As a catering employee, you naturally want to know if you're receiving enough salary in your bank account. In the CLA catering, you can read what the CLA salary is and what your salary should be. Want to know immediately if you're getting what you deserve? Use our 'Check your money' calculation tool and check your salary.
Payslip
Your employer is required to provide a (digital) payslip with your first salary payment and with every change. If you have a variable salary or, for example, varying (overtime) hours, your employer is obliged to give a payslip every month. Even if there are no changes, you should always receive a payslip if you request one.
Click on 'Read more' to see what is always listed on a payslip
- Your name and that of your employer.
- Gross salary and what you take home net.
- An explanation of the payment (salary, overtime, allowances in kind and hours)
- Deductions such as pension, income tax, personal contribution to health insurance and national and employee insurance premiums.
- The statutory minimum salary and the minimum holiday allowance.
- The period for which you are paid, for example, the month of May.
- The number of hours worked.
- Whether there is a written employment contract (or written addendum).
- Type of employment contract, for example, permanent or on-call worker.
Gross/net salary
Your payslip shows the amount you earn gross, and you can also see how much you pay in taxes and premiums. What you are left with is the net salary. The net salary is the amount that is ultimately deposited into your bank account.
On our website, you will find all the information about how the tax credit works exactly, allowing you to pay less tax on your earned money.
Annual Statement
In addition to your payslips, you will receive an annual statement at the end of the year. This is a summary of all the payslips you have received that year. You use this for your annual income declaration with the Tax Office.
Pay Increase from 1 January 2025
Every employee covered by the CLA catering (part A and B) will receive the same pay increase(s) applicable to the CLA hospitality from 1 January 2025.
- From 1 January 2025, everyone will receive a pay increase of 2.5%.
- From 1 July 2025, a pay increase of 1% will apply.
It is stipulated that you must never earn less than the applicable new basic salary of the job group in which you are classified.
Explanation
The increase from 1 January 2025 is based on the actual wages as of 31 December 2024. When adjusting the wages, the introduction and indexation of the statutory minimum hourly salary as of 1 January 2025 have been taken into account.
If you have already received a structural pay increase from the employer from 1 January 2024, this may be offset against the increase agreed in the CLA. However, this must not result in a negative offset. An employee can never receive a lower salary than the applicable basic salary of the job group.
The following salary agreements apply for 2025:
Job Groups I+II
The basic salary for this job group is set at the amount of the statutory minimum salary. The basic and final wages will follow the Your career of the statutory minimum salary in 2025 and 2026 (as of 1 January and 1 July each year). Contrary to the previous sentence, the final salary as of 1 January 2025 will see a one-time increase of 6.9% (job group I) and 6% (job group II) compared to the final salary applicable on 31 December 2024.
The increases also apply to employees with a salary above the respective final salary of the relevant job group. As of 1 January 2025, this means an increase of the actual salary by 2.75%.
Job Groups III to XI
As of 1 January 2025, the actual salary and the basic and final wages of these job groups will be increased by 2.5%. This increase also applies to employees with a salary above the respective final salary of the relevant job group. Contrary to the above, the basic salary of job groups III to V will be increased by the following percentages as of 1 January 2025:
- Job Group III: 5.3%;
- Job Group IV: 5.6%;
- Job Group V: 5.3%.
As of 1 July 2025, the actual salary and the basic and final wages of these job groups will be increased by 1%.
Pay Increase and Inflight
Different agreements have been made for inflight in the CLA.
Do the salary check to easily see if your salary is correct.
Job classification
Upon employment, you must be assigned to a position. This position must be stated in the employment contract. The CLA for contract catering recognises different job groups. Both operational and administrative staff are classified within these. All roles are described in the Handbook of Reference Functions for the Contract Catering Sector.
Do you fall under part B of the CLA? Then the employer uses the Handbook of Reference Functions for the Hospitality Sector for job classification.
Check the CLA catering for your salary or go directly to the calculation tool.
New salary structure and job framework
A new job framework and job evaluation system are being developed. A separate working group of specialists will be set up for this purpose. The new job framework and salary structure will align with the system of the hospitality CLA. The intended start date is 1 January 2025.
If this is not achieved by 1 January 2025 and there is no prospect of realising the new salary and job structure by 1 April 2025, then employees will be classified in the existing salary and job structure from 1 April 2025 as outlined in part B of this CLA. There is a guarantee that the employee will not suffer financially.
This does not apply to inflight.
Youth wages and non-skilled workers
If you work in contract catering, you no longer deal with youth wages. Young catering staff receive the applicable CLA salary.
Are you new to the catering industry and working in inflight? Then you will be placed on an entry-level salary scale for a maximum of the first 6 months. You can find this entry-level salary in the salary scale applicable to you. Employees receive at least the statutory minimum hourly salary for every hour worked.
Do you fall under part B of the CLA? Then different rules apply. Part B refers to a skilled worker. This is an important term as it affects your salary. You are considered a skilled worker if you meet one of the following three conditions:
- You are 18 years or older and have a recognised vocational diploma for the position;
- You have demonstrable experience hours (1,976 hours) in the position acquired on or after your 18th birthday;
- You are in job group V or higher.
If you are 20 years or older, you should receive at least the salary that corresponds to your salary scale. All salary scales can be found in the CLA catering. To find out which salary scale you belong to, check your job group. The job groups are linked to the salary scales.
If you are older than 18 but younger than 20, you are a young skilled worker. You will then receive at least the following percentage of the salary of your job group. The percentages apply from the day of your birthday.
- 20 years: 100%
- 19 years: 90%
- 18 years: 80%
Minimum salary for non-skilled workers and BBL students in catering
The wages of non-skilled workers and BBL students are linked to the statutory minimum salary. If you are a BBL student or not a skilled worker, you will receive at least the basic salary in job group I with the following CLA youth salary percentages linked to the minimum (youth) salary applicable to you. The lower BBL scale is not applied.
- 20 years: 100%
- 19 years: 90%
- 18 years: 80%
- 17 years: 60%
- 16 years: 50%
- 15 years: 40%
Download the CLA catering for all salary tables.
Your employer does not pay your wages or pays them late
When you work, you are entitled to wages. The timing of when your employer must pay your wages depends on your employment contract or CLA. If no specific agreements are in place, your wages must be paid by the last day of the month at the latest.
If you receive your wages late, email or call your employer and ask for the reason. There might have been an issue with the transfer, or your employer might be experiencing financial difficulties. During this conversation, ask if your salary can still be paid. If this does not happen, send your employer a salary claim letter or contact us.
In the case of late salary payment, you are entitled to claim a statutory increase and statutory interest for the delay. The statutory increase is 5% per day from the fourth to the eighth working day after the day the wages should have been paid. After that, you receive 1% for each subsequent working day, with a maximum of 50% of your wages. If the matter goes to court, the court can reduce the increase to a lower amount (for example, 10% or 15%). Your employer does not have to pay the increase if it can be proven that the delay was not their fault.
Is your employer late with payment and you can't resolve it yourself? Then contact us. We can help you with claiming your wages.