The Vacation Ordinance establishes the minimum number of vacation days that an employee is allowed to each year of work with the same company. Every employee is entitled to at least three times the contractual number of working days per week in vacation days, with the understanding that a six-day-a-week employee is entitled to at least fifteen vacation days per year.

During a vacation, an employee is still entitled to receive his or her income. However, a vacation allowance is not required. Furthermore, the employee is entitled to receive his income during (official) national holidays.

Aruba recognizes the following days as public holidays:

New Year's Day

G.F. Betico Croes Day

Carnival

National Anthem and Flag Day

Good Friday

Easter Monday

King's Day

Ascension Day

Christmas Day

Boxing Day

In the event that an employee is unable to execute his or her duties owing to illness (that was not caused by the employee), the employer is required to pay the employee's wage in full for a reasonable amount of time (unless otherwise stipulated in the labor agreement).

When an employee is on maternity or pregnancy leave, she is entitled to receive 100% of her salary. Pregnancy leave can be taken two to six weeks before the expected due date, and maternity leave can be taken for eight to twelve weeks after the employee gives birth. In any case, the total amount of time on leave (including both pregnancy and maternity leave) must be at least fourteen weeks.

There is no statutory paternity leave in Aruba.

Beside the mentioned terms for maternity leave, Aruba does not have any other provisions in the law regarding parental leave.

There is no legal stipulation granting the employee a specific amount of time for permitted leave in other situations (such as weddings, funerals, childbirth (fathers), and personal leave). However, unless otherwise agreed, an employee is entitled to his or her wages for a reasonable period of time if the employee was unable to work during that time due to I the fulfillment of a legal or governmental obligation that could not be fulfilled in the employee's free time, or (ii) special circumstances that were not caused by the employee's fault.