees covered by this collective agreement, regardless of their position level or type of employment contract.
The 13 ADV days are granted at the start of the calendar year and can be used throughout that year. This number was established after extensive negotiations between employer and employee organisations and is intended to strike a balance between productivity requirements and employee well-being.
| Collective agreement sector | Number of ADV days | Accrual per month | Maximum per year |
|---|---|---|---|
| CAO Metaal en Techniek | 13 days | 1.08 days | 13 days |
| Fully continuous shifts | More than 13 | Variable | Depending on shift schedule |
| Part-time (pro rata) | Pro rata | Proportional | Maximum 13 days |
Accrual of ADV days during employment
ADV days are accrued throughout the calendar year at approximately 1.08 days per month. Over a full year of service, this means that employees have accrued the full entitlement of 13 days by the end of December.
For new employees who join during the year, the number of ADV days is calculated proportionally. Someone who starts in April, for example, accrues around 9.7 ADV days from April to December. This pro rata calculation ensures that all employees are treated fairly, regardless of their start date.
Part-time employees accrue ADV days in proportion to their working hours. Someone working half-time therefore receives 6.5 ADV days per year. These arrangements align with the increasing flexibility of employment forms in modern industry.
Fully continuous shifts and extra ADV days
Employees working in fully continuous shifts are entitled to more than the standard 13 ADV days. This is compensation for the more demanding working conditions and irregular hours that come with this type of work.
Fully continuous shifts are characterised by 24/7 operations, with employees working in rotating shifts that also cover nights, weekends and public holidays. The extra ADV days acknowledge the impact this has on employees' personal lives and health.
The exact number of extra ADV days for fully continuous shifts is determined by specific agreements in the collective agreement and may vary depending on the type of shift schedule. Usually it involves 2-4 extra days on top of the standard 13 ADV days.
When and how to use ADV days
ADV days can be used throughout the calendar year, provided this is done in consultation with the employer. Using these days usually requires some planning to safeguard business continuity.
Many companies operate a request procedure whereby employees must apply for their ADV days a few weeks in advance. This gives the employer the opportunity to address any staffing shortages and ensures smooth business operations.
ADV days can be used both individually and collectively. Some companies choose to schedule certain ADV days collectively, for example around the Christmas holidays or during quiet production periods. This collective use can be beneficial for both employees and employers.
| Usage option | Conditions | Planning | Approval |
|---|---|---|---|
| Individual days | Consultation with employer | 2-4 weeks in advance | Business interest |
| Consecutive period | Early request | 1-3 months in advance | Replacement arranged |
| Collective use | Company decision | Annual planning | Automatic |
| Emergencies | Special circumstances | Immediate | Arranged afterwards |
Payment and carry-over of ADV days
In principle, ADV days cannot be paid out and cannot be carried over to the next calendar year. This restriction is laid down in the collective agreement to ensure that the days are actually used for rest and recovery.
There is, however, one important exception to the rule that ADV days cannot be paid out: upon termination of employment. When an employee leaves and still has unused ADV days, these are paid out as part of the final settlement. Payment is based on the employee's daily wage.
For employers, it is important to encourage employees to take their ADV days during the year. Not only because of the potential payment obligation upon departure, but also because well-rested employees are more productive and less prone to illness.
Differences between ADV days and holiday days
ADV days differ from regular holiday days in terms of specific usage conditions and a different legal status. While holiday days are a statutory right, ADV days are a collective agreement arrangement that comes on top of the minimum holiday entitlement.
Holiday days can often be carried over to the following year and have a longer expiry period. ADV days, by contrast, expire at the end of the calendar year, which encourages employees to use them in good time.
Another difference lies in usability: with ADV days, employers often have more scope to refuse their use for business-economic reasons, whereas the threshold for refusing holiday days is higher. This makes ADV days a more flexible instrument for both employees and employers.
Impact of ADV days on business operations
For companies in manufacturing, ADV days present both challenges and benefits for business operations. The challenge lies mainly in planning sufficient staff when several employees want to take their ADV days at the same time.
On the other hand, ADV days contribute to employee satisfaction and can help attract and retain talent. In a tight labour market, good employment conditions, including generous ADV arrangements, are an important competitive advantage.
Many companies develop smart planning systems to better manage the use of ADV days. This can range from digital request tools to annual planning rounds in which employees can indicate their preferred ADV days.
How do I accrue ADV days as a new employee?
As a new employee under the CAO Metaal en Techniek, you start accruing ADV days immediately from your first working day. You accrue approximately 1.08 ADV days per month worked. If, for example, you start on 1 March, you will be entitled to around 10.8 ADV days by the end of the year. The accrued number is rounded up, so you receive 11 full ADV days.
Can I save my ADV days for the next year?
No, ADV days cannot be saved or carried over to the next calendar year. They automatically expire on 31 December of the year in which they were accrued. This is a deliberate choice in the collective agreement to encourage employees to actually take rest. The only exception is when your employment ends – in that case, unused ADV days are paid out.
What happens to my ADV days when I am ill?
If you fall ill during a scheduled ADV day, that day is not deducted from your ADV balance. Instead, the day is recorded as a sick day. You do have to report your illness according to your employer's normal procedure. After recovery, you can reschedule the ADV day. This arrangement prevents employees from losing their well-deserved rest due to circumstances beyond their control.
Are there restrictions on when I can take ADV days?
Yes, the use of ADV days must be arranged in consultation with your employer and must not jeopardise business operations. Employers may refuse requests during busy production periods, in the event of staff shortages, or for other business-economic reasons. It is wise to request your ADV days well in advance and to take account of peak periods in your company. Collective ADV days scheduled by the company are mandatory for all employees.
Do I get more ADV days for overtime or extra hours?
No, the number of ADV days is fixed at 13 per year under the CAO Metaal en Techniek, regardless of the number of overtime hours worked. Overtime is compensated through overtime pay or time off in lieu, but does not result in extra ADV days. However, employees working in fully continuous shifts are entitled to more than 13 ADV days due to the more demanding working conditions, but this is linked to the type of employment and not to individual overtime.
How does the ADV arrangement work for part-time work?
Part-time employees accrue ADV days in proportion to their working hours. If, for example, you work 50% of full-time hours, you receive 6.5 ADV days per year. Accrual takes place monthly, proportional to your hours worked. When taking an ADV day, you deduct the number of hours you would normally work on that day. For a 4-day working week, this means that one ADV day equals the hours of one working day.
What is the difference between ADV days and rostered days off?
ADV days are extra days off on top of your regular holiday entitlement, while rostered days off result from your work schedule (for example, with a 4-day working week). Rostered days off are structurally built into your working pattern, whereas ADV days can be used flexibly. ADV days expire at the end of the year, whereas rostered days off are part of your contractual working hours. In fully continuous shifts, both systems can exist side by side.
Can my employer require me to take ADV days?
Yes, your employer can decide on the collective use of ADV days, for example during company holidays or in quiet production periods. This must, however, be reasonable and communicated with some advance notice. Individual ADV days can only be used at your own request. If your employer schedules collective ADV days, this must apply to all employees covered by the same arrangement. The decision to use ADV days collectively is usually made for business-economic reasons or to accommodate peaks and troughs in production.
ADV days are a valuable part of the employment conditions in the Dutch manufacturing industry. With 13 days per year under the CAO Metaal en Techniek, they give employees the opportunity for extra rest and relaxation. Using these days in good time and strategically contributes to a better work-life balance and can help prevent stress and exhaustion. For employers, ADV days are an instrument for retaining talent and increasing employee satisfaction.
Listen also to the Podcast on Manufacturing — new insights from industry every week.