You’re about to graduate and start your first job. You’re entitled to holiday leave, but how many days can you take? And what exactly is holiday pay?
In Belgium, holiday entitlement and holiday pay are calculated based on how much you worked the previous year. As a new starter, you haven’t clocked up those days yet, which means the system works a bit differently for you. Fortunately, though, that doesn’t mean you have to work a full year without a few days off.
In this blog, we’ll explain step by step how holiday entitlement and holiday pay work. That way, you’ll know exactly where you stand.
Why is the situation different for recent graduates?
The Belgian annual leave system operates on a two-year cycle: the annual leave year (the year in which you work and accrue holiday entitlement) and the holiday year (the following year, in which you take that holiday).
Anyone working full-time in 2025 will be entitled to 20 days’ holiday and a full holiday pay entitlement in 2026. However, if you graduated in 2025 and started working, you will have accrued little or no entitlement for 2026 during that first year.
Fortunately, there are two schemes in place to address this.
Holiday entitlement as a new employee: what are your options?
Under 25? Then you’re entitled to a youth holiday
The Youth Holiday scheme is specifically for those who have just graduated and have not yet worked for a full year. It allows you to take up to four weeks’ holiday, even if you have not yet built up the entitlement.
Conditions
- On 31 December of the holiday service year, you are under 25
- You completed your studies in that year (mixed-mode or recognised part-time programmes also count)
- After completing your studies, you worked as an employee for at least one month. That means at least 13 days, whether or not with a single employer.
How many days?
You are entitled to a maximum of 20 days’ holiday per year. As a new employee, you may still have none, 5 or 10 days accrued. The youth holiday gives you the opportunity to top up your holiday entitlement to 20 days after all.
How much will you be paid?
For each day of youth holiday, you will receive 65% of your gross salary, paid by the RVA. There is a cap of €2,191.26 on this amount. Do you earn less than this? Then the calculation is simple: 65% of your earnings. Do you earn more? Then the RVA calculates the 65% based on that €2,191.26.
Example:
You will graduate in September 2025 and start work straight away. By 2026, you will have accrued very few holiday days through normal employment. You can top this up to 20 days through the youth holiday scheme. Your employer will pay your usual wage for the days you have actually accrued; for the youth holiday days, you will receive 65% of your gross wage via the RVA.
How do I apply?
After the first month of your youth holiday, you must submit form C103. You can do this at the RVA or via your trade union. Your employer submits the application online via e-ARS; you do not need to complete that part yourself. You have until the end of January of the year following the holiday year to submit this form. Payment will be made from May of the holiday year at the earliest.
You can find Form C103 here.
Are you 25 or over? Then you might want to look into supplementary holiday cover
If you’re over 25 when you start your first job, you’re not entitled to youth holiday leave. But there’s a solution for you too: supplementary holiday leave.
How does it work?
Before you can take any additional holiday, you must first have worked for three months, and this must be within the same calendar year. This is the qualifying period. From the last week of those three months, you are already entitled to five days’ holiday. After that, you accrue holiday entitlement in proportion to the number of hours you work.
Thanks to this scheme, you can still take up to 4 weeks’ holiday during the first 12 months of your contract, even if you haven’t yet accrued your full entitlement.
How much will you be paid?
During additional holiday leave, your employer will continue to pay your usual salary. It’s worth noting that this amount will be deducted from your holiday pay the following year. Additional holiday leave is effectively an advance on the holiday pay you will accrue later.
Example:
You will start on 1 April 2025. After 3 months (early July), you will be entitled to additional holiday leave. You can take a few days’ leave and receive your normal pay. In 2026, when your holiday pay is calculated, that advance will be deducted.
How do I apply?
You should apply to your employer for additional holiday leave. No separate form is required from the RVA.
Overview: school holidays vs. additional holidays
| |
Children’s holidays |
Additional holiday |
| Age |
Under 25 |
No age limit |
| Condition |
Completed my studies + worked for 1 month |
3-month lead-up period |
| Payer |
RVA (65% of your gross salary) |
Employer (normal pay, but this is an advance) |
| Applications |
Via form C103 + employer |
With your employer |
| Payment |
In retrospect, from May onwards in the holiday year |
During the holiday itself |
Holiday pay: what is it and how does it work for new employees?
First, let’s cover the basics: what is holiday pay?
As a white-collar worker, you are entitled to two types of holiday pay:
Single holiday pay: This is the continued payment of your wages whilst you are on holiday. Your employer will simply continue to pay you as if you were at work.
Double holiday pay: an additional amount on top of your usual pay. This is intended to cover the extra costs associated with the holiday period. It amounts to 92% of your gross monthly pay. Anyone who has worked for a full year will receive the full amount. Anyone who has worked for a shorter period will receive a proportionate share.
Example:
Suppose you have a gross monthly salary of €2,500 and you have worked for the entire reference year. Your double annual holiday pay would then amount to: €2,500 × 92% = €2,300 gross.
The double holiday pay is usually paid out in May or June. Social security contributions and tax are deducted from this amount, so the net amount is lower. You can find out exactly how this works on your payslip in our blog: How to read your payslip correctly.
The special scheme for recent graduates
As a newly qualified white-collar worker, special rules apply to your annual leave pay in your first year. If you meet the two conditions, you will be treated as if you had worked for the entire reference year, even if you only started in September or October.
Conditions for the preferential scheme:
- You are under 25 years of age
- You started work within four months of completing your studies
How is it calculated?
Your double holiday pay amounts to 92% of your gross monthly salary for March of that year.
Example:
You will graduate in June 2025 and start work in August 2025 (under 25 and within 4 months). In 2026, your gross monthly salary will be €2,200. Your double holiday pay will be €2,200 x 92% = €2,024 gross. As if you had worked for the whole of 2025.
Your holiday pay is paid out by your employer. Would you like to know more about how it is calculated? The RJV (National Annual Holiday Service) has a detailed guide with a online simulation tool.
What if you’re over 25, or started later?
In that case, the favourable scheme does not apply. You accrue holiday pay in proportion to the number of months you have actually worked during the first year.
Example:
You start on 1 September 2025 and you are over 25. You have worked for 4 months that year. In 2026, you are entitled to holiday pay for 4 out of the 12 months. With a gross salary of €2,400: €2,400 x 92% x 4/12 = €736 gross double holiday pay.
That is less than under the favourable scheme. From your second year of employment onwards, you simply accrue full entitlements.
When is the holiday pay paid out?
For office staff, this is handled by your employer:
- You will receive your one-off holiday pay when you take your holiday (your normal pay continues to be paid)
- You will receive your double holiday pay in May or June
The amount will appear on your payslip and is subject to social security contributions and payroll tax.
In summary: what do you do and when?
| When |
What |
| When you start your first job |
Check whether you are entitled to youth holiday or supplementary holiday |
| Under 25, having completed their studies |
Apply for youth holiday leave using form C103 (after the first day of the youth holiday) |
| Aged 25 or over, having worked for 3 months |
Request additional holiday from your employer |
| Early May/June following your first year |
Are you expecting your (first) double holiday pay from your employer? |
| If you have any questions about your payslip |
Please contact HR or payroll, or read our payslip blog |
In conclusion
For new entrants to the labour market, the annual leave scheme provides good safeguards. Whether you’re under or over 25, you won’t lose out on annual leave during your first year of employment.
Would you like to know exactly what your first job will offer you in terms of salary, holiday pay and other benefits? We’d be happy to help you work it out. Feel free to send us a message. 
