CLA hospitality

If you are not yet a skilled worker* or a BBL student, you must earn at least the statutory minimum salary applicable to you. The statutory minimum salary is set by the legislator twice a year, on 1 January and 1 July each year.

If you are a skilled worker*, you must be classified into a job grade and earn at least the salary associated with that job grade. 

Download the CLA hospitality for all salary scales. Or use our ‘Check your money’ calculator and instantly know if you’re getting what you’re entitled to!

*You are a skilled worker if you are 18 years or older and meet one of the following three conditions:

• You have completed at least 1,976 hours of experience in the same role on or after your 18th birthday;
• You have a recognised vocational diploma;
• You are in job grade 5 or higher.

The net salary is the amount deposited into your account at the end of the month. The difference between your gross salary and your net salary depends on various factors. In our calculation tool, you can easily calculate your gross salary and see if you are earning enough. Find out immediately with the hospitality calculation tool.

The Updates CLA hospitality came into effect on 1 January 2025 and is still active until 31 December 2026. The CLA hospitality has a duration of two years.

If you work full-time (38 hours per week), you accumulate 190 annual leave hours per year (0.096 leave accrual x 52 weeks x 38 hours per week). Converted to days, this amounts to 25 days (20 statutory and 5 additional days).

A temporary contract can become a permanent contract if you have been employed by your employer for more than three years. With a fourth contract extension, you are also entitled to a permanent contract.

Yes, the hospitality sector has its own CLA. This has been established for a period of two years. The CLA hospitality applies to all hospitality employers affiliated with KHN or if it is included in your employment contract.

Only if your employer is affiliated with KHN or if it is included in your employment contract. The CLA has not yet been declared universally binding.

Your employer determines a position by creating a description of your key tasks and responsibilities. He then compares this with the positions listed in the Handbook Reference Functions Hospitality. The position is linked to a salary scale, a job group, from the hospitality CLA. Below are some examples:

Job Group 2
Housekeeping Staff I (dishwasher)                                                                                             
Assistant Cook (kitchen helper)                                                                                   

Job Group 3
Housekeeping Staff II (room maintenance staff)
Service Staff                                                                    
Fast Service Staff

Job Group 4                                                                   
Barkeeper 
Cook
Front Office Staff

Job Group 5
All-round Service Staff                                                         
Housekeeping Manager                                                                                             
Host/Hostess
Independently Working Cook

Job Group 6
Business Manager (small hospitality business)                                                
Service Manager
Technical Service Staff

Job Group 7
Sous Chef                                                                                       

Job Group 8
Business Manager (medium-sized hospitality business)                                      
Head Chef
Head of Front Office

Job Group 11
General Manager (large hospitality business)                                                      

Always check if you are classified in the correct job group. You can check the job group in the employment contract. Can't figure it out? Then ask your employer in which reference function and job group you are classified.

The job group determines what you should earn at a minimum. Do you want to know if your salary is correct? Then go to our calculation tool to calculate this. 

If you have been employed for 12 months or longer at the time of the collective salary increase, you are entitled to the following salary increases:

• As of 1 January 2025, everyone is entitled to a 2.5% salary increase. So even if you are above scale*, you are entitled to this increase.
• As of 1 July 2025, all within scale** employees are entitled to a 1% salary increase.
• As of 1 January 2026, everyone is entitled to a 2.5% salary increase. So even if you are above scale, you are entitled to this increase. 

This means that you should never earn less than the applicable new base salary of the job grade you are classified in.

Note: the above agreements do not apply to job grades 1 and 2. These job grades will be merged and will follow the increases of the statutory minimum salary. This means that as of 1 January 2025, the salaries in these job grades (also for above scale*) will be increased by 2.75%. The increases as of 1 July 2025, 1 January 2026, and 1 July 2026 are not yet known.

*Above scale means that on 31 December 2024 or 31 December 2025 you earn more than the final salary of your job grade.

**Within scale means that on 30 June 2025 you have a salary equal to the base salary as of 1 July 2025 or higher but not more than the final salary of your job grade. 

Are you not yet a skilled worker or are you a BBL student? Then your salary is linked to the statutory minimum salary. The statutory minimum salary is set by the legislator twice a year. On 1 January and on 1 July of each year. In that case, refer to the table for non-skilled workers/BBL students in the CLA.

To be eligible for a pay rise, you must have been employed for at least 12 months at the time of the collective pay increase.

Note: If your salary is lower than the new basic salary, your pay will be topped up to the new basic salary. 

If you are not yet a skilled worker or a BBL student, you must earn at least the statutory minimum salary applicable to you.

Has your employer given an additional structural pay rise outside the CLA in the year 2024? Then they can offset this with the CLA pay rise(s) in 2025. This also applies to agreements your employer has already made with you for a pay rise in 2025. This pay rise may be offset against the percentage of the CLA pay rise on 1 January 2025 and/or 1 July 2025. 

Has your employer already made an agreement with you for a pay rise in 2026? Then this pay rise may be offset against the percentage of the CLA pay rise on 1 January 2026.

Note: an offset must never result in a negative offset.

The CLA hospitality 2024 did not include agreements about promotion, which led to uncertainties. Therefore, we have made an agreement about this in the CLA 2025/2026.

When you are promoted to a higher position, you will be placed in the new job grade associated with the company role where your employer has assigned you based on art. 4.1. Your actual salary* will be increased by at least 1%. You will receive this increase from the next salary payment after your promotion. You must never earn less than the basic salary of the new job grade in which you are placed.

*The actual salary is the real amount you receive for your work, excluding any allowances, bonuses, or other extras.

The CLA agreement on a periodic increase of 2% per year remains in effect under the same conditions (art. 4.11). However, the CLA clarifies that this concerns performance-based pay based on evaluation (art. 4.5) and that the employer has the option to deviate from this arrangement with the consent of the statutory employee representation. This gives employers more flexibility to implement their own remuneration policy.

What is further important is that the salary structure will be guiding from 1 January 2025, and as an employee, you will no longer be required to be placed in a periodic increment.

You will receive a minimum internship allowance of €400 gross per month for a full-time internship week (5 days per week). If you do fewer days per week, you will receive a proportionate amount: 

• One-day internship week: €80
• Two-day internship week: €160
• Three-day internship week: €240
• Four-day internship week: €320
• Five-day internship week: €400 

Note: this only applies if the internship is part of a higher professional education (HBO) or secondary vocational education (MBO) programme.

Part-timers who, at the end of the reference period, have worked more hours at their employer's request than agreed, accrue additional hours (article 2.12 paragraph 6). The CLA stipulates that additional hours must be compensated with time off within 3 months after the end of the reference period. If this is not possible or only partially possible, the (remaining) time-for-time hours must be paid out no later than the following month.

Part-timers accrue holiday rights over additional hours. Holiday rights consist of holiday hours and holiday pay.

The rule about payment also applies to overtime that has not been or has only partially been compensated with time off. Overtime occurs, among other things, when you work more than the full-time annual hours norm (of 1,976 hours).

The reference period is equal to the calendar year or the holiday year according to the CLA hospitality. If the employer uses a reference period of a calendar year, then additional hours or overtime hours from 2024 that have not been compensated by 31 March 2025 must be paid out in April 2025.

In the new CLA, a limit has been set on overtime and additional work that an employee can be required to perform. 

If you work part-time, the following applies: Your employer cannot require you to work more than 10% additional hours within the reference period, based on the agreed working hours per reference period. If the total number of additional hours worked exceeds this, you may refuse a request for additional hours.

For employment contracts with a scope of less than 1,040 hours per reference period, a different maximum of 104 hours of additional work applies. If the total number of additional hours exceeds this, you may refuse a request for additional hours. You are not obliged to work, but you may choose to do so.

If you work full-time, this applies: From 2,174 hours (10% above the full-time annual hours standard of 1,976 hours), you may refuse overtime. You are not obliged to work, but you may choose to do so.

Yes, except for the first day of illness (waiting day). After that, in the first year of illness, you receive 95% of your salary (and at least the statutory minimum salary). In the second year of illness, this becomes 75% of your salary. Even if your employment contract states that the contract will not be extended in advance (so-called 'advance notice'), the employer must continue to pay the aforementioned percentages during illness.

If you are ill in the month prior to the end of the employment and the illness is reported after the termination of the employment contract or after the advance notice of the employment contract (whether or not it is extended), the employer continues to pay 70% of your salary.