The possibility to balance work and eldercare in the Netherlands is determined by legal and institutional factors (such as special employment entitlements for a career in the form of leaves and a flexible working arrangement). In our paper we compare the Dutch legislation in this field with the HRM practice of four Dutch public and private (non-profit and for-profit) organizations. The aim is to check what kind of workplace eldercare assistance is provided by the organizations and what forms are applied due to legal regulations and what goes beyond these regulations and why. The results show that the relationship between employer and employee is based on mutual trust. Dutch employers are – as far as circumstances permit – more generous in practice than the specific legislation requires, mainly due to the minimum rights in the legislation. A reason for the generosity is self-interest. The Dutch regulation of sick pay can be seen as an incentive to prevent sickness as it obliges employers to continue paying the wages during sickness for a long period. Moreover, they want to build loyalty and motivation among their employees by developing a form of corporate social responsibility.