Holiday pay, travel allowance, and night shift allowance. Allowances that might sound familiar to you. In the recreation sector, there are various types of allowances.
Holiday pay
Everyone who works is entitled to holiday pay. So are you. This is paid once a year, no later than 30 June. The holiday pay in the recreation sector amounts to 8% of the salary* you have earned with your employer in the holiday year (1 June to 31 May the following year). The holiday pay is often slightly less than a gross monthly salary.
*Salary does not include allowances, any bonuses, and benefits in kind.
If you are an auxiliary worker with an all-in salary, your holiday pay is paid together with your salary.
You do pay more income tax on your holiday pay than on your regular salary! The percentage for this is determined by the Tax and Customs Administration.
Night allowance
You receive an allowance if you work night shifts. Do you work a shift where at least 5 hours fall between 22:00 and 06:00? Then you receive an allowance of 20% per hour worked between 22:00 and 06:00. You receive the night allowance in the form of time off.
You can choose to have the night allowance paid out. You are allowed to make arrangements about this with your employer.
Sunday allowance
You receive an allowance if you work on Sundays. You receive an allowance of 25% per hour worked on Sunday from 02:00 until 02:00 the following day. You can ask your employer to receive this allowance as time off. This Sunday allowance does not apply if you are a temporary worker.
Public holiday allowance
You receive compensatory time off if you work on a public holiday. Do you work on a recognised public holiday from 02:00 until 02:00 the following day? Then you are entitled to compensatory time off. You can choose to have the public holiday allowance paid out. You are allowed to make arrangements about this with your employer. This arrangement does not apply to temporary workers.
On-call allowance
You receive an allowance if you need to be reachable outside working hours (on-call duty). Are you required to be available for your employer outside your scheduled hours? Or do you have an on-call service? Then you are entitled to an on-call allowance.
Can employees at your employer's company receive an on-call allowance? Then your employer must have a realistic company policy for this. Your employer establishes this policy after consultation with the works council, employee representation, or the staff (in this order). Unless it has already been compensated in another way.
The works council or employee representation has the right to consent if your employer creates an on-call policy.
If your employer does not have a policy for an on-call allowance, then they cannot ask you to be reachable outside working hours.
Travel allowance
From 1 July 2024, a travel allowance will apply. You receive this travel allowance if you need to travel 10 kilometres or more per day from your home address to your work and from your work to your home address. You receive an allowance of €0.12 net per kilometre, up to a maximum of 40 kilometres per day.
Is there already a policy at your employer for a travel allowance? And is this allowance higher than the one mentioned above? Then you retain the right to that higher allowance.
Example: Is your one-way journey 8 kilometres? Then the total distance is 16 kilometres. You do not receive a reimbursement for the first 10 kilometres. So, you receive a reimbursement for 6 kilometres.
Clothing allowance
You receive work clothing and personal protective equipment from your employer. Work clothing that you need is provided by your employer. This also applies to personal protective equipment, such as safety shoes, hearing and eye protection. If there is a works council or employee representation active in your company, the employer will agree on a work clothing arrangement with them.