The CLA recreation is the collective labour agreement for employees and employers in the recreation sector. This CLA is valid from 1 January 2024 to 31 December 2025. In this CLA, agreements are made regarding employment conditions such as salary, working hours, holidays, pension, and allowances. The CLA serves as a guideline for all companies within the recreation industry and provides clarity and security for employees and employers.
Important changes compared to the recreation CLA 2022-2023
- A duration of the CLA from 1 January 2024 to 31 December 2025.
- The extent of the salary increase varies per job group. The amounts in the salary structure have been increased by a total of 10.5 to 12.5%.
Company-specific CLAs and social plans
Who does the CLA apply to?
The recreation CLA applies to employees and employers in the recreation sector, including:
- Holiday and bungalow parks
- Employees in supportive roles within the recreation sector
Do you work in a zoo, playground, swimming pool, or museum? Then different CLAs apply.
- Zoos
- Day recreation such as playgrounds, swimming pools, and museums
What is included in the recreation CLA 2024-2025?
The latest CLA contains all the agreements applicable to employees and employers in the recreation sector. In this new CLA, important themes such as salary increases, working hours, and leave rights are re-established.
Recreation CLA at a glance
- A 2-year CLA
- Increase in youth wages scale 1 Jan 2024 (derived from 100% WML):
- 20 years: 85%
- 19 years: 75%
- 18 years: 70%
- 17 years and younger: 65%
- Minimum travel allowance: 10-40 km €0.12 per km from 1 July 2024
- A broad protocol provision on the salary structure covering topics such as levelling maximum scale differences, freedom of choice in increments, future salary structure with increasing WML, salary structure in hospitality (and pension fund perspective), and introduction of a new job classification system. This provision will be completed in 2024.
Specific CLAs within the recreation sector
Within the recreation sector, different CLAs apply to specific sub-areas. For zoos, the Zoo CLA is applicable, while for day recreation companies such as playgrounds and museums, the day recreation CLA applies. Swimming pools fall under the Swimming Pools CLA (concluded by the FNV), which contains specific agreements about working hours and allowances for irregular shifts.
Is the recreation CLA generally binding?
Yes, the recreation CLA is generally binding (AVV). This means that the agreements in the CLA apply to all employers and employees in the recreation sector, even if an employer or employee is not a member of an employers' organisation or union involved in concluding the CLA. As a result, the employment conditions in the CLA are legally binding for the entire sector, ensuring equal employment conditions for everyone working within the recreation industry.