Knowledge

In the catering sector, we are not standing still. It may seem that way because the news sometimes takes a while to arrive. That's why we would like to share what has happened since the new year. The CLA parties, including us, are currently working on the new CLA texts. That may sound simple, but every change must be carefully coordinated between the different parties. In addition to these tasks, we answer questions from members, visit companies, and prepare for new discussions with employers. In the negotiation result, it was agreed that we would sit down together again as soon as possible in the new year. These discussions will focus on the future of the CLA catering. We will also discuss the proposed transition of some employers to the CLA hospitality and how we can continue to safeguard the Updates working conditions for employees. You might be thinking: it's already mid-March. That's correct. Therefore, we have already invited employers to start the discussions shortly. Many employers have already responded, and we are now scheduling the first meetings. Fortunately, in previous rounds of talks, we have already discussed wishes and expectations for 2027. So, we are not starting entirely from scratch. In the coming period, we expect to be able to tell you more about the progress. We will do this through our online channels, but also by visiting the workplace. Do you and your colleagues need an explanation at your workplace? Please feel free to invite us via bestuurders@dehorecabond.nl. See you soon! Regards,  Annemieke Jacobs Union officer catering and recreation 

View all information about the FNV Tax Service on the FNV website.

In the CLA hospitality 2024, the scope has been adjusted. The scope concerns whom the CLA applies to. Together with social partners (CNV and KHN), we found this adjustment necessary. We want a fair playing field in the hospitality sector. Employers should not compete with each other on employment conditions. Good employment conditions make the hospitality sector more attractive to work in (and stay). What was it like before the adjustment? In hospitality, there is the CLA hospitality as well as the CLA of the Dutch Hospitality Guild (NHG CLA). The employment conditions in the NHG CLA are less favourable than in the CLA hospitality. Both CLAs could coexist. That is still possible, but there is now an important change. Check for a comparison. What has changed? If an employer is affiliated with NHG, they must first apply for dispensation from the parties of the CLA hospitality. With a dispensation request, the employer asks for (partial) exemption from the CLA hospitality. Such a request must meet conditions. An important condition is that the other CLA has at least equally good employment conditions as the CLA hospitality. Does your employer get dispensation? Then they do not need to apply the CLA hospitality. Do they not get dispensation? Then they must apply the CLA hospitality. The CLA hospitality is generally binding until 31 December 2026. This means that this CLA applies to almost all hospitality businesses in the Netherlands, including NHG businesses. NHG disagrees with this NHG disagrees with this adjustment. They believe they should be able to continue applying their own CLA without the permission of the CLA parties in hospitality. They find this contrary to various legislation and international treaties. It would infringe on their contractual freedom to conclude a CLA. Additionally, they believe that the companies affiliated with NHG are distinct from those under the CLA hospitality (mainly small hospitality businesses), making the application of the CLA hospitality difficult for them and not suitable, and therefore should not be required of them. NHG has therefore: not applied for dispensation from the CLA parties submitted a request to the Ministry of Social Affairs and Employment (SZW) They did this for both the CLA hospitality 2024 and the CLA hospitality 2025/2026. Court ruling SZW rejected NHG's request for dispensation for the CLA hospitality 2024. NHG first objected and then appealed against this. On 17 December 2025, the Amsterdam court declared the appeal unfounded. This means that NHG was also ruled against by the court. The court finds that SZW rightly rejected NHG's objection. NHG can still appeal this decision until 29 January. What does this mean for the sector? This ruling is important. The agreements in the CLA hospitality remain in place. And the principle of a fair playing field and preventing competition on employment conditions does too. At De Horecabond, we find it important that there is a clear minimum for employment conditions. For us, that minimum is the CLA hospitality. The CLA hospitality is a minimum CLA, you can always make better agreements with your employer, but not worse. What happens next? NHG's dispensation request for the CLA hospitality 2025/2026 has also been rejected by SZW. NHG has objected to this again. That procedure is ongoing. Because the court has already made a clear ruling, we have confidence in a good outcome. Marlotte FerougeUnion representative hospitality

In the CLA hospitality 2025-2026, improved agreements have been made regarding overtime and its compensation. How did it work again and what has changed? In hospitality, we work with an annual hours system. You agree with your employer on the number of hours you need to work annually, but the allocation and distribution of these hours throughout the year can vary. For example, you often work more during the busy summer period and holidays than in quieter periods. The number of hours you must work annually is determined per reference period. This is a period of 12 consecutive months. This period is usually the same as a calendar year or holiday year. Your employer may apply a different 12-month period, but it must apply to all your colleagues and be stated in your employment contract. The normal working time in hospitality is 1,976 hours per reference period and is based on an average working duration of 38 hours per week (full-time). During this period, your employer can add and subtract hours. At the end of the reference period, your employer then balances the hours.

At the end of the year, I always take a moment to reflect. Not just on the figures or the agreements, but especially on the people who matter. The people who make a difference every day in hospitality, catering, and recreation. Colleagues who work with pleasure, sometimes under pressure and facing challenges, but always with dedication and passion for the profession. 2025 was a remarkable year for De Horecabond. It was the first full year as De Horecabond. A new name, but above all, a conscious choice to be clear about who we are and what we stand for. And looking back, I can say: that choice has made us stronger. We are more visible than ever. Increasingly, I hear from employees: “I didn’t know you existed, but now I do.” That touches me because it shows that we reach people at moments that matter. What also gives me a lot of energy is the growth of young members. Young people who consciously choose to organise themselves, ask questions, and make their voices heard. They show that standing strong together is anything but outdated, but rather urgently needed! Their involvement confirms that De Horecabond has a future, and that we shape that future together. The fact that we need each other is perhaps most evident in the CLA processes. They are not easy. A good CLA doesn’t come automatically and requires perseverance, clear choices, and a strong support base. It is precisely then that you see how important it is to move forward together. The more people stand behind us, the stronger we are at the table. Solidarity is not an abstract concept; it really makes a difference. That standing strong together pays off, we also see with the transition to the new pension system as of 1 January 2026. A significant change, for which hard work has been done. For many workers, this transition results positively, and pensioners notice it directly in their wallets. Such results are only possible with the joint efforts of members, cadre members, and colleagues within the union. This year too, our staff were ready for members who needed us. Sometimes with a quick question, sometimes in difficult situations. Behind every question is a story, and behind every story is a person. That remains the core of our work for me. And then there are the holidays. For many, a time of rest and togetherness. But I also know that for many colleagues in our sector, this is the busiest time of the year. While others enjoy, you are ready. Thank you. Your dedication deserves appreciation, today and every day. During this period, our Christmas campaign ‘member recruits member’ is also running. A campaign that beautifully shows what we stand for: bringing each other along and making each other stronger. Are you satisfied with what De Horecabond means to you? Then invite a colleague to also become a member. Together you stand stronger, and together we can achieve more. As I look forward to the new year, I do so with confidence. We continue to work on good working conditions, fair pay, and a sector where people want to continue working. But above all, we continue to build a union that is visible, remains close, and stands by your side. I wish everyone happy holidays. Whether you are off or working, with family or with colleagues: take good care of each other. And know that De Horecabond is ready for you in the new year too. With pride and gratitude, Edwin VlekChairman De Horecabond  

On Thursday, 4 December, we finally sat down with HISWA-RECRON and CNV for the CLA negotiations. Employers previously wanted to hit the pause button, but for recreation workers who work daily under high pressure and rising costs, a pause is not an option. That’s why we continue to press for progress. Why it needs to happen now The concerns in the sector are significant, for both employers and employees. Employers are worried about higher costs due to VAT increases, salary rises, and new legislation. At the same time, we hear a clear and recognisable story on the work floor: remuneration is lagging work pressure is increasing staff shortages are growing only 29% are satisfied with the Updates employment conditions many employees doubt whether they can sustain this work. Employers also acknowledge that things cannot continue like this. As one of them said: “We invest in recruitment and image, but do nothing about employment conditions. Other sectors are already ahead.” The reality is that employees are already under pressure today. Stagnation means the situation will only worsen further. What we have proposed We presented the key findings of our CLA survey. Employees clearly indicate that they need recognition, rest, and fair remuneration. With inflation at 3.1% and structurally high work pressure, doing nothing is not an option. Therefore, we emphasised: that visible steps are needed by 1 January 2026 that temporary solutions are discussable, but only with clear agreements that anything agreed later must apply retroactively. We remain willing to think along, but understanding must come from both sides. Next step HISWA-RECRON will now seek approval (mandate) from their members. We expect clarity before the end of the year. 

Next month, there are more holidays coming up. If you work in hospitality, there's a good chance you'll need to work during these times, such as the upcoming Christmas holidays, but also on King's Day, Ascension Day, and Pentecost. Does this actually bring any extra benefits? It might. In the CLA, there are compensation arrangements for working during recognised holidays. CLA hospitality Recognised holidays are not extra paid days off (like an annual leave day, for example). In the CLA hospitality, there is an additional compensation if you actually work during the holidays. Initially, you receive compensation in the form of time off. Your employer is obliged to compensate this time off within the three months following the respective recognised holiday. If this is not achieved within this three-month period, then you are entitled to payment for the hours worked on a holiday with a 50% surcharge on your gross hourly salary. If the holiday falls on your standard rostered day off or if the business is closed on the holiday, you will not receive compensation. If the holiday falls on your (standard) working day but you do not work because the business is closed, you do not accumulate negative hours and are therefore paid for the day off. Recognised CLA hospitality holidays are: New Year's Day, Easter Sunday and Monday, King's Day (in 2025 on April 26), Ascension Day, Pentecost Sunday and Monday, and Christmas Day and Boxing Day. NOTE: The holiday compensation only applies to skilled workers. Whether you are a skilled worker must be stated in your employment contract.  CLA catering If you are covered by part A of the CLA, the following applies to you:Do you work on a recognised holiday? Then you receive compensation based on the Irregular Hours Matrix applicable to you, increased by a 100% compensation. This compensation is given as much as possible in the form of time off. The period for this runs from 2 weeks before to 6 weeks after the month in which the holiday falls.  And what about the saved hours? In the calculation of saved hours, recognised holidays are included. If a holiday falls on a day you normally work, you do not need to use your saved hours. This applies to holidays that fall during a holiday closure as well as those outside of it. Recognised holidays according to the CLA catering part A are: New Year's Day, Easter Sunday and Monday, King's Day (in 2025 on April 26), May 5 every 5 years (first in 2025), Ascension Day, Pentecost Sunday and Monday, Christmas Day and Boxing Day. If you are covered by part B, the same agreements as in the CLA hospitality apply to you. 

At work, you want to feel safe and comfortable. Your employer is responsible for ensuring this. But what if there is a camera on the work floor? Is that allowed just like that? And what about your privacy? We will explain it to you. Privacy is important at work too Your employer must treat you properly as an employee. This also means respecting your privacy. You should be able to do your job without feeling like you are constantly being watched. When is camera surveillance allowed? Camera surveillance is permitted, but only under certain conditions. There must be a valid reason. Consider, for example: Preventing theft Protecting staff or guests Preventing unsafe situations But even then, it is not allowed just like that. What are the rules for camera surveillance? Significant interestThere must be a serious reason. Not just ‘for safety’s sake’. Privacy mattersYour right to privacy must be considered. Minimal intrusionThe cameras must not capture more than necessary. No cameras in changing rooms or toilets. No soundAudio recordings are prohibited. Last resortCamera surveillance is only allowed if other solutions do not work. Clear informationYou and guests must be aware that cameras are present. This can be done, for example, with a sign at the entrance. What can the footage be used for? The footage may only be used for the purpose for which it was recorded. Consider investigating a theft. It must not be used to check if you are doing your job properly. What can you do if in doubt? Do you think your employer is not following the rules properly? Discuss this with your colleagues and talk to your employer together. If you cannot resolve it, you can file a complaint with the Data Protection Authority.

In recent weeks, we have talked a lot about the future of the catering sector. With the termination of employers at the employers' association Veneca and various wishes among employers, the search for consensus continues. We are still looking for where employers' and employees' associations can find common ground. For this, we have received a mandate from the CLA committee. Within that mandate, we are seeking a solution that does justice to the hard work of our members. I will be honest: this is not easy. But we keep going. With the trust of our members, we are taking steps towards a CLA that is as widely supported as possible and is good for the people in the sector. It is great that the unions are aligned on this. At the moment, the discussions are still informal. The step towards formal consultation is approaching. For this, it is important that more employers take responsibility and come to the table. What can you do? Talk to your works council and ask your questions. Ask your employer to come to the table. Read our FAQ and share the information with your colleagues. We will keep you updated as new steps are taken. Together we make the difference.Regards,  Annemieke Jacobs Union officer catering and recreation 

After a successful collection process, during which we visited more than 100 parks and held countless discussions with recreation staff, we are ready for negotiations for a new CLA. You have overwhelmingly communicated what is important for this new CLA, thank you for that!  The message is clear: need for growth The message is clear: there is a need for growth. Growth in employment conditions, reduced workload, and more colleagues on the work floor. Because recreation deserves to be seen, and it should become even more visible how wonderful this sector actually is. A sector that thrives on dedicated staff who care for their guests day and night with heart and soul.  First round of negotiations postponed Our commitment to the new CLA has been coordinated with the CLA committee and is ready. Unfortunately, the first negotiation date has been postponed. Why, you can read here: New CLA Recreation – HISWA-RECRON takes a break.  Continuing dialogue is crucial We understand that many employers are currently facing uncertainties and challenges. But that is precisely why it is important to keep talking together. Only by sitting down at the table can we come to solutions that offer a future for both companies and employees. Therefore, we call on employers to come to the table on 17 November and continue the conversation. Standing still is not an option. For employees, postponement means regression, especially in times of high inflation and increasing workload.  Time for a modern CLA Moreover, it is time to modernise the CLA on several points. Not only because of legislative changes, but especially because the sector is changing and employees have different needs. The CLA must adapt so that it becomes future-proof, fair, and appropriate for the work that recreation staff proudly do every day.  Moving forward together In short: the time is ripe to take steps together. For a strong and modern CLA, a healthy sector, and appreciation for everyone who keeps this industry running! Do you have any questions? Send us a message.  Regards, Johan Bijlsma union representative recreation

Lately, we have mainly communicated that we are working hard behind the scenes on solutions for catering. We are now also having informal discussions with a number of employers. We are doing this because there is currently insufficient support for a single joint CLA for all catering employees as of 1 January 2026.  The aim of the discussions is to jointly explore what a good solution for 2026 would be. We want to make agreements for the period from 1 January to 31 December 2026. We do not yet know exactly what these agreements will look like. We are currently investigating this together. One of the possibilities is to extend the Updates CLA catering under certain conditions.   At the same time, we are increasingly hearing that not all employers want to participate. This could mean that there will soon be no CLA that applies to the entire sector (no AVV).   No official negotiations yet  The discussions currently taking place are not yet official. We are mainly exploring the options and seeing where we can find common ground. The actual CLA negotiations will follow later.  And the rest of the employers?  We hope that more employers will still come to the table. Our goal remains the same: a solution that as many employers and employees as possible can agree on and that does justice to all the people working in catering.  We will keep you informed  As soon as there is more clarity about the progress and which employers are participating, we will inform you immediately. Together, we continue to work towards a strong, fair, and future-proof catering sector.  Do you have questions about these discussions or about the CLA catering? Check the frequently asked questions or ask your question directly.   Regards,  Annemieke Jacobs catering and recreation officer 

Every catering employee in Part A of the CLA catering is entitled to 13 roster-free days per year with pay. This way, a 40-hour workweek equates to an average workweek of 38 hours. Each year, you can voluntarily indicate whether you want to convert these roster-free days into pay on an annual basis. Value of roster-free days You also have the option to have this pay disbursed either in one go or not. Additionally, it is possible to purchase your roster-free days on an annual basis. The value when buying and selling roster-free days is 0.45% of the gross annual salary per day. Employees aged 55 and over can purchase roster-free days at 0.30% of the gross annual salary. If an employee aged 55 and over makes use of this, it is not possible to sell such a day again.Employees in educational catering at locations with a fixed company closure are not entitled to buy or sell roster-free days. Once you have made a choice, it remains valid when a contract change occurs.The choice to buy or sell roster-free days must be communicated to the employer in the month of November.  Do you have any questions? Contact us.   

If you are ill, your employer cannot simply dismiss you in the first two years. This is known as the dismissal prohibition during illness. During this period, you must make an effort to reintegrate (return to work), and your employer must assist and guide you in this process.  After two years of illness, the situation changes   After 104 weeks (2 years), your employer stops paying your salary. This does not mean that your employment contract automatically ends. First, the UWV checks whether you and your employer have done enough to return to work.   Has your employer done too little for your reintegration? Then the UWV can impose a salary sanction. Your employer must then pay an additional salary for up to one more year, extending the salary payment period from two to three years.    When can your employer apply for dismissal?  Only when all conditions are met, can your employer apply for dismissal due to long-term illness at the UWV:  You have been ill for more than 2 years; You can no longer do your own work due to disability or illness; You are unlikely to recover within 26 weeks; Your work cannot be adjusted so that you can still perform it; There is no other suitable work within the company, even with training.  Does the UWV grant permission? Then your employer may terminate the employment contract. You are then entitled to a transition payment. Settlement agreement? Don't sign it just like that!  Sometimes an employer wants to terminate the employment relationship earlier with a settlement agreement (VSO). This states that you part ways 'by mutual agreement'.  Do not sign this just like that. Always have the agreement checked by a legal expert first.

From the outside, it seems quiet around the CLA contract catering. I understand that. On the surface, you see little movement. Behind the scenes, however, a lot is happening.  De Horecabond is working hard for your interests. We are having many discussions with employers and other parties in the sector. I cannot share everything about these discussions yet. Rest assured, we are doing everything we can to reach a good solution. Our goal is clear: we want to protect your rights as a catering employee as best as possible. Even if there is no new CLA in the future.   The Updates CLA runs until the end of 2025. What exactly happens after that is still uncertain. At the moment, there is no prospect of a new CLA after 1 January 2026. We continue to seek a suitable solution with all parties, should a new CLA ultimately not be feasible.  Your questions help  We see that you are finding our FAQ page useful. Additionally, we are still receiving questions. Great! That shows you are engaged and want to know where you stand. Keep asking your questions, it helps us to be well-informed and to act accordingly.  Frequently asked question  “Is it still worth being a member of De Horecabond if there is no new CLA?”   Our answer is a resounding yes, especially then. Without a CLA, there is no automatic safety net where everything is arranged for everyone. Then standing strong together is even more important!  As a member of De Horecabond, you can count on:  personal advice and help with questions about your work or employment conditions influence on what we take into our discussions with employers support with changes in your contract or work and a strong voice in the sector, so your interests are not overlooked.  The people in catering deserve clarity, security, and appreciation. Even now, with no CLA in sight, we – and I – remain fully committed to this.  Together we remain strong, even if it seems a bit quieter on the surface.  Do you have a question or want to share something? Let me know.  Kind regards,  Annemieke Jacobs Catering and recreation officer 

The summer period was dedicated to company visits and many conversations with recreation employees. Additionally, hundreds of colleagues completed our CLA survey. The initial signals are clear: there is pride in the work, but also concerns about how long this can be sustained. What do the employees need? The recreation sector thrives on passionate people. In the conversations, I hear the same thing repeatedly: employees want security, appreciation, and a good work-life balance. Whether you work at a campsite, in a holiday park, or an amusement park, the love for the profession is great, but many people wonder if they can maintain this pace in the long term. Challenges in the sector The main themes that keep recurring: Salary and purchasing power. The work must remain attractive, and inflation affects everyone. Work pressure and staff shortages. Teams are running at full capacity, especially in the high season. Sustainable employability. Employees want to reach their pension healthily and continue to develop. Opportunities for improvement When I look at wages, working hours, and employment conditions, I see opportunities for improvement: Fair remuneration: salary that better keeps pace with prices, effort, and responsibility. Better balance: agreements that ensure sufficient rest and free time. Investing in Your career: training and career opportunities so that working in recreation remains attractive in the long term. Initial results of the CLA research The preliminary outcomes confirm this picture. Salary is at the top of the list, followed by work pressure and sustainable employability. Many people say they enjoy their work, but that it is sometimes challenging to sustain, both physically and mentally. During our company visits, I hear the same themes. It makes it clear that these are not isolated signals, but subjects that are widely felt in the sector. Next step In the coming weeks, we will gather the final input. Afterwards, the CLA committee will discuss the results and together we will prepare for the negotiations. These start in November. What do you find important? Have you not yet completed the survey and would you like to share your opinion? You still can! The more colleagues participate, the stronger we stand at the negotiation table. A better CLA starts with you! Regards, Johan BijlsmaSector leader recreation

The CLA for recreation expires at the end of this year. That's why we're already starting preparations for a new CLA. And you can help decide what will be included. What do you find important? What needs improvement? Make your voice heard! I am Johan Bijlsma, union representative for recreation at De Horecabond. I speak daily with people working in holiday parks, amusement parks, campsites, and zoos. I see how hard they work, how versatile the work is, and how much passion there is in this profession. That's why I am committed to a good and fair CLA. Why is your voice important? A CLA doesn't just happen. Behind every pay rise, every allowance, and every leave agreement are negotiations – and these must align with what you and your colleagues need. If you don't speak up, the CLA risks focusing mainly on what the employer wants. That's why your voice is indispensable. You do the work and know better than anyone what can be improved. Why are we starting now? The Updates CLA expires at the end of this year. That may seem far off, but good negotiations require time and preparation. We want to be strong at the table, with a proposal that truly reflects what's happening on the work floor. That's why we're gathering ideas now: to hear what can be improved, where concerns lie, and where opportunities exist. Together, we are building a CLA that fits the work of today and tomorrow. What happens with your input? Everything we gather – through conversations, surveys, meetings, and emails – is carefully compiled. Based on this, we create a draft proposal: this is our stance towards the employers. It includes the points we want to achieve on your behalf and what we want to negotiate with the employer for a new CLA. We present this to our members, especially to colleagues in the CLA committee for recreation. Only then do negotiations begin. Your voice is not only heard but truly counts. Why is participating so important? The more people participate, the stronger we stand. Broad participation shows: this sector is making itself heard and wants to be taken seriously. Moreover, it ensures support, because a CLA is made together. Your voice makes the difference. In short: make your voice heard! Fill in the CLA questionnaire, join the discussion, talk about it with your colleagues, or contact me. Together we ensure a CLA that truly fits your work, commitment, and craftsmanship. Contact Do you want to share something or have a good idea for the CLA? Email me at j.bijlsma@dehorecabond.nl or speak to me when I visit your park. I look forward to hearing from you! Best regards, Johan BijlsmaUnion representative recreation

As I mentioned in my previous blog, we have started gathering your input for the new CLA catering. This is now in full swing. We are visiting catering locations and speaking with colleagues who want to share their stories with us. When I say we, I mean my colleagues and I. We work together as a whole team to gather your input. Everyone helps out and does so with great enthusiasm. Visiting colleagues on the work floor is one of the most enjoyable things we do! We see that the survey has already been completed by many colleagues. We are extremely pleased with this. We have great conversations, are warmly welcomed, and feel at home. Thank you for that! Haven’t we visited your location yet? No worries, we might still come. In some places, we can't just walk in and need to make an appointment first. Can you help with that? Let us know. We are keen to visit and hear what you find important for the new CLA. What’s happening on the work floor? The stories we hear are diverse. Sometimes they are similar, sometimes they are really different. That makes sense because the employment conditions for, for example, educational catering are not exactly the same as those for company catering. However, there are themes that recur everywhere. Many colleagues indicate that wages could be higher. Another comment I heard is about dual management: not only your supervisor from the catering company but also the client often has an opinion about your work. This sometimes causes confusion or extra work pressure. And what also clearly emerges is the lack of colleagues. Staffing is sometimes tight, and you can feel it. Wages, control over your work, and the attractiveness of the sector are all themes that are very much alive. But there is more going on. Some topics we know inside out, others are new or are now receiving more attention. The personal stories of colleagues provide a lot of insight into this. For instance, a colleague told us about her transition from hospitality to catering. This meant less salary for her, but more time for her family. She consciously chose more balance between work and private life, as with young children, that was most important to her. It’s a story that resonates and clearly shows how significant the impact of good employment conditions can be on someone’s life. Balance between work and private life is not just a luxury. It is a basic requirement. When that balance is missing, we see that people drop out more quickly or even leave the sector. Especially in a sector where a lot is demanded of your commitment, flexibility, and involvement, it is important that you also have time for what else you find important. This applies to the colleague with young children, but just as much to the colleague who is a carer or simply needs rest outside of work. Good employment conditions make the difference.  We keep listening, will you keep participating? In the coming weeks, we will continue gathering, visiting, listening, and taking stock. Your voice counts. So make sure it is heard. Whether through the survey or in a conversation on location. Haven’t seen us yet and still want to share your story? Get in touch with us. Because only together can we work on a new CLA that truly fits what is needed. Regards, Annemieke JacobsCatering and recreation officer

Working and learning at the same time is a great opportunity to discover your craft and gain experience. However, we notice that BBL students regularly encounter situations that do not belong in a proper learning environment. We are receiving more and more questions about this. Therefore, below you will find a list of common problems and your rights. This way, you know what you are entitled to and what you can do if things go wrong. Common situations  You are not allowed to take holiday due to staff shortages. You are left alone in the kitchen without supervision. Instead of a fixed learning-work schedule, you are used as an on-call worker. Your mentor leaves, leaving you without guidance. You are asked or required to take time off from school. You are scheduled on a school day, which is not allowed according to the CLA. The working hours law is exceeded, or you do not get a break. Your break is deducted from your pay, even though you have not been able to take a break. These are not exceptions. Unfortunately, we see this happening more often. Often your school or employer does not know exactly how it should be, or they are unable to apply the rules correctly. What are your rights as a BBL student? You cannot simply be used as an on-call worker. Your BBL agreement clearly sets out your work and school hours. You are entitled to proper guidance from a recognised mentor. You should not be routinely scheduled on school days. The working hours law also applies to you: rest, breaks, and maximum working hours must be respected. You are entitled to annual leave and should not routinely be refused holiday leave. You cannot be required to miss school due to staff shortages. What can you do if you have questions? Discuss it first with your employer or your mentor. If you cannot resolve it, involve your school or practical supervisor. You can always seek advice from our legal experts. We are happy to think along with you.

My name is Annemieke Jacobs. I introduced myself earlier. If you missed that, here's a brief introduction. At De Horecabond, I work as a union representative. I am associated with the catering and recreation sectors. Among many other things, I negotiate your employment terms, also known as the CLA.  As you probably already know, the catering/hospitality CLA expires at the end of this year. So, it's time for new negotiations. We aim to start these negotiations just after the summer. But before we can do that, we need to know exactly what we want to change and improve in the CLA. That's where you come in.  If all is well, you have received a message from us asking you to fill in the survey. Haven't done it yet or not received a message? Then fill in the survey now. Your opinion is important! You might be wondering: why do I need to fill in a survey now? And what are you going to do with my answers? Let me explain.  Only if you tell me what you find important, can I clearly explain to the employers what needs to change. The more colleagues fill in the survey, the better I understand what is going on. This increases the chance that we will make agreements that are truly beneficial for you.  Why now? Because gathering information takes time. De Horecabond values your opinion greatly. Also, the opinion of your colleagues. That's why we do our best to reach as many people as possible. We do this through the website, e-e-mail, social media, and company visits. Company visits can sometimes be more challenging. Many colleagues in catering work spread out and sometimes in places where we cannot easily enter. Would you like to help us with that? That would be incredibly helpful. Invite us to your workplace. We would be happy to come by to hear what you find important. And we'll bring a small gift.  After gathering all the information, we review all the answers. We are assisted by an independent research agency (KIEN). Once everything is compiled, we create a proposal based on this. This contains an overview of the points we want to change in the CLA. We discuss this with the CLA committee. This includes catering employees who are members of De Horecabond. They either approve or disapprove of our proposal for the proposal and have the final say.  Once that's done, we start discussions with the employers. It takes some time to gather and review all the information. That's why it's important to start on time.  Would you like to help? Very much appreciated!  Invite us to your work. If that's not possible, ask your catering colleagues to fill in the survey. And importantly: if they are not yet members of De Horecabond, quickly make them a member.  Regards,Annemieke JakobsUnion officer catering and recreation

Warm weather is nice, but if you have to work all day, it's less enjoyable. Working in the sun or extreme heat can pose risks to your health. What does the CLA and law say about this? Of course, it's not pleasant to work in extreme heat, but it is not immediately dangerous. Therefore, you cannot simply refuse to work. The CLA does not specify anything about working in warm weather. The law states that you may interrupt your work if the heat poses a serious and immediate danger to your safety and health. The law does not precisely define what is meant by dangerous heat. Not only heat, but also humidity and work clothing can create dangerous situations. What measures can you take? Both you and your employer must take measures to ensure that work can be carried out safely. If your employer does not take measures and there is an immediate threat to your safety and health, you may stop working. If working in extreme temperatures cannot be avoided, the employer can: assess whether working in the heat is necessary reduce the duration of work in the heat alternate work with tasks in a cooler place provide cool drinks make personal protective equipment available adjust clothing regulations Employers may enforce clothing regulations as long as these regulations are reasonable. An arrangement regarding clothing regulations is established between the employer and employee. The law does not regulate this. Need help? If your employer does not do enough to keep work in the heat safe and bearable (see tips below as well), you can seek assistance from the Dutch Labour Inspectorate or the occupational health service. 

Working in hospitality is enjoyable. But you also need to feel safe. You should be able to do your job with pleasure, in a place where you feel comfortable and protected. The employer plays an important role in this and is responsible for a safe and healthy workplace. However, many people in hospitality encounter inappropriate behaviour. Think of sexual harassment, threats, bullying, or physical violence. In 2023, one in five hospitality workers reported experiencing unwanted behaviour in the workplace. This places hospitality second among sectors where this occurs most frequently. Especially women and employees with a lot of guest contact experience unwanted behaviour more often than average. Among young people, this percentage is even higher. And hospitality is precisely a sector characterised by this. This needs to change. Because if you feel safe at work, you can perform better, are less often ill, and stay longer in the sector. Social safety is therefore not only important for the employee but also for the attractiveness of hospitality as an employer, especially now there are staff shortages. Working together Together with social partners in hospitality - CNV, KHN and De Horecabond - we are committed to a joint approach to inappropriate behaviour. We do this in close collaboration with the Government Commissioner for (sexual) inappropriate behaviour led by Mariëtte Hamer, Movisie, Rutgers, and various employers and employees from across the country, including members of De Horecabond. On 17 June, the kick-off meeting took place. We discussed the risks, challenges, and opportunities within hospitality. An important conclusion: there is still much to gain, especially when it comes to preventing unwanted behaviour.

In this blog, I would like to discuss the all-in hourly salary with you. In job advertisements and employment contracts for young employees and on-call workers, you increasingly encounter this relatively new salary variant. Check your money Do you find it difficult to check your hospitality salary? Do the check in our calculation tool which allows you to easily check your salary. What exactly is an all-in hourly salary and why are hospitality employers increasingly using it to attract people?Let me start with the first point. With an all-in salary, you receive the value of your holiday hours and holiday pay on top of your normal gross hourly salary. According to the CLA, employers may only apply an all-in salary for temporary workers.The reason employers like to offer an all-in salary is mainly because it looks much more attractive on paper. They hope to recruit more people because all-in is higher than the normal gross salary. But does this mean you actually receive a higher salary in practice? The answer to that is: no. You do receive more per month, but if you look at it over an entire year, you receive the same as 'normal'. In an all-in salary, the holiday pay that you would normally receive once a year in May is no longer applicable. The holiday pay is already included in your all-in salary.I notice that many hospitality pros regularly count themselves rich due to the attractively presented high all-in hourly wages. But they eventually feel deceived when no holiday pay is deposited into their bank account in May. This was precisely the money they wanted to use for a holiday or to pay bills. People also expect to have (enough) paid holiday hours/leave hours to be able to take time off. And here too, they are disappointed. Because the value of these hours is also already included in the all-in salary. If you want to take a holiday, you have to do so unpaid with all-in.My advice: as a temporary worker, find out whether you really benefit from the romanticised high all-in salary. I expect that in most cases the answer will be no and that all-in turns out to be a false economy.An all-in salary is in many cases not much more (or less) than what you are already entitled to. It's just in a different Membership. A Membership that for many – due to a lack of clarity about the contents – ultimately proves to be less attractive. Also, know that employers are required to specify all components in the salary – such as holiday pay and holiday hours – separately on your payslip with all-in.How do you find out which salary is ultimately best for you? It starts with knowing what you are minimally entitled to. And that is stated in the hospitality CLA, both in text and in salary tables. An all-in salary including holiday pay and the accrual of holiday days must be at least 119.49% of your gross hourly salary. For example, if you earn €10.80 gross per hour, your all-in salary must be at least €12.90.It is important to know that the hospitality CLA is a minimum and that these are amounts you must receive at least. Your employer can always give you a higher salary than the CLA salary. Don't be blinded by high all-in hourly wages. Know what you are entitled to!Edwin VlekChairman De Horecabond All-in salary as of 1 January 2026 View the table as of 1 January 2026 of all-in wages according to the hospitality CLA. Note: If you are entitled to loyalty leave, different percentages apply to you. View all information about loyalty leave.

The CLA expires at the end of the year and negotiations for a new CLA recreation will start in the autumn. This is often an exciting period and the outcome can sometimes be difficult to predict. But how is a CLA actually established, what happens during negotiations and what about the possible result? Step 1: preparation CLA negotiations, or collective labour agreement negotiations, are discussions between employers and employees (or their representatives) to make agreements about employment conditions. Employees and employers prepare for the negotiations. They think about what they want to achieve and what arguments they have. Trade unions consult members and non-members in the sector in advance. This can be done in various ways. De Horecabond usually does this through a survey. In the survey, we ask what you find important, what needs improvement and how you view certain employment conditions. We discuss the outcome with our CLA committee recreation. These committees consist of members of De Horecabond, who are your colleagues. They are familiar with what is happening on the work floor. Ultimately, they determine the strategy for the negotiations. We create a proposal letter from this and send it to the employers. Employers also gather the wishes of their supporters for a new CLA and write a proposal letter to the trade unions. Step 2: Negotiation table De Horecabond and other trade unions meet with the employers' organisation HISWA-Recron at the negotiation table. It is agreed in advance how many negotiations will take place. Here we explain our positions and strategy. We also exchange ideas and try to find where we can reach a possible agreement with the employers. During the negotiations, both parties give and take. For example, employees may want a higher salary but are willing to be more flexible with working hours. This room for negotiation is determined in advance by the CLA committees. We call this a mandate. It may also happen that the CLA committee indicates that something is so important that it cannot be deviated from. In that case, we hold on to this demand. During the negotiation process, there is a lot of contact with the CLA committee. We discuss the employers' positions and how we can respond to them. To keep all employees in the sector informed, we send newsletters and post updates on social media. Agreement or not? There are various names for an outcome in the negotiations: Negotiation resultSometimes it is not possible to make agreements on all points, but the outcome is satisfactory in itself. This is called a negotiation result. The CLA committee determines whether the negotiation result can be submitted to the supporters. The final word is then yours, the members. Principle agreementThis is an agreement that, in the eyes of the CLA committees, falls within the previously established mandate. A principle agreement is always submitted to the supporters with a positive recommendation and defended by the negotiators. Final offerSometimes we do not reach an agreement. The differences between the positions of employers and trade unions are then too great. The CLA committees can then decide to make a final offer. This essentially means: this is it and we cannot make more or less of it. Employers can also come with a final offer. This offer is submitted to you, the supporters, and you can accept or reject it. Agreement?All three of the above outcomes are submitted to members and non-members, where the vote of the members is decisive and that of non-members is only indicative. If both parties agree, a CLA (collective labour agreement) is drawn up. This is a document in which all agreements about employment conditions are recorded. After an agreement is reached, the Minister of Social Affairs and Employment can declare the CLA generally binding. This means that the CLA applies to all employers and employees in the recreation sector, even if they are not members of an employers' organisation or trade union. Stop negotiatingFailure to reach an agreement can also lead to parties deciding to end the negotiations entirely. We can part ways, with or without a set new negotiation date in the near future. In case of no agreement, trade unions can also choose to withdraw from the negotiations and call on their members to take action and/or strike. Stay informed! On our website, we keep you informed of the latest news regarding the negotiations. Leave your details and you will automatically receive all the information.  

Do you work in hospitality? Then you are entitled to holiday pay. This is an additional amount of at least 8% of your gross salary. You usually receive this in May or June. The holiday pay is a bonus and employers are obliged to pay it. Holiday pay and negative hours Sometimes you work fewer hours than agreed. We call these negative hours. Your employer may not use the holiday pay to offset these negative hours. Holiday pay is separate from the number of hours you work. Even if you have negative hours, you still receive your full holiday pay. Holiday pay with an all-in salary Do you receive an all-in salary? Then your holiday pay (and sometimes also holiday days) is already included in your monthly salary. Your payslip must clearly state how much of that salary is holiday pay. Again, negative hours may not be deducted from your holiday pay. Always check your payslip Examine your payslip carefully. Especially in the month you receive holiday pay, or if you have an all-in salary. Check whether you have received the correct amount. Also, make sure nothing has been accidentally offset with negative hours.

The CLA expires at the end of the year, and negotiations for a new CLA catering/hospitality will start in the autumn. This is often an exciting period, and the outcome can sometimes be difficult to predict. But how is a CLA actually established, what happens during negotiations, and what about the possible result? Step 1: Preparation CLA negotiations, or collective labour agreement negotiations, are discussions between employers and employees (or their representatives) to make agreements about employment conditions. Employees and employers prepare for the negotiations. They think about what they want to achieve and what arguments they have. Trade unions consult members and non-members in the sector in advance. This can be done in various ways. De Horecabond usually does this through a survey. In the survey, we ask what you find important, what needs to be improved, and how you view certain employment conditions. We discuss the outcome with our CLA committees contract catering and inflight. These committees consist of members of De Horecabond, who are your colleagues. They are familiar with what is happening on the work floor. Ultimately, they determine the strategy for the negotiations. We then draft a proposal letter and send it to the employers. Image: CLA committee contract catering Employers also gather the wishes of their supporters for a new CLA and write a proposal letter to the trade unions. Step 2: Negotiation Table Both parties come together at the negotiation table. It is agreed in advance how many negotiations will take place. Here we explain our positions and strategy. We also exchange ideas and try to find where we can reach a possible agreement with the employers. During the negotiations, both parties give and take. For example, employees may want a higher salary but are willing to be more flexible with working hours. This room for negotiation is determined in advance by the CLA committees. We call this a mandate. It may also happen that the CLA committee indicates that something is so important that it cannot be deviated from. In that case, we hold on to this demand. During the negotiation process, there is a lot of contact with CLA committees. We discuss the employers' positions and how we can respond. To keep all employees in the sector informed, we send newsletters and post updates on social media. Agreement or Not? There are various terms for an outcome in the negotiations: Negotiation ResultSometimes it is not possible to make agreements on all points, but the outcome is satisfactory. This is called a negotiation result. The CLA committee decides whether the negotiation result can be presented to the members. The final word is then yours, the members. Principle AgreementThis is an agreement that, in the eyes of the CLA committees, falls within the previously established mandate. A principle agreement is always presented to the members with a positive recommendation and defended by the negotiators. Final OfferSometimes we do not reach an agreement. The differences between the positions of employers and trade unions are then too great. The CLA committees can then decide to make a final offer. This essentially says: this is it, and we cannot make more or less of it. Employers can also come with a final offer. This offer is presented to you, the members, and you can accept or reject it. Agreement?All three of the above outcomes are presented to members and non-members, where the members' vote is decisive and that of non-members is only indicative. If both parties agree, a CLA (collective labour agreement) is drawn up. This is a document containing all agreements about employment conditions. After an agreement is reached, the Minister of Social Affairs and Employment can declare the CLA generally binding. This means that the CLA applies to all employers and employees in the catering sector, even if they are not members of an employers' organisation or trade union. Stopping NegotiationsFailing to reach an agreement can also lead to the parties deciding to end the negotiations entirely. We can part ways, with or without a set new negotiation date in the near future. In the event of no agreement, trade unions can also choose to step out of the negotiations and call on their members to take action and/or strike. Stay Informed! On our website, we keep you updated with the latest news about the negotiations. Leave your details, and you will automatically receive all the information.  

Sun, sea, sand, and doing absolutely nothing. Or perhaps an active hiking trip or a challenging cycling holiday. The holiday season is just around the corner. But what about your annual leave, holiday request, or - we hope not - illness during your holiday? Legal expert Judith Balt answers common questions. Everyone wants to go on holiday at the same time: how do you arrange that fairly?“In practice, we see that many employers check in advance who wants time off in the summer, so everyone has a chance to take a holiday during their preferred period. This doesn’t mean you are obliged to request your holiday very early. There is no rule that you must submit your summer holiday request before January 1st. Can my employer refuse my holiday request?“The law states that if there are no significant reasons to refuse your holiday, your request must be granted. Significant means in this case that the company would seriously suffer if you were absent, for example, it would have to close. Your employer must process your request within two weeks. If they don’t respond in time, your holiday is automatically approved. A refusal must be in writing and clearly substantiated.”  How long can my holiday be?“In the CLA hospitality, you are entitled to three consecutive weeks of holiday. If that’s not possible, you are at least entitled to two consecutive weeks and then an additional separate week off.”  Can an employer require you to take holiday during a company closure? “An employer cannot require employees to take holiday for reasons that fall under normal business risks, such as renovations or quiet periods. As an employee, you should be able to decide when to take your holiday. However, it may be that an employer has determined a fixed annual closure in your employment contract, or that this is stated in the company regulations. In that case, this can count as a fixed period. If you want a holiday outside of this, it can only happen if you have enough days off.”  Are there exceptions where your employer can determine your holiday?“The CLA hospitality makes an exception if you have too many extra-statutory days. If you have extra-statutory holiday hours from one or more previous holiday years (or calendar years) that you haven’t taken, your employer can decide when you take these hours.” Working in hospitality and still going on a summer holiday: is that possible?“You can decide when to take your holiday. As mentioned earlier, it’s advisable to bring this up in time so your employer can consider it in the planning.” In contract catering – for example, in education – there is often a company closure during the summer holiday. What if you want to go on holiday after the school holiday?“In that case, there is often a summer company closure. During the school year, you accumulate savings hours to be off during the summer holiday. Just like teachers, it’s therefore difficult to plan a holiday outside of this period.” What if you have no holiday days left but urgently need time off? “In principle, once they’re gone, they’re gone. This means that in practice you go into the negative if you still take a holiday, as holidays aren’t free. A good employer will consider your reasons for wanting to take extra leave. Of course, this depends on the actual circumstances. You will then have fewer days left the following year.” How soon in advance can you actually request a holiday?“There are no rules for this. But you are more likely to have your request denied for a significant reason. For example, if you are already scheduled to work, so three weeks in advance. It remains the case that your employer must seriously consider your request. If you want to take long-term leave last minute, make sure you substantiate it well.” Can an employer retract an already approved holiday?“This can only happen if something unusual is happening in the company, for example, if all colleagues are sick. And if your holiday is retracted and you have incurred costs, the employer must reimburse those. Note: the employer can only do this in good consultation and if the employer has very good reasons.” Can you save holiday days for next year? And how long are they valid?“Your extra-statutory hours remain valid for five years. The statutory hours you accumulate in 2025 must be taken by July 2026. An exception can be if you couldn’t reasonably take the days due to illness, then they remain valid.” What is the difference between statutory and extra-statutory holiday days? And do different rules apply to them?“By law, you have four times the agreed working hours per week as holiday, so if you work 30 hours, you have 120 hours of holiday. Extra-statutory holiday depends on the agreements within the sector.” What happens if you fall ill during your holiday? Do those days still come off your balance?“If you fall ill during a holiday, those sick days do not count as holiday days. That is the principle. Unless you agree to it yourself. But if you want to go on holiday during your reintegration and therefore cannot reintegrate, you do give up holiday days. Looking at these examples, you can imagine there is a grey area. If you cannot enjoy your holiday at all due to illness, it is wise to report sick. If there is a dispute, contact us. If you consciously take a holiday during a period of incapacity for work, you give up your normal number of holiday hours. You continue to accrue your normal holiday during your illness.” Can you buy or sell holiday days to your employer?“This has not yet been agreed in the Updates CLA hospitality.” Can you have your holiday days paid out if you don’t take them?“Only if you leave the company are remaining days paid out. Otherwise, they eventually expire. This is because holiday hours are intended to maintain your work-rest balance, you are entitled to a holiday. That’s why your employer must cooperate as much as possible with your holiday request.”

Imagine: you receive a warning from your employer. That can be quite a shock. What should you do? And how do you ensure it doesn't work against you? In this blog, we explain it step by step. What exactly is an official warning? There is nothing in the law about official warnings. Companies often have their own rules for this. Sometimes you receive a warning on paper, sometimes via e-e-mail. Companies often also place such a warning in your staff file. And that can have consequences later, for example, if there is a dismissal procedure. Always respond in writing Have you received an official warning? Then it is important to always respond in writing. Preferably do this via e-e-mail, so you have proof of your response. In your response, include: That you disagree with the warning. Why you disagree with it (provide arguments!). A request to your employer to withdraw the warning. A request to add your response to your staff file. Why is this important? This way, you prevent only negative information about you from being in the file. And should your employer later decide to start a dismissal procedure, at least you have documented your side of the story.

Have you been ill for two years and applied for a WIA benefit? The UWV has a significant backlog, causing many people to wait longer for a decision. This is frustrating, as you want certainty about your income and future. How long can the UWV take to process your application? The UWV must make a decision within 8 weeks of your application. If they need more time, they can extend this period by a maximum of 6 weeks. However, in practice, the waiting time often extends much further. Right to compensation for late decision What many people don't know: if the UWV is late in making a decision, you can demand a penalty. This is compensation for the delay. It puts pressure on the UWV to make a decision more quickly and you can receive compensation for damages. What can you do? You don't have to wait! You can issue a notice of default to the UWV. This means you officially indicate that they are late and that you demand compensation. We can help you with this. With our free sample letter, you can issue a notice of default to the UWV and claim your rightful compensation.

Download the CLA hospitality. 

From 1 January 2025, an important change has been implemented in the CLA hospitality. Until now, you were entitled to an annual periodic increase of 2%. From 2025, this has been replaced by a performance-based pay. This means that your salary increase depends on your performance. The CLA provides a guideline of 2% for this performance-based pay, which is equivalent to the previous periodic increase. Your employer has the option to deviate from this. This offers employers more flexibility in the remuneration policy, but it is important that this is done in a fair manner.

Sometimes a company temporarily closes, for example, for renovations or holidays. A well-known example is the period between Christmas and New Year. Employers often ask their staff to take annual leave during this time to avoid extra costs. But is an employer allowed to do this? What does the law say? According to the law (article 7:638 paragraph 2 of the Civil Code), as an employee, you can decide when to take your holiday. Your employer must agree unless there is a good reason to refuse. This is called a "compelling reason". Think, for example, of a busy period or insufficient staff due to illness. In such cases, your employer may reschedule your holiday.Employers and employees can also make agreements in the CLA or in an employment contract. These agreements must be documented in writing. Therefore, always read your employment contract carefully. If a company regulation is mentioned, make sure to go through it as well. It may contain other agreements. What are compelling reasons? A compelling reason means that an employee's holiday should not seriously disrupt the company's work. For example: There is unexpectedly a lot of work. Colleagues are already on holiday or sick, resulting in insufficient staff. As an employee, you also have preferences, such as being off during school holidays if you have children. The employer must carefully weigh your preferences against the company's interests. What is an employer not allowed to do? An employer cannot force employees to take annual leave for reasons that are part of the normal business risk, such as renovations or quiet periods. This is unreasonable. Employees must be able to decide when to take their holiday. The CLA hospitality (article 3.21 paragraph 2) does make an exception if you have too many statutory days, namely: if you have statutory holiday hours from one or more previous holiday years (or calendar years) that have not been taken, your employer may designate the times for taking these hours. What can you do if you disagree with your employer? If you disagree with mandatory holidays, you can: Indicate in writing that you are available for work. Keep evidence, such as emails or letters. Contact De Horecabond.

Do you work in educational catering (part A and B)? Then the savings hours scheme is used. In this article, we will tell you more about it. During holiday periods (such as the summer or Christmas holidays), locations are closed for extended periods and there is often no work. You then take your annual leave. The number of days that the educational institution is closed is often more than the number of annual leave days you are entitled to. To ensure you accumulate enough days, there is a savings hours scheme.   When the location is open, you work extra to make up for the missed hours. With the savings hours scheme, you receive a consistent income throughout the year and, for example, do not need to rely on the Unemployment Insurance Act (WW). Your employer must plan for the Updates school year and inform you of the number of savings hours by 1 October each year.   The calculation of the number of hours to be saved per year also includes recognised public holidays. If a public holiday falls on a day you normally work, you do not need to use savings hours for that day. This applies to public holidays during the holiday closure as well as those outside of it.   Are you ill? Then you continue to accumulate your savings hours as if they were worked. If you have leave during a school holiday, take savings hours, and become ill or report sick, the savings hours will be deducted.    Do you work more hours or work overtime? Then you are entitled to payment for these hours.   What about deficit hours?   With a savings hours scheme, it is not possible to accumulate deficit hours because you need to work more hours to bridge the holiday closures. Does this happen? Then inform your employer in writing (by e-e-mail) that you are available to work and that the savings hours scheme should continue. It is possible to administratively accumulate deficit hours when you do not yet have enough savings hours, but this will be made up at a later time. Deficit hours should not be offset when using a savings hours system. And you do not need to make up these hours in addition to the agreed savings hours. 

In 2025, there will be changes to the tax system and tax credits. For part-timers, this likely means a decrease in net salary. Here, we explain exactly what is changing and what this could mean for you. What is changing? Lower tax on your income The tax rate for incomes up to €38,441 has been slightly reduced. Instead of 36.97%, you now pay 35.82% tax. Reduced general tax credit The maximum general tax credit has significantly decreased. In 2024, it was €3,362, but in 2025, it is only €3,068. This means a reduction of €294 per year. People with a gross monthly salary between €1,000 and €2,000 will notice this directly in their wallet. Adjustment to employment tax credit The build-up percentage of the employment tax credit (a tax benefit for workers) has also been reduced. As a result, you will have less net income, especially if you work part-time. Who will be affected? The changes are intended to make full-time work more attractive. Working more hours will be better rewarded. However, for many part-timers and people with lower incomes, this is less favourable. The reduction in tax credits is greater than the tax reduction, resulting in a lower net salary.

Do you need to make up missed hours? And how are extra hours worked compensated? And when is work considered overtime? The regulations for this differ per sector. Legal expert Angela Burgemeester lists points to watch out for per sector, for example, when your contract ends and you receive a final settlement.  CLA hospitality The CLA hospitality is based on an average working time per week, which means you may work more one week than another.   In hospitality, you may work more one week than another, for example, due to busyness or a sick colleague. The normal working time in hospitality is 1,976 hours per reference period and is based on an average working time of 38 hours per week (full-time).  Shortfall hours are hours worked less than you should work per week according to your employment contract, but are still paid. Overtime hours are the hours you work in a week, at your employer's request, more than you should according to your contract. During the reference period, hours can be added or subtracted. At the end of the reference period, it is then assessed how many overtime and/or shortfall hours you have accumulated.  Overtime and shortfall hours can be compensated with each other over a period of 12 months (reference period).  ​Overtime is compensated in time for time within three months after the end of the reference period.   If that is not possible, your employer must pay each overtime hour at 100% of the hourly salary within the following three months. ​Shortfall hours expire at the end of the reference period unless the cause of the shortfall hours lies with you. This can be the case if you schedule yourself too little. Shortfall hours must then be made up no later than three months after the end of the reference period. After that, they expire.  If you have shortfall hours at the end of your contract, the employer may offset these against the final settlement. This can only be done if you, as an employee, are responsible for the shortfall hours, for example, because you have taken too much leave. 

Dear hospitality staff, What a year 2024 was! It was full of challenges, but above all, beautiful successes. I am Edwin Vlek, chairman of De Horecabond. With this blog, I want to reflect on everything we have achieved together this year. Your dedication and enthusiasm ensure that our sectors are places where people enjoy, come together, and create fond memories. This year was marked by renewal, with a significant moment being our name change to De Horecabond. A new name that shows what we stand for: a union that stands close to its members and is committed to a strong and healthy hospitality sector. This change marks a new phase, but our core remains the same. We are here for you, now and in the future. One of the biggest successes this year was the new hospitality CLA. After months of consultation and an intensive campaign in which we created broad support, no less than 83% of hospitality staff agreed to the arrangements. This CLA brings salary increases, a fairer salary structure, and more balance between work and private life. New is also the loyalty leave, which rewards long-term commitment. This agreement makes the profession more attractive and ensures the sector is ready for the future. We are incredibly proud of what we have achieved together! We have also made strides in other parts of the hospitality sector. For example, we have concluded a new CLA for staff in zoos. With better working conditions and more appreciation for everyone who works every day to keep these special places running. It shows how important cooperation and perseverance are. Now we look forward to 2025. We continue to commit ourselves to you, as you commit yourselves to the hospitality sector. We continue to work on better working conditions, support, and strengthening our wonderful industry. But first: time to enjoy the holidays. Take a break, spend time with people who are important to you, and recharge for the new year. For those working during the holidays: you make it possible for others to enjoy. That deserves an extra big compliment. Take good care of yourself and know that your work is greatly appreciated. Together we will make 2025 a year full of opportunities and success. Thank you all for everything you have done. Together we make the difference. I look forward to working side by side in the new year as well. Warm regards, Edwin VlekChairman De Horecabond  

When you're ill, you naturally want to know how much salary you'll continue to receive. This depends on your CLA. Below you will find all the information per CLA.  CLA hospitalityAccording to the CLA hospitality, you receive 95% of your gross salary for the first 52 weeks. The following 52 weeks, you receive 75% of your gross salary. However, you must adhere to the regulations and rules that apply in case of illness.Do you work variable hours? In that case, the employer pays the average salary of 13 weeks prior to the sickness notification. If the 13-week period is not representative, a period of a year is considered. Read more information.  CLA cateringThe following is included in the catering CLA regarding salary continuation during illness. If you become ill, you receive 95 percent of your salary for the first 13 weeks.For the rest of the first year of illness, or the next 39 weeks, you receive 90 percent of your salary. If the illness lasts longer than a year, the continuation for the second year of illness is 80 percent. No waiting days are deducted, so you are paid every day you are ill.If you work variable hours, the salary amount is based on the average number of working hours over a period of 13 weeks prior to the first day of illness. The employer must at least pay your contracted hours. Read all information.  CLA recreationYou receive your salary (partially) continued. It looks as follows. In the first year you are ill, you receive:  The first six months 95% of your salary continued. The second six months 90% of your salary continued. You receive at least the statutory minimum salary. In the second year you are ill, you receive: The first 6 months 85% of your salary continued. The second 6 months 80% of your salary continued. If you are a flexitimer, auxiliary worker or employee with an annual hours norm, during illness the average monthly salary (including holiday pay and annual leave) of 13 weeks directly prior to the sickness notification is considered. Is your average monthly salary over these 13 weeks not a good comparison with what you averaged over the previous 52 weeks? Then your average annual salary applies. On the website, you will find more information.

This is an older article. Download the latest CLA hospitality.

We are proud to announce our name change: FNV Horecabond is now De Horecabond. It may seem like a small change, but there is a big ambition behind this choice. This step is not just a new logo and a fresh look, but above all a strategic move to strengthen our position as the representative of all employees in hospitality, recreation, and catering. Whether you work in a zoo, at a recreation park, in a hotel, or in a company restaurant: we are here for you.  The wishes of our guests are constantly changing. A brand-new cocktail, or more vegetarian choices in hospitality, a healthier meal in contract catering, or a more luxurious stay in recreation. Entrepreneurs adapt to these changes, which may impact your work as an employee. We understand these changes and ensure that your interests remain central.   With our new name, we aim to be even more visible and stronger. As one union, we can achieve more, both in discussions with employers and in the media. De Horecabond offers members a stronger foundation in CLA negotiations, working conditions, and fair income security. Together, we ensure that working in hospitality continues to be rewarding!  By letting go of the name FNV Horecabond, we are putting the profession at the forefront. This change is intended to clarify where our core lies: the work in the hospitality industry and the people who do this work. Our collaboration with FNV remains strong, but with De Horecabond, our goal is to show even more clearly that we are here for every employee in hospitality, recreation, and catering.  Although the name changes, we remain the same union with the same core values: we are here for you, work progressively, remain knowledgeable, and are full of energy to ensure that you can work and live well. Our commitment does not change: we want your work to be valued and for you to have and maintain a sustainable future in it.  In short, with this step, we become stronger. A clearer new name with even more impact. Together, we are committed to everyone working in this wonderful industry.   Welcome to De Horecabond – together we shape the future of our sectors!  Edwin VlekChairman De Horecabond

This is an old article. Download the latest CLA hospitality.

The negotiations for a new CLA hospitality have now begun. This is often an exciting period and the outcome can sometimes be difficult to predict. But how is a CLA actually established, what happens during the negotiations and what about the possible result?    Step 1: Preparation CLA negotiations, or collective labour agreement negotiations, are discussions between employers and employees (or their representatives) to agree on employment conditions. Employees and employers prepare for the negotiations. They consider what they want to achieve and what arguments they have. Trade unions consult members and non-members in the sector beforehand. This can be done in various ways. FNV hospitality has done this through a survey. In the survey, we asked what you find important, what needs to be improved, and how you view certain employment conditions. We discuss the outcome with our CLA committee hospitality. This committee consists of members of FNV hospitality, who are your colleagues. They are familiar with what is happening on the work floor. Ultimately, they determine the strategy for the negotiations. We draft a proposal letter from this and send it to the employers. Employers also gather the wishes for a new CLA from their supporters and write a proposal letter to the trade unions. Step 2: Negotiations Both parties come together at the negotiation table. From FNV hospitality, in addition to the negotiators, a member of the CLA committee always accompanies, who acts as an observer. It is agreed in advance how many negotiations will (at least) take place. Here we explain our positions and strategy. We also exchange ideas and try to find where we can reach a possible agreement with the employers. Together with the CLA committee, we determine the mandate, which is the space within which we can negotiate on your behalf. This is necessary because a negotiation is a matter of give and take. It may also happen that the CLA committee indicates that something is so important that it cannot be deviated from. In that case, we hold on to this demand. During the negotiation process, there is a lot of contact with the CLA committee.  We discuss the employers' positions and how we can respond to them. Where possible, we provide interim updates to keep all employees in the sector informed. Agreement or not? There are various terms for an outcome in the negotiations: Negotiation resultSometimes it is not possible to make agreements on all points, but the outcome is satisfactory in itself. This is called a negotiation result. The CLA committee decides whether the negotiation result can be presented to the supporters. The final word is then yours, the members. Principle agreementThis is an agreement that, in the eyes of the CLA committees, falls within the previously established mandate. A principle agreement is always presented to the supporters with a positive recommendation and defended by the negotiators. Final offerSometimes we do not reach an agreement. The differences between the positions of employers and trade unions are then too great. The CLA committee can then decide to make a final offer. With this, you are essentially saying: this is it, and we cannot make more or less of it. Employers can also make a final offer. This offer is presented to you, the supporters, and you can accept or reject it. Agreement?All three of the above outcomes are presented to members and non-members, where the vote of the members is decisive and that of non-members is only indicative. If both parties agree, a CLA (collective labour agreement) is drawn up. This is a document that contains all agreements about employment conditions. Once an agreement is reached, the CLA is registered with the Ministry of Social Affairs and Employment (SZW) and in most cases, the CLA parties will also submit a request for a generally binding declaration to the Ministry of SZW. If a CLA is declared generally binding, it means that the CLA then applies to almost all employers and employees in a sector, even if they are not members of an employers' organisation or trade union. Stop negotiatingFailing to reach an agreement can also lead to the parties deciding to completely end the negotiations. We can part ways, with or without a set new negotiation date in the near future. In the event of no agreement, trade unions may also choose to step out of the negotiations and call on their members to take action and/or strike. Stay informed! On our website, we keep you informed of the latest updates regarding the negotiations. Leave your details and you will automatically receive all information. Or contact us.

Download the CLA hospitality here.

In our previous blogs, we already told you about our CLA campaign and the research in which we ask hospitality staff what they would like to see different or improved in the new CLA. Fortunately, the survey is being well completed, and our company visits are being received very positively. Last time, I paused to look at the interim top 4. And it aligns well with the experiences I receive from the company visits and the surveys that have been completed in recent weeks. What do we do with the input? Once the collection session is over, we discuss the survey results with our CLA committee. The CLA committee is an important body within our union and deals with everything related to CLA and employment conditions. Active members of FNV hospitality are part of the CLA committee. Together with them, we determine our position at the negotiation table. Based on your input from the research, we then draft a letter with the points we want to bring up during the negotiations, the so-called 'proposal letter'. The other parties to the CLA, CNV and KHN, will also do this. The exchange of proposal letters marks the start of the negotiation process. We will begin this autumn. How long the negotiations will ultimately take is not possible to say in advance. Sometimes we don't reach an agreement immediately and have to consult with the CLA committee again to discuss the (adjusted) position. If there is a negotiation result, we first discuss it again with the CLA committee. It is then presented to all employees in the sector. Members of FNV hospitality have a decisive vote, while non-members have an advisory vote. For now, however, we are not there yet and will remain in the collection phase for a few more weeks. If you haven't given your opinion yet, do so quickly. After all, it concerns your employment conditions. The more input we have, the better we know what needs to be done and the stronger we stand to conclude a good CLA for this wonderful sector! In the next blog, we will introduce you to the negotiation delegation of FNV hospitality. Marlotte FerougeUnion representative FNV hospitality

From 2025, the periodic increase will be replaced by a performance bonus. 

Hello hospitality heroes!With the summer holidays approaching, my colleagues and I are already busy preparing for the new CLA hospitality of 2025. Why? Because the Updates CLA expires at the end of this year and it's important that we reach good agreements with the employers. Unfortunately, such a CLA doesn't come about automatically. After five years of negotiations, I can say that this is a very complex and intensive process. You almost have to see it as a game; you need to know the rules well and understand what everyone wants. That's why your opinion is so important! We need to know what you find important. What drives you? What do you want to change? Whether it's about sick leave, annual leave, salary, or pension: we want to know it all. This is our chance to make hospitality more attractive, especially now that there is still such a significant staff shortage. We want to ensure that everyone in hospitality can build a good life and that hospitality is the ideal place to pursue an education. This means we need to work together on better basic agreements. In other words, together we must ensure that working in hospitality continues to be rewarding. Soon we will kick off our CLA campaign and we need your input! You can give your opinion online or meet us during trade fairs and company visits. And of course, you can always approach me personally. Let's make hospitality future-proof together. Together we are strong and can really make a difference. Let's ensure the hospitality pro doesn't become extinct! Edwin VlekChairman FNV Horecabond 

It may still seem far off, but at the end of this year, the CLA hospitality will expire. While we are still busy implementing the agreements made in the Updates CLA, such as the reform of the job and salary structure and the establishment of a Your career platform, we are already working hard behind the scenes on preparations for the new CLA. In the latest CLA, we were able to agree on a significant salary increase, which was much needed due to high inflation. However, we are not there yet. There are still backlogs to catch up on, and due to the sharp rise in the statutory minimum salary, it is also essential for the new CLA that (work) experience continues to pay off. In the lowest job grades, it happens that an experienced employee earns as much as a newcomer. This is an undesirable situation that does not contribute to attracting and retaining staff, something that is crucial now with the large staff shortages. We still hear and see that many skilled workers are leaving the sector due to work pressure, long working days, or better employment conditions elsewhere. It's a real shame because the passion for the profession is there! To make the sector attractive to (re)enter and continue working, good employment conditions and working conditions are so important. In this, we as a union have an important role! This autumn, negotiations for a new CLA will begin. At the beginning of July, we will already start our campaign, with Tigo the hospitality pro in the lead role. We want to gather as much input as possible from hospitality employees: what do you find important and what can be different and better? In the coming period, we will keep you informed about the road to that new CLA. But one thing is certain: your input is crucial! Only then can we enter the negotiations well-prepared and truly make the voice of the hospitality employee heard! Marlotte FerougeUnion representative FNV hospitality

Everyone who works is entitled to holiday pay. So are you! This is paid once a year, no later than June. Sometimes it is paid monthly, which must be stated in the employment contract and clearly on the payslip.  When will I receive my holiday pay? Holiday pay is usually paid in May or by June at the latest. If you haven't worked the entire 'holiday year' with your employer, you will receive a portion of the total holiday pay. For example, if you started in January, you will receive 5/12 or 6/12 of the amount, depending on the month your employer pays the holiday pay.Even as a temporary worker or if you work through an agency, you are entitled to holiday pay. This is paid in one go by June at the latest, or monthly with your salary. Tax and holiday pay Note: holiday pay is taxed at a 'special rate'. This means you pay slightly more income tax on your holiday pay than on your 'regular' salary. The percentages are determined by the Tax Office. How do I calculate my holiday pay? The tax percentage depends on your income. The more you earn, the higher the percentage. For an annual total of up to €75,518 gross per year, the special rate for 2024 is set at 36.97% tax. For an annual total higher than €75,518 gross per year, the special rate is set at 49.50% tax.   Holiday pay is considered an additional payment and can therefore be calculated in whole or in part at the higher rate. This prevents your employer from paying too little tax. Example Employee X has a monthly gross salary of €2,000 Gross salary per month €2,000 Gross annual salary €24,000 8% holiday pay per month €160 Annual holiday pay (12 X 160) €1,920 The total gross annual income (gross annual salary plus gross holiday pay) is then €25,920 With an income of €25,920, you fall within the tax rate of 36.97%. On the gross holiday pay of €1,920, 36.97% tax is then withheld. Note: other deductions such as pension contributions are also withheld from the holiday pay.Do you have a question about the amount of your holiday pay? Or have you not received holiday pay? Then contact us!

As an employee, you determine the start and end times of your holiday (days) in consultation with your employer. It is important to request the holiday in good time from your employer. Timely requests are especially important during the summer period or peak season. During this time, often several colleagues want to go on holiday at the same time. This is usually not possible. In hospitality, according to the CLA hospitality, you are entitled to three consecutive weeks of holiday. This can be limited to two weeks if the work necessitates it. In that case, you are entitled to another week of consecutive holiday. In some cases, the employer may indicate that you cannot request a holiday in certain months or during the peak season. The employer cannot pre-determine this without agreement. This is only allowed if it is stipulated in your contract. A busy period or structural understaffing alone is not a reason to reject a holiday request. The circumstances of the case must always be considered, and a balance of interests must always be made. It is best to submit your holiday request in writing (for example, via e-e-mail or WhatsApp). If the employer rejects your holiday, you can have the rejection reviewed by a legal expert. Do you have any questions? Please contact De Horecabond.

You know how it is. After work, you quickly request your holiday while enjoying a drink. “Of course, no problem. A lovely two weeks in the sun, you should definitely do it.” Until a week later, it turns out your employer remembers nothing about it. It’s wise to prevent this. We give you five tips! 1. Request it in writing Even if you have such a good relationship with your employer, verbal agreements are difficult to prove. Therefore, send the period and duration of your holiday in writing (for example, via e-e-mail or WhatsApp). According to the law, your employer must let you know within two weeks whether it is approved. Hear nothing? Then your holiday is approved according to your wishes. Of course, in practice, this sometimes works differently…  2. Send a reminder  Therefore, always first send a reminder of the request to your employer and wait with booking your holiday until you have officially discussed it together. Perhaps you really cannot be missed during that period? Or maybe your colleague is just on holiday then? Also, ask for a written confirmation of your request, so everything is in black and white. 3. Consult with your colleagues Of course, you haven’t forgotten your colleagues! You’re probably not the only one who wants to go on holiday. In the most ideal situation, you are aware of each other’s holiday wishes and coordinate this together. Moreover, this saves a lot of discussion afterwards. 4. Submit your request well in advance In practice, the principle ‘first come, first served’ often applies. The earlier you submit your request, the greater the chance it will be approved. Is your request still denied? Then first check if your employer has a valid reason. For example, seasonal pressure or indispensability due to illness or dismissal of your colleagues. Do you doubt the reason? Then contact us. 5. Vacation days expire Statutory holiday days that you do not take expire six months after the end of the calendar year in which you accrued them. Vacation days that you accrue in a calendar year must be taken by 1 July of the following year at the latest. Non-statutory days only expire after 5 years.   Note: employers are obliged to fully and timely inform employees about the expiry/lapse of holiday days. This means your employer must warn you as soon as your holiday days are about to expire or lapse. If this does not happen, statutory holiday days do not expire on 1 July of the following year. 

As an employee, you determine the start and end times of your holiday (days) in consultation with your employer. It is important to request your holiday in good time from your employer. Timely requests are especially important during the summer period or peak season. During this time, often several colleagues want to go on holiday at the same time. In most cases, this is not possible. In the recreation sector, you are entitled to three consecutive weeks of holiday. This can be limited to two weeks if the work makes this necessary. In that case, you are entitled to another week of consecutive holiday. In some cases, the employer may indicate that you cannot request holiday during certain months or the peak season. The employer cannot determine this in advance without agreement. This is only allowed if it has been agreed in your contract. A busy period or structural understaffing alone is not a sufficient reason to reject a holiday request. The circumstances of the case must always be considered, and a balance of interests must always be made. It is best to submit your holiday request in writing (for example, via e-e-mail or WhatsApp). If the employer rejects your holiday, you can have the rejection reviewed by a legal expert. Do you have any further questions? Please contact us.

This is an old article. Check the latest CLA hospitality or do the salary check straight away.

This is an old article. Download the latest CLA hospitality here.

How your employer should assess your performance is described in the CLA hospitality. According to article 4.5 of this CLA, your employer is required to use a 'uniform assessment system'. This means they use the same system for everyone. Your employer should make this system clear to you and your colleagues. A good employer may also link a reward, such as a bonus or an extra day off, to a positive assessment. This is not mandatory. If your employer believes that your performance is mediocre or insufficient, they must inform you of this. This usually happens during a performance review. If this is the case, your employer must work with you to create an action plan aimed at improving performance. As a good employer, they are obliged to make efforts to improve your performance. They cannot simply state that your performance is mediocre or insufficient. The principle is that mediocre or insufficient performance should not result in a 'penalty', not even in the form of reduced salary, dismissal, or a lower position. Good performance is a joint effort between you and your employer. I disagree with my assessment, what now? What if your employer thinks your performance is mediocre or insufficient, but you completely disagree? Our advice is always to object to your employer's judgement in writing (this can also be via WhatsApp or Messenger). Additionally, your employer is obliged to create an action plan to ensure your performance becomes adequate again. Set clear goals in this plan. In exceptional cases, prolonged underperformance can even lead to a change in position or denial of a salary increase. A good employer will know how to improve performance with an action plan so that this does not occur often. We are here for you If you disagree with a mediocre or insufficient rating by your employer, if your employer wants to change your position, or if your employer claims you are not entitled to a CLA or salary increase due to your performance, always contact us!  

Organisations from the hospitality and leisure sector are joining forces. Today they are launching the hospitality pact. The aim of this pact is to work together on sustainable solutions for the labour market challenges of today and tomorrow. Today they are also launching 'Be My Guest'; the campaign with an accompanying platform initially aims to inspire and facilitate young people in the possibilities of the hospitality sector. This campaign strengthens the campaigns of the individual branches. In this initial phase, the focus is on enthusing talents within VMBO and MBO. Subsequently, it will expand to include talents in HBO. Hospitality pact The pact offers those involved a “compass” to actively work on research, social policy aimed at good employment practices, strong vocational education for the entire vocational column (VMBO, MBO, HBO and WO), an infrastructure for Lifelong Learning and labour market promotion. Collaboration and innovation are essential for a successful future of the sector. The sector is important for the Dutch economy and society, as in addition to earning capacity and employment, this sector promotes liveability and well-being by contributing to social connection and cohesion. And those who work in the hospitality sector develop social skills that are in demand everywhere. Adnan Tekin, chairman of the MBO council: ‘The collaboration between education and business is the key to a golden future for our students. Through practical experiences, our students are optimally prepared for the dynamic labour market of today and tomorrow. By joining forces with the business community, as is happening with the signing of the Hospitality Pact, we can combine the skills, Insights and expertise of both worlds, allowing our students to benefit from relevant and up-to-date educational programmes. There is an important role for MBO schools in the region. Together with regional partners, they are responsible for ensuring the best opportunities for our students to excel in their field. Edwin Vlek, union representative FNV Horecabond: “In the hospitality sector, we face a large number of challenges regarding the labour market. Here, the power of collaboration between business, education and government is essential. FNV Horecabond finds it important to be involved in this and to let the voice of (future) employees in the sector be heard.” Initiators Hospitality pact The Hospitality Pact is drawn up under the direction of the Taskforce Collaboration Hospitality Economy and is supported by the employers' organisations Koninklijk hospitality Nederland, ANVR, HISWA-RECRON, CLC-VECTA, Veneca, the MBO Council and HBO, employees' organisation FNV Horecabond, a collective of nationally operating companies and supported by the ministries of Economic Affairs. View the entire hospitality pact. Young talent – Be My Guest The sector offers many people the opportunity to develop themselves. There are promising and challenging careers for every hospitality talent. We want to show this with the campaign and the platform Be My Guest. The initial focus is on young people and their parents. With engaging content, we show that working in the sector is a real profession. And that you can continue to learn and develop with pleasure for a lifetime. The platform can be visited at www.BeMyGuest.nu Walter Seib, CEO HMSHost International: The hospitality sector is an essential industry for the Netherlands that is still insufficiently recognised, acknowledged and appreciated. This must change if the sector wants to be attractive to (young) workers. By coming together as an industry and education, we can jointly change the perception of working in the entire sector. We must also adapt to the times we live in. We particularly want to show young people, but also their parents, that working in this sector is a profession where you can learn for a lifetime and work with pleasure. We do this, among other things, with the platform Be My Guest and the accompanying campaign. Initiators campaign and platform Be My Guest HMSHost, Heineken, Bidfood, Sligro, Restaurant Company Europe, KHN, Bram Ladage, Postillion Hotels, Febo, ISS, StayOkay, Stichting House of Hospitality, NH Hotels, Hutten Catering, Vitam Catering, Temper, Hilton Hotels, McDonald’s, De Beren.

This is an old article. Download the latest CLA hospitality here.

Lately, I've been frequently asked: what are the most important themes in hospitality for you? Of course, there are several, but everything essentially boils down to one point, namely the retention of hospitality staff. How do we ensure that – in this time of staff shortages and labour scarcity – enthusiastic and trained employees want to continue practising the wonderful hospitality profession? I say: by cherishing, appreciating, and especially challenging them! So that they remain in hospitality and do not switch to other sectors that are eager to have them and offer more money, security, and career opportunities. Because it is 100% certain that hospitality staff – that means you – are attractive to other sectors. After all: ‘Hospitality is the purveyor of working Netherlands.’ Employees with hospitality skills are highly sought after, and their qualities are useful in any profession; people in hospitality work hard, you don't hear them complain, and they are very socially skilled. Number of permanent staff at a low point The latest labour market figures underline that we need to bind hospitality staff to us. The number of permanent staff has never been so low: nearly 53% now work on a call basis. And only 24% have a permanent contract with fixed hours. Additionally, we also know that young people are increasingly critical of education, careers, or part-time jobs in hospitality. And that employees often leave hospitality around their thirties. Offering challenging work and career opportunities So far, we have always been focused on the here and now and solving Updates problems without looking ahead and developing a vision. Employers have long thought that if they let employees progress to a managerial position with a corresponding higher salary, they would stay with them. But today's employee wants more than that: he/she wants challenging work with opportunities for self-Your career. And that doesn't always have to be a managerial position. So, invest in Training and Your career. The theme on which employers and unions always agree at the negotiation table that significant steps need to be taken. Because no one is against hospitality staff who continue to develop themselves. Specialising In my vision, we need to move towards a new work situation. Where the needs of employees are leading for the employer. A service employee who has no interest in management but wants to enrich his work might want to train as a barista. By specialising, he or she can offer guests an extra experience, which ultimately generates extra money for the employer. Or a chef who trains as a diet chef, thereby tapping into a whole new market for the restaurant. Win-win situation We need to give employees more say and offer career opportunities. And if that's not within their own company, then elsewhere within the sector. In a mature sector, employers grant their employees a career, even if it's with the neighbours. From the thought: a satisfied hospitality employee remains loyal to the sector and does not turn their back on it. A win-win situation, indeed. And that's what we need. Because once you've lost a hospitality employee, it's very difficult to win them back for the sector. Edwin Vlek Union representative FNV hospitality   Download the CLA hospitality  Do you want to know what else is in the CLA hospitality? Then download the CLA hospitality.  

ONCE, Veneca and VOCC are pleased to note the advice of the Advocate General in the case that Rob Baan, owner of horticultural company Koppert Cress, has brought against the tax authorities, which is now pending before the Supreme Court. The Advocate General agrees with Koppert Cress that providing healthy lunch meals falls under the targeted exemption for occupational health and safety provisions, as this provision is part of the employer's occupational health and safety policy. The Advocate General's reasoning is that the Working Conditions Act includes the obligation to implement a sickness absence prevention policy, of which a health policy can be a part, and healthy lunch meals contribute to this. Koppert Cress provided its employees with free healthy lunches and received an additional salary tax assessment because the tax authorities considered the free lunches as disguised wages. Koppert Cress disagreed with this because the free lunches were provided as part of its occupational health and safety policy and took the matter to court. Veneca has great respect for Koppert Cress, which, after both the District Court and the Court of Appeal ruled against it, did not give up and appealed to the highest judicial authority. Offering healthy food without being penalised fiscally  Ard van der Steur, chairman of Veneca, said, “In our view, it should be self-evident that employers can offer their people healthy food during work without being penalised fiscally for it. Employers can thus invest in vitality, job satisfaction, and employee retention. These are important pillars in reducing sickness absence within the framework of employers' occupational health and safety policy. In the tight and ageing labour market, this is of great importance for employers but also for the Netherlands as a whole. Caterers are particularly well-placed to provide healthy food and drink, and we are keen to work with employers to make this happen. We feed tens of millions of mouths annually.” Contribute to vital employees with a free healthy lunch If the Supreme Court follows the advice of the Advocate General, ONCE, Veneca and VOCC hope that more employers will follow Koppert Cress's good example by providing employees with free healthy lunches. An investment in sickness absence prevention that will more than pay off as a contribution to healthy and vital employees. The organisations look forward to the Supreme Court's ruling, provisionally scheduled for 17 November 2023, and wish Rob Baan and Koppert Cress every success.

The end of the staff shortage in the hospitality industry is nowhere in sight. No matter which news site you scroll through or which job site you open, hospitality job vacancies are everywhere. Updates hospitality employees experience the consequences of the shortage of colleagues every day and face an unhealthily high workload. And hospitality businesses are forced to adjust their services. Unprecedented number of vacancies Figures from the CBS show that the number of vacancies is incredibly high and does not seem to be decreasing. At the beginning of 2020 – just before the pandemic – there were 9,600 vacancies, and at the start of this year, there were almost four times as many, namely 36,000. In the first quarter of 2022, there was even a peak of 45,400 open vacancies. Additionally, we see that the number of permanent staff has never been so low within the hospitality sector: nearly 53% now work on a call basis. And only 24% have a permanent contract with fixed hours. Pulling out all the stops These figures speak volumes about the Updates situation. Fortunately, you see more and more employers pulling out all the stops to attract and retain new employees. But unfortunately, we also still see (too) many employers who are fixated on young, relatively cheap (unqualified) workers who often leave after a short time. Don’t we want to move away from the image of the hospitality industry as a part-time job factory and become a mature sector where employees can build a career and work with passion? Because working in hospitality is truly a profession that requires learning if you want to offer quality and standards. Valuing experience Currently, no less than 73% of employees are under 35 years old. And more than half (57%) are even under 25 years old. If we really want to tackle the staff shortages, we must also make and keep the sector attractive for employees over 35. Those who do not see this, in my opinion, should not complain about the staff shortage. And yes, it is true that the salary costs of ‘older’ colleagues are higher than those of younger ones. But I argue that these people also bring much more value. Insights and skills pay off many times over! Certainty. That is what employees want nowadays. A good salary is one thing, but income security and a good work-life balance are equally important. We must focus on the needs of (potential) employees instead of high demands from employers. Employers simply cannot afford that luxury. And ‘Chapeau’ to those who think ‘out of the box’ and give new target groups like career changers, over-55s, and status holders a chance and train them themselves!   Edwin Vlek Union representative FNV hospitality

Restaurant De Werf from Veere has been named the winner of the Best Hospitality Training Company 2022/2023 competition. In second place is 't Voorhuys in Emmeloord, followed by De Hof in Renswoude. Mark Benneker from 't Kruisselt in De Lutte received the title of Best Mentor Hospitality 2022/2023. The competition committee noted that where craftsmanship is practised, which certainly applies to the Top 3, there is a lot of attention for staff and trainees. Love for the product is, in this case, also love for the people. On the last day of the Horecava, Ricardo Eshuis from SVH (Stichting Vakbekwaamheid hospitality) announced the winners of both competitions. The competition committee for Best Hospitality Training Company was very impressed with the practical route that the winner, restaurant De Werf in Veere, devised together with ROC Scalda. Eshuis: “The company saw the staff shortages arising and therefore, together with ROC Scalda, devised a new training form for practical learning. This is for both young people who find the school route difficult and for young people with a distance to the labour market. This makes individual learning on the work floor very feasible and provides new intake. For the regular routes, the training company follows the school's line, tailored to the student's level and pace. There is room for all training levels, with De Werf optimally assessing what a student's level is and which mentor fits that. Learning and working are here on the same level as fun and creating.” Personal guidance through buddy system at 't Voorhuys Eshuis also praised numbers 2 and 3. No other company in the region guides trainees like 't Voorhuys in Emmeloord does, the number 2. Eshuis: “Through the buddy system, there is a lot of time for personal guidance. There are sufficient mentors available; the trainee-mentor ratio is almost 1 to 1. During the two-week induction programme, this training company maps out exactly what a trainee's starting level is and where they want to grow.” Also attention to socio-emotional Your career at De Hof  De Hof in Renswoude, the number 3, is so much more than just a training company, according to the competition committee. It is an environment where, besides the profession, socio-emotional Your career is very important. Eshuis: “De Hof is open to ‘damaged’ young people who, for example, have had a bad experience at another training company. There is a separate confidant who works with the managers and staff to look at personal Your career and supports guidance. This makes De Hof a warm place to learn.”  Mark Benneker Best Mentor Mentor Mark Benneker from 't Kruisselt in De Lutte was also honoured at the Horecava. He went home with the title Best Mentor Hospitality 2022/2023. Eshuis mentioned Mark's humour, combined with the way he always strikes the right chord with different types of trainees. This makes him truly distinctive. Eshuis: “Mark makes the difference for trainees between dropping out or continuing, between passing or not passing. Not only in the team of 't Kruisselt but also nationally. 't Kruisselt is a very fine training company with a good team, with Mark as a top mentor.” The two other contenders for the title Best Mentor Hospitality 2022/2023 were Marisca Stam from 't Voorhuys in Emmeloord and Best Mentor Hospitality 2019/2020 Nita Huning-Koster from Het Noorden van Aalten. This is how the Best Training Company is determined Trainees, staff, and/or teachers nominate training companies. From these nominated training companies, a Top 10 of the best training companies is selected. The expert jury visited this Top 10 last year to get a complete picture. They also scrutinised the training plan and the vision on training. The results of these company visits were presented by the expert jury to the competition committee, after which the Top 3 was determined. The competition committee then visited the three training companies and assessed them. The competition committee consists of representatives from SVH, SBB, KHN, FNV hospitality, the MBO Raad, and previous winners Van der Valk Sassenheim-Leiden and 't Havenmantsje.  History of Best Training Company For years, SVH has organised the Best Hospitality Training Company competition. The aim is to continue working with training companies on the very best practical training for new hospitality staff. And to encourage training companies to keep improving themselves. The Best Mentor Hospitality competition took place for the second time. Previous winners Best Hospitality Training Company 2019/2020: 't Havenmantsje in Harlingen 2018/2019: Van der Valk Hotel Sassenheim-Leiden 2017/2018: Het Hooihuis in Roosendaal 2016: DoubleTree by Hilton Amsterdam Centraal Station 2015: Vroeg in Bunnik 2014: Stempels Haarlem 2013: Hotel Greenside Texel 2012: McDonald’s Nederweert 2011: Sheraton Amsterdam Airport Hotel 2010: Golden Tulip Tjaarda Oranjewoud 2009: Conferentiehotel Willibrordhaeghe 2008: Restaurant Smits Koffiehuis in Amsterdam 2007: Landgoed De Wilmersberg in De Lutte Previous winners Best Mentor Hospitality 2019/2020: Nita Huning-Koster from Het Noorden van Aalten

As the second union representative for FNV Catering, I have the privilege of writing this Christmas blog. Unfortunately, my colleague Harry de Wit had to step down a few months ago. The end of the year is in sight and a new year is just around the corner. While expectations for the new year may not be too high in the hospitality and recreation sectors, for our wonderful catering-hospitality sector, the expectation is that work and revenues will continue to rise. Particularly in company restaurants, as people are returning to the office more frequently after the pandemic. In 2022, a lot has happened. Not only within our sector but also in the world around us. We faced developments that were largely beyond our control. First, the tail end of the pandemic, then the war in Ukraine began, followed by the energy crisis with high energy prices, resulting in a significant loss of purchasing power.  Even though you - catering-hospitality staff - will receive a 2% increase from 1 January 2023, this pay rise and the government compensation schemes are insufficient to offset the decline in purchasing power. As union representatives of FNV Catering, we are in discussions with employer organisations to encourage them to make a gesture towards employees as a sector, due to the decline in purchasing power. These discussions are ongoing. There are already individual employers in our sector who are making this gesture towards their staff, which we greatly appreciate! April of this year was an important month for our sector. We concluded a new CLA for two years. And not just any CLA, but a new catering-hospitality CLA. In this new and sector-wide CLA, the legal position and employment conditions for Updates employees are maintained, and the sector is made more attractive for new and young employees. This is intended to make the sector future-proof and to increase job security for employees in catering, hospitality, and inflight services. Concretely, this means that colleagues within a single company who previously worked under different CLAs will now all fall under this new CLA. A milestone we have been working towards for many years. In line with this CLA, we organised the conference ‘From catering to hospitality’. Here, a future vision for the sector was discussed; how the sector should further develop in terms of employment conditions, with training and Your career as central themes. This conference will continue in 2023. Finally, I wish you all very happy holidays with your loved ones. And a good and healthy 2023. And for those working during these days: I wish you much success and enjoyment at work! Johan Bijlsma Second Union Representative FNV Catering

Just one more week, then we close off the Updates year and begin 2023. I don't know about you, but the past year has really flown by for me. So much has happened. Not only in hospitality, but also beyond, in the world around us. We all faced developments that we couldn't do much about ourselves. First the tail end of corona, then the war in Ukraine began, followed by the energy crisis hitting us with high energy prices and a significant loss of purchasing power.  You might almost think that 2022 brought nothing good. In my view, that's really not the case. In February, we reached good CLA agreements with Koninklijke hospitality Nederland (KHN) for a stable foundation over a two-year period. Agreements that you – our members – overwhelmingly said 'yes' to, ensuring that wages in hospitality will significantly increase in two steps. A historic salary increase, the first of which has already taken place, and the next will occur in January 2023 through adjustments in the salary structure. Most of you will see at least a four percent increase in wages. We also saw that guests found their way back to hospitality en masse this year. Unfortunately, we can't yet say the same about new hospitality staff. The new CLA with better employment conditions and rising wages has made working in hospitality more attractive, were it not for the fact that the higher wages are partly offset by the energy crisis, among other things. Despite all efforts, we must acknowledge that the staff shortage has not yet decreased and the workload has actually increased. This presents a real challenge: ensuring that our skilled workers – the driving forces in hospitality – do not burn out or drop out, as the balance between work and private life is often really hard to find and the workload can sometimes be unhealthily high. Both subjects are always on our radar. In 2023, steps will be taken to somewhat compensate for the Updates loss of purchasing power. Consider the significant salary increase in hospitality from 1 January 2023, the increase in the statutory minimum salary, and the introduction of the energy cap. We realise that the pain will not be completely removed, but ultimately everyone will see a little more in their bank account each month. In 2023, KHN, CNV and FNV hospitality will also continue to work on elaborating the made CLA agreements. We will update the significantly outdated job classification to the Updates times and revise the associated salary structure. As a sector, we want to become competitive again with other sectors. Around the summer of 2023, we will gather your input to use during the CLA negotiations. The Updates CLA runs until 31 December 2023, and your opinion on how we can make the sector more attractive from 2024 is extremely important! Finally, after two years of hospitality being closed at Christmas, we can welcome guests without restrictions this year. To everyone working these days, I want to say: have a great time and enjoy it, even though it may sometimes be tough due to a shortage of colleagues. And to those who are enjoying some time off, I want to say: enjoy the time with your loved ones. I wish everyone very happy holidays and a beautiful and pleasant 2023. A year in which we pay more attention to the things that are going well. Because there's already enough misery in the world, let's bring out the positive in ourselves. It's good for your health and gives you energy. Regards! Edwin Vlek Union representative FNV hospitality

See all information about working hours in hospitality. 

He washes, irons, and picks herbs for the meals. This diversity of tasks speaks volumes about Diego Mingorance's role at restaurant De Nieuwe Winkel in Nijmegen. He is available for (almost) anything. “I love it.”Cheerfully, Diego Mingorance (31) swings open the door of De Nieuwe Winkel. Just a little while longer, and the Nijmegen restaurant will open again this Friday. But even now, shortly before the space is filled with fans of botanical gastronomy, it's a lively affair in the establishment. “We have to prepare everything well, right,” says Diego. “Once people come in, they should want for nothing.”Download our member magazines here. 

See all information about an all-in salary.

View all information about illness here. 

This arrangement only applies to Part A of the CLA catering. Download the CLA catering. 

Yannick Dolman (27) is an internship coordinator at Duinrell. In our magazine hospitality Info, he shares how he continues to develop himself to grow in his profession! “As an internship coordinator, I am responsible for everything related to internships. Annually, we have about seventy interns, from mbo 2/3/4 to hbo students with a graduation assignment, across various departments. In the winter, I mainly focus on recruitment and selection. I give presentations about all the possibilities. Then I conduct the interviews, and once the interns are accepted, I pair them with a practical supervisor.” “I have been doing this since 2016. After my graduation internship for BuAS, I stayed on to work there. Being asked to become an internship coordinator, after my internship as a supervisor at the Tikibad, was a surprise for me as well. What I enjoy about my work is creating a fantastic holiday or day out that our guests will remember for the rest of their lives. Training the interns and staff to achieve that is interesting.” “I always wanted to work as a manager within a theme park. Hence my choice for the direction of Theme Park Management. In the third year, I went to Disney in America because I wanted to develop myself as a person first. Although it wasn’t a management internship, there was no better place: living, working, and studying abroad, with people from all over the world and thus different cultures. At a company known for its ultimate hospitality.” “I always had a goal I wanted to achieve. Now I am putting it back on paper. By gaining different experiences and thus achieving previously set goals, you start thinking about it again. The most important thing is that I go to work with great pleasure and get opportunities.” “Only when I have truly finished learning, it will be time for the next step. By also taking on the role of supervisor in various operational and facility departments, I am still developing myself broadly. Not only in terms of career but also personally.” Download the latest edition of our magazine here.

Jack van der Heiden (25) is F&B Manager at Van der Valk Avifauna. He shares more about his work in our magazine hospitality Info. Education: Secondary Hotel School Leiden, followed by Higher Professional Education in Operations Management. “In my role as F&B Manager, I am responsible, along with the kitchen manager, for two restaurants, the hotel bar, and meeting rooms. This includes responsibility for purchasing and sales of products, direct management of the entire team, policy implementation, and overall budgeting. It is our task to ensure that we have the right people in the right positions/places.” “The best part is that you can actually make a difference for someone. Both in terms of work and personal Your career. I am a mentor myself, and it is wonderful to see how someone can develop. What we do in our industry is a team sport, and it is essential to help each other and make each other better. I draw energy from that.” “Everyone has their own story. By knowing the stories of the staff and delving into your team, you can provide the right personal guidance. If you know, for example, that something is happening at someone's home, then you understand that what you see as 70 percent effort is, for that person at that moment, the maximum they can give. It is important to find the right balance here. In our profession, it is important to remain human and not become a robot.” “I always try to challenge myself. At the start of the pandemic last year, I therefore began a Higher Professional Education course in Operations Management. Furthermore, I have many discussions with the management about the future and processes. If we implement a new process, we also monitor and analyse what this does to the business results. I want to learn from what I do.” ‘It is wonderful to see how someone can develop’ “My dream? Becoming a general manager of a hotel is at the top of my list. This is because you are responsible for all departments there. I certainly see this as the next step. For now, I am still focused on making progress in what I am currently doing. Within the Van der Valk family, I have already had many wonderful opportunities, and I am not done here yet.” Download the latest edition of our magazine here.  

Download the CLA hospitality. 

Head Chef Frank van den Berk from De Rechter always has a weekend day off. Planning a holiday is also no problem. And not just because he himself creates the schedules for the kitchen team at the Boxtel restaurant. “Everyone in the kitchen has a day off on Friday, Saturday, or Sunday each week.” So Van den Berk was off last Sunday. Remarkable in an industry where the pressure is consistently high over the weekend. However, the reason is obvious, the chef explains. “My boss thinks it's important that you can enjoy life outside of work. He also strongly advocates for a four-day workweek, just like having a day off on the weekend. I also work four days of ten hours a week myself.” The head chef noticed his employer's vision during the lockdowns. “Our boss kept us all employed because he knew different times were coming. We were seconded to healthcare, which was educational. In doing so, we helped our boss in a difficult time, standing ready for each other. You need each other. If you are realistic and honest with each other, you can go very far.” Don’t you run into problems with all those scheduling conditions when you’re open seven days a week like you are? “A good and healthy staffing level is a prerequisite anyway. We have that here. We work with a rotation system, have no fixed days off. I have two sous chefs, so one of us is always there. We have a total of six full-timers, including the self-employed chefs. Two always have a day off on one of the weekend days. Therefore, if you have a party or festival, you can always get time off.” Where does the policy pay off? “I’ve been working here for three and a half years and during that time there has been no turnover in the kitchen. We have a very pleasant atmosphere. When creating the menu, I give everyone input. Even a trainee can make a suggestion. Such a trainee can bring in things that I don’t know yet. And we give credit to those who deserve it. If compliments for a dish come from my sous chef, like recently, then those compliments are for her.” The work-life balance is just as important as professionalism at De Rechter, the chef indicates. “I hire a trainee to instil passion in them, not to fill gaps. I used to peel six buckets of potatoes as a trainee, that was the old days. I don’t want it like that.” He sees that at De Rechter, there is no focus on the lowest possible salary costs. “If you have experienced people who do upselling and have an eye for the guests, it pays off. Young people need to be well guided, not just left to run things. If you do that, you’re only looking at the short term.” What makes your work in hospitality enjoyable for you? “The buzz with the guests. I find it important to make food accessible to everyone, including vegetarian and vegan options, but also gluten-free if people have dietary requirements. I do that for the guest, because they want it. But it’s also interesting for the entrepreneur. Risotto or tournedos, that’s also a difference in purchasing.”    

Research shows that every year over two million Dutch people encounter aggression at work. From spitting, swearing to hitting or kicking. It can be aggression between colleagues, between guests, or from guests towards staff. Since the start of the coronavirus crisis, the number of reports of workplace aggression has increased.   Aggression at work can have a significant impact on an employee's life, for example, you may develop stress or anxiety symptoms, and sometimes workplace aggression even leads to post-traumatic stress symptoms. This should of course be prevented as much as possible. What can you do yourself against aggression and what role does your employer play in this?   Your employer's responsibility  As an employee, you are entitled to a safe workplace under the Working Conditions Act. Your employer is responsible for this. Your employer is obliged to take steps to prevent you from encountering aggression. Your employer can do this in various ways by:  implementing a good physical security system, such as a secure safe, no large amounts of cash in the company, CCTV, a good alarm system, and sufficient escape routes. ensuring there are procedures to prevent violence and aggression and that you and your colleagues are familiar with these procedures, for example, always opening or closing in pairs. training you and your colleagues in dealing with aggression and violence. What can you do yourself?  A safe working environment is an important condition for many employees to come to (or stay at) a workplace. This means it is also important for employers that such a work environment exists. If you experience an unsafe working environment, discuss it with your employer. You can also always contact us for further information.  

Last month we published the results of an independent study on what hospitality workers believe is needed to make the hospitality sector future-proof and attractive again. This month, I am tackling various themes that play a central role in the discussion about the future of our beautiful sector. This time, it's about the work-life balance in hospitality. Working a lot and hard also has its advantages The hospitality sector is known for a lot of hard and especially irregular work. Hospitality workers are real 'doers' and don't like sitting still. This was evident in the past period when they were sometimes forced to stay at home. Working in hospitality often means working when others are free: working in the evenings and on weekends. And that has its advantages. For example, there's always an excuse not to attend the birthday of that dreadful Aunt Annie, to avoid hearing her life story for the 23rd time over a weak brew that should Card for coffee. Moreover, you can visit amusement parks, zoos, and shops on days when others are working, making it much quieter. Another added benefit is that when you're working, it's also difficult to spend money, and you might save a bit. Although I dare to doubt that because after paying the bills, there should still be something left to save. And yes... hospitality workers often spend a lot of money in the hospitality sector. Especially after work. The downside Working a lot and especially irregularly also has a downside. While it might be nice to have an excuse for Aunt Annie's birthday, it becomes much harder if you can't even take time off to celebrate your children's birthdays. And it's certainly less fun if you - as the only one - always have to skip that beer after the football match because you have to work later. And going away for a weekend in the middle of summer with your friends to a sunny place to let loose is even more difficult. But well... It's part of it, and working in hospitality is a calling. Then you shouldn't complain and accept that this is just how it is. Right? Lack of understanding from those around you Everyone who works or has worked in hospitality knows that the most crucial trait you must possess is that you have to be a bit crazy and mad. And above all, have an immense love and passion for the profession. That feeling is not always easy to explain to those around you. Every hospitality worker has been asked the question: “What time are you done?” Only to answer that you don't know yet. “How come you don't know?” Well, maybe because guests are unpredictable... “But you must know a time...” Pfff... When I still worked in hospitality, my standard answer was: “I'll be done when Easter and Pentecost fall on the same day.” Or, against better judgment, I would mention a time that I couldn't meet afterwards. This was often not appreciated and led to all sorts of frustrations. From those around hospitality workers, there is often a lack of understanding that there are never really clear start and certainly no end times in hospitality. Because there is a lot of passion and love for the profession, hospitality workers often accept this. And even more so: we often defend this to those around us. But let's be honest. Isn't it strange that a hospitality worker doesn't even know when he or she is finished working? Because can you still plan other appointments then? Schedules announced in time Not knowing exactly when you're done and/or have to start can already be very annoying. But if you also don't know on which days you have to work or sometimes only find out shortly in advance, it's even more difficult. When can you plan that appointment? In the CLA hospitality, it is agreed that a schedule must be known at least two weeks in advance. Especially now - with the major challenges around the staff shortage - we hear and see more and more that this doesn't happen. Of course, in the Updates difficult circumstances, a call can sometimes be made on the flexibility of the hospitality worker. But then it must be reciprocal. And it is crucial that the employer is also flexible when a hospitality worker wants a day off. It cannot be that a hospitality worker has to organise and adjust their entire life around work. Sufficient rest is vital Working in hospitality is like top-level sport. And every top athlete knows that rest is just as important as training and playing matches. For no hospitality worker is it good to work structurally (too) long days and certainly not 6 to 7 days a week. Besides, it is legally prohibited. To continue performing, it is important to sometimes be able to relax and not have to think about work. With the Updates staff shortages, this is a major challenge. Let's please take care of our hospitality workers. Allow them to rest. And rest, in my opinion, also means real rest. Where the hospitality worker is not bothered on their only day off with all sorts of schedule changes or other matters. The youth of today... we need them badly! In recent weeks, I have been very annoyed by employers and hospitality workers criticising the attitude of especially young workers: ‘Young people no longer want to work hard, only want to party, prefer to stay at home, etc.’ I totally disagree with this. It makes no sense to make comparisons with the past. Remember that we cannot influence the past, but we can influence the future. If we really want to solve a staff shortage and make hospitality attractive again, it is crucial that we embrace the young, respect their opinion, and understand that they dare to say there is more to life than just work. And that they make a much more conscious choice about whether work really pays off. Perhaps it's not the attitude of young people that is annoying, but rather the fact that these young people are very consciously advocating for a work-life balance because life is not just about work. This, to be honest, should have happened much earlier! Edwin VlekUnion representative FNV hospitalityContact: send us a message  

Download the CLA hospitality here. 

According to the CLA hospitality 2025-2026, your schedule must be known at least three weeks in advance. Your employer is also required to maintain a record of your work and rest times. If you request it, your employer must be able to provide you with an overview. Apart from that, it is important that you also keep a good record of the hours you work, so you can properly check if what your employer records is correct.

View all information about working hours in recreation here. 

Have you ever experienced a cash shortage? Does this sound familiar: after a busy and long day, you balanced the till and found that there was a cash shortage. Or, guests who left without paying. What now? Can your employer deduct the shortage from your salary? No, your employer cannot simply deduct your salary to compensate. A cash shortage is very inconvenient, but it does not always mean that your employer can Card these costs onto you. Your employer runs a business, and there are risks associated with that. Business riskThis is what we call business risks. The cash shortage falls under business risk. Your employer can only charge you for a business risk if they can prove that you did it intentionally or that there was deliberate recklessness. This regulation is stated in the law. ProofBefore your employer can Card business risks like the cash shortage onto you, they must prove intent or deliberate recklessness. For intent, they must show that you had a plan to cause the cash shortage. For deliberate recklessness, your employer must be able to prove that you knew your actions could cause a cash shortage, but you did it anyway. Still responsibleFurthermore, it may be that the circumstances of the case determine that you are still responsible for the cash shortage that occurred. This must be assessed on a case-by-case basis.

Check all the information about annual leave in hospitality here. 

How often can your employer offer you a temporary contract? Can a permanent contract that has already been offered be withdrawn? And what about pregnancy and probation periods? Legal expert Dimphy Hermus from de Horecabond provides answers to questions about contracts and contract extensions. Can my employer refuse to extend my contract because I am pregnant? “A frequently asked question. An employer may decide not to extend a fixed-term employment during pregnancy. There is no obligation to extend contracts for pregnant employees. However, pregnancy should not be the reason for not extending your contract. Therefore, we always advise asking for written confirmation with a reason in such cases.” Can my employer agree on a new probation period upon extension? “Employers seek flexibility, but this is not the way. In principle, no new probation period can be agreed upon during an extension. This is only possible if you take on a new role with different requirements, tasks, responsibilities, and/or authorities. The duration of a probation period is legally defined. For contracts of indefinite duration or at least two years, it is two months; otherwise, it is one month. A probation period is only valid if included in your employment contract and can only be agreed upon for employment contracts longer than six months. It is important that the probation period must be the same length for both parties and cannot be adjusted or extended.” What is a notice period? “The notice period is the minimum time the employer must adhere to for the written message on whether they wish to extend your contract. This period is one month before the end of the employment. This notice period applies to temporary employment contracts of six months or longer. It may be that the notice is included in the employment contract; if so, the employer may have already fulfilled their obligation. Therefore, always check your employment contract first. Your employer must inform you of their plans in a timely manner. Failing to give notice on time does not change the end date of the contract.” What is a notice compensation? And what if I do not have a fixed number of hours? “If the employer has not adhered to the notice period, you may be entitled to notice compensation. The notice compensation amounts to a maximum of one gross monthly salary. The exact amount depends on the number of contract hours or the average number of hours worked per month. You will need the help of a legal expert to claim the possible notice compensation. It is important to keep in mind the expiration period: the claim must be submitted within two months after the end of the employment.” Can a contract be tacitly extended? “This can happen if you continue working after the end of your employment and the employer allows you to continue working. Then there may be a tacit extension. According to the Civil Code, the old agreement is then continued under the same conditions, but for a maximum of one year. In the case of a tacit extension, you are therefore not obliged to sign a new employment contract. Our advice: before you sign anything, have it reviewed by a legal expert.” When does my temporary contract become a permanent contract? “This is regulated in the chain regulation. The principle is that a temporary contract is converted into a permanent position with the fourth employment contract or if the term of three years is exceeded.” What does the chain regulation entail? “This regulation is stipulated in the Balanced Labour Market Act. It states that an employee may receive a maximum of three employment contracts within a maximum of three years. Only if the break between two employment contracts is longer than six months does the count start again. Note: this can sometimes be deviated from in the CLA, but this is not the case in the CLA hospitality, CLA recreation, and/or CLA catering.” View the Updates agreements in the CLA's. Can my employer withdraw the already offered permanent contract? “No, in principle, an offer is considered valid once you have accepted it. The employer cannot simply terminate your employment contract after acceptance, for example, if it has already been signed. The normal rules of dismissal law then apply. If this happens to you, contact one of our legal experts.” The company I work for has been taken over. What happens to my contract? “Nothing. The buyer of the company you work for is not allowed to change the employment contracts or dismiss employees. You retain the same employment conditions as before. Therefore, it is important not to sign anything and to contact our legal experts if necessary.”

If you work based on a zero-hours contract, an employer must make you an offer of hours after 12 months of work. This is regulated by the Balanced Labour Market Act (WAB). This offer of hours must be based on the average number of hours from the previous 12 months. If you, as an employee, decline the offer, or do not accept it or do not accept it on time, the employer must make you a new offer after 12 months. If the employer has not made an offer, you are in principle entitled to payment for the average number of hours of those previous 12 months. Once the number of hours has been established, your employer may not unilaterally reduce the number of hours. Additionally, there are a few things you can consider that may apply to your situation: If you work on average more than the agreed hours in the employment contract, you can request in writing to adjust the employment contract. If you have worked according to a fixed pattern for at least three months, you can request in writing to adjust the employment contract. The average number of hours for that period becomes the number of hours for which the employment contract applies. Sometimes a longer period is used, as this gives a better picture of the average numbers. It is good to check what might apply to you and report this in writing. If one of the two points above applies to you, we advise you to discuss with your employer the period on which a new contract will be drawn up. If your employer does not want to make an offer based on the average contracted hours, then contact one of our legal advisors.

“Chasing our dream. That’s what Kevin Kion, my best friend since childhood, and I have always done. And there was never any doubt about the content of that dream. To become head chefs in our own restaurant. That’s what we wanted, and we would do anything to achieve it.” “I can still see myself standing in the kitchen at home with a large tube of mayonnaise in my hand. I was making a Russian salad for my parents, a recipe I had just learned at the culinary school in Amsterdam. Later, when master chef Imko Binnerts took me under his wing at the age of fifteen at restaurant Vis & Ko, my drive only grew stronger. Especially because he taught me an incredible amount with all his Insights, experience, and dedication. Something that came in very handy when I subsequently worked at restaurant Bolenius (1 Michelin star), five years at Ciel Bleu (on the verge of three Michelin stars), and then four years at Serre as a head chef.” “Besides pure cooking, the renowned chefs Onno Kokmeijer and Arjan Speelman provided me with numerous tools that will be useful for the rest of my life. Learning to experiment with flavours, for example, daring to be creative and original. But also in terms of entrepreneurship and leading in a good way, they taught me enormously. So much so that I now think I am ready to start my own restaurant. Together with Kevin, my mate, who has followed a completely different culinary path.” “In a few weeks, we will open restaurant Mano in our hometown Haarlem, just as we always said we would in secondary school. We are not lacking in ambition. In the long term, we want to be among the top four restaurants in Haarlem. How? By ensuring our guests have a good time. Conveying our passion for food to them, which has been running through our veins for 28 years. And letting them enjoy our dishes, which are based on street food. Really, chasing the dream was already beautiful. Realising that dream is even more beautiful.” Daniel Damen and Kevin Kion restaurant Mano in Haarlem  

Recently, we have received many questions from hospitality staff about the timing of salary payments. It is possible for hospitality staff to receive their salary every four weeks instead of monthly. With a four-weekly payment, you receive your salary 13 times a year. In this case, the salary is slightly lower than when you receive a monthly salary or compare it with the salary scale from the CLA. Additionally, with a four-week salary, there is no fixed payday. Check your contract! Check your contract or staff regulations to see what agreements have been made about salary payments. Sometimes, with a four-weekly payment, it is agreed that the first four-week period always starts on 1 January. In that case, the 53rd week must be paid with the last payment of the year. It is not allowed for a week to go unpaid. 53rd week? And should the four-week salary be paid in the 53rd week of the year, or can the employer wait until January to pay it? According to De Horecabond, the four-week period always continues. If the employer pays your salary every four weeks, all weeks are paid. If you have any questions, contact us.

On 1 January 2020, a significant law came into effect, the Balanced Labour Market Act (WAB). This new law curtails excessive flexibility. The WAB includes new rules for on-call contracts (zero-hours contract and min-max contract). As an on-call worker, you gain more rights, and an employer cannot offer you only on-call contracts indefinitely, unless that is what you specifically want. Since the hospitality sector cannot function without flexibility, some agreements have been made in the CLA hospitality 2020 that deviate from the WAB. Long-term on-call in hospitality If you have an on-call contract, your employer can no longer require you to come to work unless they inform you at least 24 hours in advance of the times you are needed. They must also notify you in writing or electronically. This does not prevent you from voluntarily accepting a 'late' call, for example, if they call you in the morning to work on the terrace that afternoon because it’s a sunny day. However, they cannot oblige you. Another important change is that if your employer asks you in writing or electronically on Thursday to work on Saturday morning, but then cancels on Friday afternoon due to a change in weather, you are still entitled to the pay you would have received if the work had proceeded. The cancellation or change of times must occur more than 24 hours in advance, otherwise, your employer must pay you for the agreed hours. Note: the cancellation must be in writing or electronically (e.g., WhatsApp or email). An oral cancellation is not a legally valid withdrawal, as it is called, and does not exempt your employer from paying wages for the times you were called to work. Offer of employment contract for fixed hours Under the WAB, your employer is obliged to offer you a contract for a fixed number of hours after a certain period. Each time your employment contract has lasted 12 months, your employer must offer you in the 13th month a written or electronic offer for a fixed working hours, meaning a fixed number of hours. When calculating the 12-month period, it concerns the duration of the employment contract(s) and not the number of weeks worked. Employment contracts that have followed each other with intervals of no more than six months are added together. The offered hours must be at least equal to the average number of hours in the preceding 12-month period. If your employer makes you an offer, you have at least 1 month to accept the offer. You may also decline it if you wish to retain flexibility, for example, if you combine work with studies. In that case, you keep your on-call contract, and your employer will have to make another offer for fixed working hours after another 12-month period. The choice for flexibility thus effectively lies with you after the first 12 months. If you accept the fixed hours offer, it is no longer an on-call contract. This means you receive your contracted hours paid, and the hours are settled via the plus and minus hours scheme. It ensures a fixed and stable income. A guarantee of income also reduces uncertainty, even if you become ill for an extended period. It might also mean that a bank is now willing to grant you a mortgage. If you choose to keep your on-call contract, you must decline the fixed hours offer in writing. Transitional law Do you have an on-call contract that has lasted more than 12 months as of 1 January 2020? Then your employer must make the offer for a fixed working hours before 1 February 2020. The offer must be at least equal to the average scope in 2019.

And while you’re doing your utmost to expertly, kindly, and preferably quickly serve your guests their refreshments on the terrace, unfortunately, this isn’t always rewarded or appreciated by your guests.  You, as a hospitality professional, adhere to the rules. But do your guests do the same? Because although there’s no handbook for guests – ‘How should I behave on a terrace?’ – we can certainly talk about a number of unwritten rules. An unspoken etiquette. If everyone adhered to these, it would surely make your work much more pleasant. Etiquette expert Reinildis van Ditzhuyzen stands up for the hospitality industry and clearly explains what the customs are. 1. Only the hairdresser can cut To start with, according to Van Ditzhuyzen, we address everyone we don’t know with ‘U’. And with ‘sir’ and ‘madam’. Even the youngsters bringing us a cup of coffee on the terrace. "I sometimes see people snapping their fingers to summon the waiter. That’s really not on. Or shouting ‘hey there!’ That’s just as bad. You are the customer, but you don’t have to behave like an idiot. He is your host, not your slave. Even if you are the one paying." 2. No musical chairs, please A free tip for all Dutch people: just leave those chairs where they are. And the tables too. Van Ditzhuyzen: "It’s so Dutch to rearrange the whole place as soon as more family arrives, just to sit in a circle. You really won’t see a French person doing that. Moving chairs without consulting the owner is really not on. The café owner is still the boss, and you are simply a guest. So just ask. That ‘it should be fine’ mentality isn’t always appreciated." 3. Could it be a little more? For goodness’ sake, leave a little tip, unless you’re really disappointed with what you’ve been served or how you’ve been treated. "In America, waitresses live off your tips, so you really have to add a percentage to the bill there. In Germany, Belgium, and France, it’s customary. If you’re happy with your terrace visit, you should show it. The percentage doesn’t matter much, I think. Just round it off nicely, you’ll feel what’s logical. And if you choose not to tip, mention it. I was so disappointed with a dame blanche that I didn’t leave a tip. They added fruits and almost no chocolate sauce, that’s not how it should be. The rest was lovely, and I was really looking forward to that dame blanche, so it was a huge letdown. That was my reason for not tipping, and I told them, yes." Read the full article on RTL Nieuws  

Daan (24) is uncertain. He has had a great job as an activities coordinator at a recreation park for six months. Every day feels like a party. He gets along well with his colleagues. However, it's his manager who is causing problems. And Daan doesn't know how to handle it. "I am someone who tries to make the best of everything. Even with my manager – I'll call him Bart, but that's not his real name – I've tried to get along well from the start. I'm always friendly, honest, and open, and I try to do my job as well as possible. As far as I know, guests are always satisfied. But from the very beginning, Bart seems to have it in for me. He criticises absolutely everything I do. And my first interim evaluation was very negative, which I don't recognise at all. Now, I'm not one to complain, and I don't feel like going to the big boss to complain about Bart. Who knows, I might end up worse off. But yes, my job isn't getting any more enjoyable..." Our advice "What a difficult situation. First, try to resolve the issue in a personal conversation with your manager. And/or check with colleagues to see if you're the only one experiencing this problem. Together you are stronger anyway. Is there a confidant within the company? Approaching them could also be a good option. Regarding the evaluation: you should at least respond to it and indicate how you see the situation yourself. Where possible, you can correct demonstrable inaccuracies in the report. Don't forget to request that your response be included in your file/personal dossier, alongside the evaluation. Your story doesn't reveal what type of contract you have with your employer. If there is a probation period and/or a fixed-term contract, you must always weigh up which interests are most important and, if necessary, postpone further action/reaction until a 'safer' time. Have you ever experienced something like this? Comment below or on our Facebook page. 

Everyone is likely to experience it at some point; a loved one is ill and needs care. Initially, you might think of your partner or children. But it could also be that a good friend needs care. What is arranged for you as an employee to provide care if necessary? In many situations, it is conceivable that you take care leave. Care leave is special leave that you can take when someone needs care. There are two types of care leave: short-term care leave and long-term care leave. To be able to take the leave, certain conditions apply. The legal arrangement is as follows. Short-term care leave You can apply for short-term care leave in connection with the necessary care of a loved one. This includes a partner, (foster) child, a blood relative in the first (for example, mother) or second (for example, brother) degree, someone who lives with you (part of the household), and for the person with whom you have a social relationship in another way. Whether you have a social relationship with someone will depend on the specific situation. Care leave can therefore also be requested for family members. It must always be necessary care, which means it will be assessed whether you are the designated person to provide the care. Your employer may ask for proof. The duration of the leave per year is a maximum of twice the working hours per week. If you have a 38-hour contract, you may take up to 76 hours of leave. You must notify your employer of the leave as soon as possible, always do this in writing. When applying, you also indicate how you wish to take the leave, for example, one day per week or two consecutive weeks. During the care leave, you receive 70% of your salary.  Long-term care leave Following the short-term care leave, long-term care leave can be requested. This is without continued salary payment. This leave can be taken for a sick (life-threatening) or dependent loved one. These are the persons for whom you can also apply for short-term care leave.  In a year, you can take up to six times the working hours per week. You must notify your employer in writing at least two weeks in advance. Here too, you immediately indicate the reason and manner of taking the leave. For both short-term and long-term care leave, the employer cannot simply refuse the request. This is only allowed if the company experiences serious problems due to the leave. The legal arrangement can be deviated from in a CLA. This can be done to the advantage or disadvantage of the employee. It is therefore always important to consult the applicable CLA. The CLA hospitality does not contain any deviating provisions.

The Working Hours Act states that as an employee you are entitled to breaks and rest periods between shifts. Because rest is important. At the same time, it is often very difficult to take breaks in our busy sectors. What are the actual rules? The Working Hours Act provides, as the name suggests, rules for working and rest times for employees. The main aim of these rules is the protection of employees. Sufficient rest is essential for safety and health. Unfortunately, many employers do not take this into account. Less than a quarter of staff in hospitality can take enough breaks. In catering and recreation, not even half. It is disheartening that employers do not comply with the law and CLA. Right to a break The Working Hours Act distinguishes between young employees (employees under 18 years old) and adults. Additionally, there is a distinction in work and rest times based on the duration per day and the duration per week. The Working Hours Act contains standard regulations, but in CLAs, adjusted agreements can be made. A break is understood to mean: a period of at least 15 minutes during which work is interrupted and the employee has no obligations regarding work. This means that if you have to work during your break, for example answering the phone, this is not considered a break in principle. For a shift of more than 5.5 hours, you are entitled to a 30-minute break. This break can be split into breaks of at least 15 minutes each. For a shift of at least 10 hours, you are entitled to a 45-minute break, which can also be split. The break is your own time and not working time, and is in principle unpaid. As a young employee, for a shift of at least 4.5 hours, you are entitled to a 30-minute break. You can also split the break. You can agree with your employer and colleagues on when to take your break. Article 18 of the Contract Catering Agreement states that every employee is entitled to a half-hour break after 4.5 hours of work. The maximum working hours In addition to a break arrangement, there are also various rules for working hours. A day shift may not exceed 12 hours. Overtime is already included in this. The weekly working time may not exceed 60 hours. Over a period of 4 weeks, an employee may work an average of up to 55 hours per week and over a period of 16 weeks an average of 48 hours per week. For young employees, a day shift may last a maximum of 9 hours. Additionally, a maximum of 45 hours per week may be worked. Over a period of 4 consecutive weeks, this may average a maximum of 40 hours per week. Article 11 of the CLA recreation and article 10 of the CLA swimming pools provide a maximum working time per week of 52 hours and state that work may be performed for a maximum of 7 consecutive days. A young employee may work a maximum of 6 consecutive days. Note: the CLA recreation and CLA swimming pools distinguish between working hours and roster times. The minimum rest periods Rules also apply to daily and weekly rest periods. In every 24 hours, you are entitled to a rest period of 11 hours. Once a week, the rest period can be reduced to 8 hours, but only if business conditions make it necessary. For young employees, a rest period of 12 hours per day applies, including the hours between 23:00 and 06:00. The Contract Catering Agreement states that young employees may not work between 23:00 and 07:00. It is also important that you do not work too many shifts in a row as an employee. In a week of 7 days, you are entitled to an uninterrupted rest period of at least 36 hours. Article 11 of the CLA recreation and article 10 of the CLA swimming pools provide for 8 days off in 4 weeks with a minimum of one day per week and a rest period of 60 consecutive hours in a period of 9 days. Article 17 of the Contract Catering Agreement provides a separate arrangement for regional employees. For night work, adjusted work and rest times apply. You can consult these in article 5:8 of the Working Hours Act and article 20 of the Contract Catering Agreement. Source: HorecaInfo number 6 2018.

You only need to open the newsletter or the hospitality Info, or follow us on social media, and you'll regularly encounter the word CLA. That's not surprising, because a CLA is important for you as an employee and can really make a difference. But what exactly is a CLA and what does it mean for you? What do the letters CLA stand for? CLA stands for collective labour agreement, and it is a written agreement that outlines your employment terms. For example, it covers your salary, allowances, overtime pay, working hours, probation period, notice period, and/or pension. A CLA applies to a large group of people. These could be colleagues within the same company, known as a company or enterprise CLA, or agreements for all employees within a certain sector. Think of the CLAs for (day) recreation, swimming pools, catering, and hospitality that apply in our sectors. What are the benefits of a CLA? One of the major benefits is that the terms in the CLA are more favourable for you as an employee than if there were no CLA. For instance, the salary might be higher and/or you might receive more annual leave. In all the CLAs we have negotiated, you are entitled to 25 days of annual leave with a full-time contract, instead of the mere 20 days prescribed by law. That's an extra week's holiday thanks to the CLA! Does my employer always have to follow the CLA? A CLA applies firstly to you as a member of an organisation that has concluded the CLA, such as the union. Since your employer doesn't know whether you are a member or not, the CLA is often included in your employment contract. It is customary in our sectors that after concluding the CLA, the Minister of Social Affairs is asked to ensure that all companies in the sector apply the CLA. The minister must declare the CLA generally binding, as it is officially called. From the date the minister issues this general binding declaration (GBD), the CLA applies to all companies and employees in the sector. Can my contract deviate from the CLA? What is stated in your individual contract cannot be less than what the CLA offers. It can be more! Positive deviations are allowed. What is in the CLA must not conflict with the law. For example, the CLA cannot state that you receive a salary less than the statutory minimum salary or only 18 days of annual leave. However, the law can stipulate that certain legal rules may be deviated from by CLA. This happens, for example, in the (day) recreation CLA and hospitality CLA when it comes to seasonal workers. These CLAs have an exception clause regarding the period between temporary contracts until you are entitled to a permanent contract.  How are CLAs actually established? The CLA for an entire industry is concluded between different parties: one or more employers, one or more employers' organisations, and one or more employees' organisations, which are usually the unions. If it concerns a company CLA, it is concluded between an employer and one or more employees' organisations/unions. We as a union negotiate on your behalf as a member. To know what members want, we regularly consult with the CLA committee of each sector, and when negotiations are approaching, we gauge in advance what you as a member think of the Updates CLA and which points should be improved. We incorporate this into a proposal letter that goes to the employers' organisation. And we receive a proposal letter from the employers. It will not surprise you that the starting points are often far apart. Then the negotiations begin. This does not happen without a struggle; several meetings are needed. We discuss the progress in between with our CLA committee. Once we have a preliminary agreement or negotiation result, we present it again to the CLA committee and our members. If the majority agrees, as well as the majority of the members of the employers' organisation(s), we sign the CLA. What if the parties do not reach an agreement in time and the Updates CLA has already expired? In most CLAs, it is stipulated that if the CLA is not terminated, it is tacitly extended for another year or remains applicable until a new CLA is in place. All provisions are usually still valid. If a new CLA is eventually reached and it includes, for example, a salary increase, it is often paid retroactively. The CLA hospitality has been declared generally binding, so it applies to everyone working in hospitality, but it has not been signed by FNV hospitality. How exactly does that work? In the CLA negotiations for a new hospitality CLA, other unions were also involved, such as CNV Vakmensen. FNV hospitality was excluded from the CLA negotiations because we could not accept the employers' association's proposals. Their proposals had no benefits for employees and even brought about deteriorations. Negotiating on that was not possible. FNV hospitality wanted to agree on improvements based on the wishes of its members and employees, such as decent employment conditions, a good salary increase, good training opportunities, etc. CNV Vakmensen, together with the employers' organisation KHN, did sign the CLA. After the CLA agreement, the CLA was declared generally binding and applies to everyone working in hospitality. Although the hospitality CLA is valid until the end of 2019, your employer can offer you and your colleagues much more than what is in the CLA. Not only in terms of salary but also by investing in training. Your employer can come to a company CLA with us. We have already agreed on excellent company CLAs and can assist you and your colleagues in agreeing on this for your company as well. Contact our Information and Advice Centre for this. If an employer wants to make better agreements with us and be attractive to new staff, we will recognise this employer as a good employer. What if there really is no CLA, like a few years ago when there was no hospitality CLA? If you start working during a period when there is no CLA or no own arrangements, you make agreements about your employment terms with your employer. The general rules of labour legislation apply here. These are included in the Minimum salary Act, the Working Hours Act, the Working Conditions Act, the Work and Care Act, and the Civil Code. We strongly recommend that you record these agreements in writing in an individual employment contract. Negotiating with your (new) employer can be quite a task. That is also an advantage of a CLA: a lot has already been agreed upon, and your employer cannot deviate from it. You can then focus entirely on agreeing on extras on top of the CLA. Because once again, the CLA is the starting point, not the endpoint! Source: HorecaInfo number 6 2018  

We increasingly hear reports that hospitality entrepreneurs, despite their success, have to close their business for an extra day. The hospitality sector is welcoming more and more guests, but the staff shortage in hospitality is enormous. How can this be? When I worked in hospitality myself, I saw many colleagues who were extremely loyal to their employer and worked hard to make the guests as happy as possible. And it was hard work! Long days, performing under pressure, and a lot of physical activity. After your shift, you went home physically and mentally tired, but with the feeling: yes, we did it together again! Due to the high workload, a close bond quickly developed on the work floor. Both with colleagues and the employer. It felt as if you were on a survival journey together with the ultimate victory being a satisfied guest. In hospitality, it is hard work, every hospitality employee knows that, and if you can do that together with a great team, it is fantastic. But what if you can barely make ends meet from your hard work? It’s not bad to come home tired after a good day’s work, but if you constantly have to worry about your income, it’s much less pleasant. And that while you are practising a profession. In other sectors, you see wages rising, but in hospitality, it lags significantly behind. Unfortunately, hard work is not appreciated by every employer. I understand that hospitality stars start looking around for work that is less demanding and yet better paid, so you also have money and energy for the beautiful things in life. However, it would be better if these hospitality stars could continue working in hospitality and the sector becomes attractive again. Employers need to think carefully about how to recruit and retain staff. Cherish them and appreciate them, they are heroes! Gezina van der Ven, regional employee South-East

The Working Hours Act states that employees are entitled to breaks and rest periods between shifts. Rest is important. Unfortunately, in busy sectors, it can sometimes be very difficult to take a break. So, what are the actual rules? The Working Hours Act The Working Hours Act provides, as the name suggests, rules for working and rest times for employees. The Working Hours Act applies to all employees earning less than three times the statutory minimum salary. Employees who earn more but regularly work at night and/or in high-risk areas are also covered by the Working Hours Act. This law distinguishes between young employees (employees under 18 years) and adults. Additionally, it differentiates between the duration per day and the duration per week for work and rest times. The main aim of the rules in this law is the protection of employees. Adequate rest is essential for safety and health. Breaks A break is understood as follows: a period of at least 15 minutes during which work is interrupted, and the employee has no obligations regarding work. This means that if you have to work during your break, for example, answering the phone, it cannot, in principle, be considered a break. In the CLA recreation and CLA swimming pools, it is stated that as an employee, you are entitled to a half-hour break after 5.5 hours. The Working Hours Act states that for a shift of more than 10 hours, you are entitled to a 45-minute break. This can be split into breaks of 15 minutes each. The break is your own time and not working time, and you are generally not paid for it. A break of less than 15 minutes is counted as working time. If you are under 18 years old, you are entitled to a 30-minute break after working more than 4.5 hours. In this case, the break can also be split into breaks of at least 15 minutes each. You can agree with your employer and colleagues on what time you have your break. 

The Working Hours Act states that employees are entitled to breaks and rest periods between shifts. Rest is important. Unfortunately, in busy sectors, it can sometimes be very difficult to take a break. So, what are the actual rules? The Working Hours Act The Working Hours Act provides, as the name suggests, rules for work and rest times for employees. The Working Hours Act applies to all employees earning less than three times the statutory minimum salary. Employees who earn more but regularly work at night and/or in high-risk areas are also covered by the Working Hours Act. This law distinguishes between young employees (employees under 18 years) and adults. Furthermore, work and rest times are differentiated by daily and weekly durations. The primary aim of the rules in this law is the protection of employees. Adequate rest is essential for safety and health. Breaks A break is defined as follows: a period of at least 15 minutes during which work is interrupted, and the employee has no obligations regarding work. This means that if you have to work during your break, for example, answering the phone, this cannot initially be considered a break. In the {{ CLA }} catering, it is stipulated that as an employee, you are entitled to a half-hour break after 4.5 hours. The Working Hours Act states that if you work a shift of more than 10 hours, you are entitled to a break of at least 45 minutes. This break can be divided into breaks of 15 minutes each. You can agree with your employer and colleagues on the timing of your break.

Inflight catering is a distinct 'branch of sport' within the catering world. If you work in the inflight sector, you will certainly recognise this. In the inflight sector, employees, for example, do not have to deal with constantly changing employers during contract changes, work at one or two locations around the airport, and remain with the same employer for a long time. There are also separate arrangements in the CLA contract catering for inflight catering, such as higher salary scales, extra allowances for working night shifts, and a year-end bonus. The competition between airline caterers is enormous, and the influence of airlines on these caterers is significant. This increases the workload, and a large part of the organisation and execution of the work is determined by the timely delivery of meals. Working in inflight catering means dealing with the tight schedule of departing and arriving aircraft. FNV Catering has a group of active members at the largest inflight catering companies at Schiphol, with whom I regularly speak. Topics that often come up are workload and working conditions. What strikes me is that the airlines for which the caterers work have been achieving good results again in recent years, but employees in inflight catering do not sufficiently benefit from this. The future of this sector is certainly a point of attention for us as a union, with issues such as robotisation, workplace safety, and workload being important. We must not forget the role of budget airlines. The question of whether meals will still be included with a plane ticket in the future, or whether passengers will have to pay separately, will also influence the service and revenue of inflight catering companies. On many European flights, meals are no longer included, and the trend is that there will be less demand for this in the future. The pressure experienced by employees at inflight caterers and the (low) rewards compared to other industries is not only a concern for unions in the Netherlands. It is a worldwide issue where the role of major airlines is decisive. Last year, I attended an international union conference in America. It became clear here that employees in the sector worldwide face the same problems, such as low wages, high workload, poor or outdated equipment to work with, and insufficient protection when working in (extreme) weather conditions. Agreements have been made between the unions for catering employees, such as FNV Catering, and the unions with members at the airlines to jointly tackle the existing problems for inflight catering employees. It was also agreed during the last CLA negotiations to have regular consultations with employers about improving the working conditions for employees in the inflight sector. We will also work to make employees in the inflight catering sector members of the union, so we can achieve a strong negotiating position in the upcoming CLA discussions. Are you joining us? Harry de Wit, sector and regional union representative North-East

Everyone encounters it at work at some point. You don't understand your colleague, or your colleague doesn't understand you. It's frustrating, but if you know the basic behaviour and personality traits associated with you and your colleague, you can take this into account. Do you know how you come across to others, what your pitfalls are, and how you can deal with them?We recognise four types of basic behaviour: extroverted, introverted, people-oriented, and task-oriented. Everyone has a varying degree of these traits. In addition to basic behaviour, there are also four types of personality: dynamic personality, influential personality, stable personality, and conscientious personality. How do you find out what behavioural style someone has? It's actually quite easy. See if someone is introverted or extroverted. This is usually quite noticeable or apparent and determines how best to approach the other person. Introverted people are thoughtful, modest, formal, and want to know what to expect. Give them time and approach introverted people more formally. Extroverted people are quick, impulsive, and appreciate being approached enthusiastically, directly, and to the point. What is your own behavioural style? Through the Personal Mapping tool, you can find out what your behavioural style is. With a short questionnaire, you discover which character traits make you special and how you can use them to get the best out of yourself and your colleagues.Have you taken the test yet? Take it now!

The school year is almost over, the holidays are just around the corner, so you and many other young people under 18 are going to start working in hospitality for the first time! Working in hospitality can be quite demanding (long days) and there are risks involved (difficult guests, cleaning agents, kitchen machines), which is why employees under 18 are well protected; you are not allowed to work too many hours, the work must not be too strenuous, and supervision must be present. If your employer still makes you work longer hours (even if it's busy!), lets you work unsupervised or with dangerous machines, report this to your parents and your employer. Of course, you can also contact VIC, the Information and Advice Centre. How does your employer handle the rules for young people? Leave your comment on the blog! The working hours law for employees under 18 is as follows: - 15-year-olds; may work in hospitality, provided no alcohol is served in the area where they are working. The following rules apply to 15-year-olds: You may work on Sundays if it is part of the job and your parents have given permission, but only if you did not work the Saturday before.  You must have at least 6 free Sundays every 16 weeks. You may work until a maximum of 21:00 during holiday periods.   - 16 and 17-year-olds may work in service and kitchen; the following rules apply: Your weekly rest must be at least 36 hours per period of 7 x 24 hours; the daily rest must be twelve hours per 24 hours, including the period between 23:00 and 06:00; You are not allowed to work a night shift; Working on Sundays is allowed. Over 52 weeks, you must have at least thirteen Sundays off; The working time per shift is a maximum of nine hours, per week 45 hours, and on average per week 40 hours (160 hours per four weeks); For a working time per shift of more than 4.5 hours, the break must be at least half an hour.  

Every employee is entitled to annual leave. But how many days do you actually have per year? Statutory and additional leave days For annual leave, the distinction between types of leave days is important. You have statutory and additional leave days. The statutory leave days are the days every employee is entitled to by law. The number of holiday hours amounts to four times the agreed working hours per week. In a full-time employment (of five working days per week), you are entitled to four weeks of holiday: 4 x 5 days = 20 days. Additional leave days are the days you are entitled to based on an applicable CLA. In the hospitality, catering, (day) recreation and swimming pools CLA, this involves an extra week for a full-time employment. Hours The number of leave days you accrue depends on the number of hours/days you work. Example You work 24 hours per week. You work these hours over three working days of 8 hours. The number of statutory leave days you accrue is then 4 x 3 = 12 days. You can then take four weeks of holiday. Converted into hours, this is 96 hours of holiday. A leave day is worth the number of hours you normally work on a working day. In this case, 8 hours. On-call worker Do you have a zero-hours contract? Then it is possible that your holiday hours are paid out monthly with your wages. This is called a salary including holiday rights (leave days and holiday pay). You can still take holiday, but you have already been paid for it. This salary including holiday rights is only possible when you are called upon very irregularly and infrequently. Do you not receive the hours immediately paid out? Then, like everyone else, you accrue paid holiday hours. The calculation for this is as follows: You accrue 0.096 hours of holiday per hour (for which you are entitled to wages). This accrual consists of: Statutory holiday (per worked hour 0.0768 hours) Additional holiday (per worked hour 0.0192 hours) So, per worked hour, you accrue 0.096 hours of holiday. You can multiply your worked hours by that number. Note: Only if one of the previously mentioned CLAs applies to your contract are you entitled to additional leave days. Are you not covered by one of these CLAs? Then use the 0.0768 hours accrual per hour for the calculation.

A day of trial work for nothing at an employer. In hospitality and retail, it is becoming increasingly common. But is it allowed? ‘Trial work is part of the application process.’ This is what Emily Schaapman (23) was told when she applied at an Amsterdam restaurant. After a day of work, Schaapman was informed she did not get the job. And, even more frustrating, she was not paid for the hours worked. "According to the company, it was not feasible tax-wise," says Schaapman. "Of course, I was disappointed not to be paid, as I had worked hard." Thin line Schaapman's story is not unique. The trial day is a source of confusion and often comes up during job interviews. Working without an employment contract is prohibited in the Netherlands, but testing skills important for the role is allowed. "There is a thin line between testing and working," says employment lawyer Marnix Ritmeester. "There is no legislation regarding trial days. You can call the trial day an internship, but it can also be the start of an employment contract. Often the trial worker is simply performing work." The lack of legislation raises questions for trial workers. Should they be paid, or is the trial day at the applicant's expense? And who is liable if an accident occurs? According to Ritmeester, some employers are insured for such cases. "But not always, which can be concerning with these types of arrangements, especially with high-risk tasks." Trial workers sometimes think companies exploit the ambiguity and, for example, call in one dishwasher after another. Official figures on the number of trial days are lacking. However, Marco Bouma, union representative of FNV hospitality, regularly receives questions about trial days. "Working without an employment contract is simply not allowed," says Bouma. Administrative hassle "We have enough options in the Netherlands to see if you are a good fit, such as the probationary period in the employment contract." According to Bouma, employers mainly want to avoid the 'administrative hassle' of drafting a contract with trial days. "But you cannot let people work without rights and insurance," says Bouma. A spokesperson for the Ministry of Social Affairs and Employment says they are not aware of any issues surrounding trial days. "But it seems clear to me that this is not the intention," she says. "If you want to know if someone is suitable, you can first offer a temporary contract and use the paid probationary period intended for that." What should you do as an applicant if you encounter a trial day? According to lawyer Ritmeester, it is important to ask for clarity in advance. "You can have the terms of the trial day, such as any payment, put in writing. Then you know exactly where you stand." Ritmeester does not believe in new legislation regarding trial days. "There is already a lot of legislation that does not align well. Additional legislation would only make it more complicated." After the disappointing trial day at the Amsterdam restaurant, Emily Schaapman quickly found a new job in hospitality, where she was welcomed without having to work a day for nothing. Source: Trouw

FNV member Lesley Gemin: “I am the first doorman in Amsterdam with this certificate!” Image P&I What a great job combination: tram conductor and hospitality doorman. What is the main similarity between these two jobs? “Being a host. I am a host on the tram and at the door in the hospitality sector in Amsterdam. I love people and the interaction. I want them to feel safe with me, whether they are on the tram or in the nightlife. I don’t want to be a bouncer, who drags you out of the venue when there’s trouble. A doorman is different, he approaches his guests as a true host.” How has the doorman profession changed over the years? “When I became a doorman, it wasn’t about diplomas. I got into it because I was known in the sports world of karate and kickboxing. Fortunately, since 1999 you have to take courses and have papers. The Hospitality Doorman diploma is required to practise the profession. I’ve had the hospitality doorman card since 2000. After many years at Odeon and Hotel Arena, I now work at the Feestfabriek. With the cooperation of my other employer GVB, I fulfil my new duties as a host. Last November, I obtained the certificate from the Masterclass Hostmanship/Hospitality. According to the hospitality police, I am the first hospitality doorman in Amsterdam to hold this certificate.” With 43 years of experience in hospitality, don’t you know enough by now? “After so many years in the profession, you rely on automatisms. While, of course, a lot has changed in society. The behaviour of guests has changed and some things just have to be done differently nowadays. A few times I’ve said to myself, hey Les, try it this way, because it can be done like that too. And it was right! I can recommend the masterclass to everyone, especially hospitality doormen!” Want to read more stories? Check out the hospitality Info! FNV hospitality is curious about how you continue to develop to grow in your profession. Let us know in a comment below!

Everyone falls ill sometimes. Unfortunately, illness cannot be planned, and no one chooses it voluntarily. Unfortunately, employers are not always understanding when it comes to reporting sickness. It is important to take certain steps when you are ill. And, what exactly can you and your employer do or not do? Visit the GP If you are ill or feel unable to work, it is important to always make an appointment with the GP. The GP is the medical specialist who can determine what is wrong with you and what you should do to recover. This could involve prescribing medication or advising rest. Once you know what you have and what you can do about it, you can report your sickness to your employer if you are unable to work. Reporting sickness Contact your employer in the usual way for your company. It is important to follow the prescribed rules regarding sickness. These may be included in your employment contract, the company regulations, or the applicable CLA. When you have reported your sickness by phone, it is wise to confirm it in writing, for example, by e-e-mail. This way, there can be no ambiguity about the date or time of your sickness report, and you have proof in case a discussion arises. You do not need to tell your employer exactly what your symptoms are, as this is private. Can your employer reject your sickness report? No. Your employer is not a doctor. Therefore, they cannot give a medical opinion and decide whether you are fit to work or not. If your employer does not trust your sickness report, they can engage an occupational health or company doctor. The doctor can then contact you to assess whether you can perform your duties with your symptoms. If you are unable to perform your duties, wholly or partially, you are (wholly or partially) unfit for work. During the first few weeks of illness, it is expected that you stay at home and only go out if absolutely necessary (for example, to visit the GP or pharmacy). You must also remain reachable for your employer.

Based on the schedule, you know when you have to work, when you have rostered time off, and when you have holidays. This way, you can also plan personal appointments. But what if your employer keeps changing the schedule? Is this allowed? Your schedule is initially not part of your employment terms and can therefore change. Of course, you can establish agreements about your working days and times in the employment contract. Recorded agreements form part of your employment terms. The employer must consider the Working Hours Act when creating the schedule, which specifies the maximum working hours and minimum rest periods. To some extent, the employer can also take into account the personal circumstances of employees. According to the legal regulation, the schedule must be announced at least four weeks in advance. In the CLA hospitality, it is stipulated that the schedule must be announced at least two weeks in advance. Once the schedule is known, it cannot be changed just like that. To change a schedule, the employer must have a compelling business interest, for example, if a few colleagues have fallen ill, requiring you to cover for them. This is done in consultation. If the schedule is changed and it doesn't suit you, you must discuss with your employer to reach a suitable solution. Simply not going to work is not advisable. This can result in work refusal and can have far-reaching consequences for you. If you have a good reason for not being able to work on a certain day or time, a lawyer can conduct an interest assessment. The employer's business interest is then weighed against your personal interest. Who is ultimately justified depends on the circumstances. Tip: Having a lot of trouble with schedule changes or schedules not announced on time? Address this not only individually but together with your colleagues to your employer! Also, put something in writing to prove that you have reported this.

Based on the schedule, you know when you have to work, when you are off duty, and when you have holidays. This way, you can also plan private appointments. But what if your employer keeps changing the schedule? Is this allowed? Your schedule is initially not part of your employment terms and can therefore change. Of course, you can set agreements about your working days and hours in the employment contract. Recorded agreements are part of your employment terms. The employer must consider the working hours law when creating the schedule, which states the maximum working hours and minimum rest periods. To some extent, the employer can also consider the personal circumstances of employees. According to the legal regulations, the schedule must be announced at least four weeks in advance. In the CLA recreation and CLA swimming pools, it is stipulated that the schedule must be announced at least two weeks in advance. Once the schedule is known, it cannot be changed just like that. To change a schedule, the employer must have a compelling business interest, for example, if a few colleagues have fallen ill, requiring you to cover. This is done in consultation. If the schedule is changed and it doesn't suit you, you must discuss it with your employer to find a suitable solution. Simply not going to work is not advisable. This can result in work refusal and can have far-reaching consequences for you. If you have a good reason not to work on a particular day or time, a lawyer can weigh the interests. The employer's business interest is then weighed against your personal interest. Who is ultimately justified depends on the circumstances. Tip: Having a lot of trouble with schedule changes or schedules not announced in time? Address this not only on your own but together with your colleagues to your employer! Also, put something in writing to show that you have reported this.

Based on the schedule, you know when you have to work, when you have rostered time off, and when you have holidays. This way, you can also plan private appointments. But what if your employer keeps changing the schedule? Is this allowed?  More information in the CLA catering Download the CLA catering and stay informed about the applicable agreements. Go to the download.  Your schedule is initially not part of your employment terms and can therefore change. Of course, you can include agreements about your working days and hours in the employment contract. Recorded agreements form part of your employment terms. The employer must consider the working hours law when creating the schedule, which specifies maximum working hours and minimum rest periods. To some extent, the employer can also consider employees' personal circumstances. Schedule announced in time According to the legal regulation, the schedule must be announced at least four weeks in advance. Once the schedule is announced, it cannot be changed just like that. To change a schedule, the employer must have a compelling business interest, for example, if a few colleagues have fallen ill, requiring you to step in. This is done in consultation. If the schedule is changed and it doesn't suit you, you must discuss it with your employer to find a suitable solution. Simply not going to work is not wise. This can result in work refusal and have far-reaching consequences for you. If you have a good reason not to work on a particular day or time, a lawyer can weigh the interests. The employer's business interest is then weighed against your personal interest. Who is ultimately justified depends on the circumstances.  Tip: Having a lot of trouble with schedule changes or schedules not announced in time? Address this not only on your own but together with your colleagues to your employer! Also, put something in writing to show that you have reported this. If you have questions, contact us. We can always help you with this.   

A few guests have left without paying or the till is short. Your employer is angry and demands that you pay the bill out of your own pocket, or he withholds your tips. Is this actually allowed? Evidence Your employer can never just withhold your wages or tips. Not even if you may have made a mistake that caused damage to the employer. Your employer is initially responsible for running the business. There are risks associated with this, the business risks. An employer cannot simply Card on their business risks to the employees. If the employer suffers damage due to a mistake or action by the employee, the employer can only recover the damage from the employee(s) if they can prove that there was intent or deliberate recklessness. This regulation is included in the law. Intent, deliberate recklessness or the circumstances of the case To prove intent, it must be shown that there was a premeditated plan to cause damage. For deliberate recklessness, it must be demonstrated that you were immediately aware of your reckless behaviour before acting. This also involves knowing that your actions could lead to damage, but you accept the consequences and do not adjust your behaviour. Finally, based on the circumstances of the case, it can be determined that you as an employee are still responsible for the damage and will have to compensate it. Do not sign anything! If a situation arises where the employer still wants to recover damage from you, we advise you not to agree to this immediately or sign anything for it. It is important to formally object in writing to any withholding of wages or tips. It is best to contact one of our lawyers from the Information and Advice Centre in advance.

Last April, a study by CBS/TNO revealed that being a head chef is one of the most demanding professions in the country. What about the differences among them? Does a self-employed chef have it tougher than a chef on a payroll? How do chefs cope with work pressure? Alongside teachers, doctors, and lawyers, the work pressure in hospitality, particularly for chefs, is perceived as one of the highest among all professional groups in the Netherlands. Misset hospitality spoke with three of these workhorses about how they handle the work pressure. They chose chefs from three different restaurants, from an union representative chef in a large hotel, a chef employed by a catering company, to a patron-cuisinier of a Michelin-starred restaurant. Joris Bijdendijk Joris Bijdendijk, the union representative chef of Rijks, has experienced the difference. In his previous job, he was a chef employed by an international hotel chain (Bridges of the Sofitelhotel The Grand), and now Bijdendijk works for Rijks, the restaurant of the Rijksmuseum operated in collaboration with the Vermaat Group. ‘A hotel is often about concept, whereas with a caterer like Vermaat, you always have to deliver bespoke service. Moreover, the company has managed to retain the pleasant family feeling even after the Swiss takeover.’ Regarding the work pressure of a chef, Bijdendijk is clear. ‘We really need a bit of stress to perform well. Read more experiences from the chefs on MissetHoreca

If you have your eye on a new job and want to start with your new employer, it is important to properly terminate your Updates contract. Just like your employer, you must adhere to certain rules when resigning.  Type of contract First of all, it is important to determine what type of contract you have. A fixed-term or an open-ended contract. Different rules apply to each. Fixed-term  Do you have a fixed-term contract? Then your contract has an end date. This means that the contract will automatically end after a certain period. You have entered into the contract for a specific period, so terminating it before the end date is generally not possible. Have you agreed on a probationary period? You can, of course, resign during the probationary period. Terminating earlier than the end date is only possible if this is agreed upon in your contract. Is there nothing mentioned in your contract? Then you can agree with your employer that you can leave earlier than the end date. Together with your employer, you will determine the notice period (mutual agreement). Make sure to put these agreements in writing and have them checked before signing! If your employer does not agree and you decide to leave anyway, your employer may decide to claim the remaining months you should have worked as compensation. This could include wages and/or lost revenue. Tip: resign in writing so you have proof of your resignation and when it occurred. Open-ended  Do you have an open-ended contract? Then your contract does not have an end date. With an open-ended contract, it is possible to resign, but you must consider a notice period. The notice period for you as an employee is, by law, a full calendar month. It is customary to resign at the end of the calendar month. The employment contract can deviate from this up to a maximum notice period of six months. In that case, the notice period for the employer must be at least twice as long. If your employment contract contains a different notice period, you must adhere to it. Provisions in employment contract or CLA Your employment contract may contain a different provision or notice period. For example, a different period (four weeks) or when you must resign (before the 20th of the month). The CLA follows the legal regulation, but another CLA may contain a different provision. Always check this carefully! Note: if you resign yourself, you are not entitled to social benefits. You can never just leave without observing a notice period!  

For effective performance in your role, it is sometimes important to undertake a training or course, in addition to any completed education. The rules are constantly changing. Therefore, it is good to be aware of the latest developments. Statutory training obligation for employers When you are employed by an employer, your employer may request you to attend a necessary or desirable course. Since 1 July 2015, there has been a statutory training obligation for employers. The regulation states that the employer must enable the employee to attend training and courses necessary for the performance of the role. Additionally, the training obligation is also important in cases of underperformance or redundancy. The employer is required to finance such training and courses. As an employee, you can therefore request the employer to allow you to attend important courses. Mandatory or non-mandatory A distinction is made between a mandatory and non-mandatory course or training. When the employer requires you to attend a course or training as part of your role, this can be considered as working time. It is not always necessary for the course or training to take place during working hours. Course days or times can also fall during your free time. If the employer then requires you to attend a course as part of work, the time you spend on it will generally be considered as working time. This is compensated with either pay or time off. If your employer asks you to attend a course, you cannot simply refuse. Note: The time spent on a voluntary course is not considered working time because you could have allocated your time differently. It is a personal choice. Study cost clause It is possible for the employer and you to make an agreement about the costs incurred for the training or course. This will mainly concern the repayment of costs if you resign within a certain period. As time passes, the amount to be repaid will be proportionally reduced. Such an agreement is called a study cost clause. A study cost clause can only be agreed upon in writing and must be clearly drafted. Note: Never sign a clause without having it checked by a legal expert. It can then be assessed whether the arrangement is reasonable or not. CLA CLAs often contain agreements regarding training and contributions to course costs. The CLA hospitality provides a scheme for a Your career budget in article 5.1.

For the effective performance of your role, it is sometimes important to undertake a training course or programme, in addition to any completed education. The rules are constantly changing. Therefore, it is good to be aware of the latest developments. Statutory training obligation for employers When you are employed by an employer, your employer may request you to attend a necessary or desirable course. Since 1 July 2015, there has been a statutory training obligation for employers. The regulation states that the employer must enable the employee to attend training and courses necessary for the performance of the role. Additionally, the training obligation is also important in cases of underperformance or redundancy. The employer is required to finance such training and courses. As an employee, you can therefore request your employer to allow you to attend important courses. Mandatory or non-mandatory A distinction is made between a mandatory and non-mandatory course or training. When the employer requires you to attend a course or training as part of your role, this can be considered as working time. It is not always necessary for the course or training to take place during working hours. Course days or times can also fall in your free time. If the employer then requires you to attend a course as part of work, the time you spend on it will in principle be considered as working time. This is then compensated with pay or time off. Does your employer ask you to attend a course? Then you cannot simply refuse. Note: The time you spend on a voluntary course is not considered working time because you could have organised your time differently. It is a personal choice. Study cost clause It is possible for the employer and you to agree on the costs incurred for the training or course. This will mainly concern the repayment of costs if you resign within a certain period. As time passes, the amount to be repaid will be proportionally reduced. Such an agreement is called a study cost clause. A study cost clause can only be agreed upon in writing and must be clearly drafted. Note: Never sign a clause without having it checked by a legal expert. It can then be assessed whether the arrangement is reasonable or not. CLA CLAs often contain agreements regarding training and contributions to course costs. In the recreation sector, such a regulation is included in article 27. Article 25 of the CLA day recreation contains a regulation for training and educational leave. The CLA swimming pools has its own regulation for training and contribution to course costs in article 22.

I couldn't even think anymore. I put my carton of milk in the cupboard instead of the fridge. And rolls went in the microwave instead of the oven. My mind was overflowing and at the same time, there was nothing. I often spent whole days in my dressing gown. For my husband Wim, this period wasn't always easy either. But he always supported me well during that time. That was natural for him. His attitude is that you just support each other. Even if I asked him to take a day off work, he would do it. The days when he went to work could sometimes be long. Because I didn't want to lose my rhythm, I would get up at the same time as him. But then I would do absolutely nothing for the rest of the day. Except stare into space. If the temperature was nice, I could do a bit of gardening. Every day, at the end of the afternoon, I would look at the clock, and when it was five o'clock, I would think: “Thank goodness, he'll be home soon!” Did I get a bunch of flowers from my employer? Haha, don't make me laugh. They called me three times a day in the early days to say they urgently wanted a meeting. And that while I was barely able to stand on my feet or think clearly. It was ridiculous. Even my GP thought it was an unhealthy situation. “They really need to stop this. They need to leave you alone. Otherwise, I will call the company,” he said. Then there was the company doctor: who advised my employer to have an independent occupational health expert review the situation. They ignored that advice. A few months after my sick leave, I was ready to have a conversation. A meeting took place between me and someone from HR. A lady who barely took me seriously. And made me feel like it was my own fault that I ended up with a burnout. After that conversation, there was a period where I had to figure it out myself. There was no clear reintegration plan. But I am a fighter. Someone with a hands-on mentality. If I can work, I will. And so I planned everything myself to start reintegrating - six months after my sick leave. My own initiative, then. My area manager was supposed to find a nice place for me, a small location. I did indeed end up in a nice place. With lovely colleagues, with whom I later socialised outside of work as well. Well, with almost all colleagues then. There was one colleague I would rather never see again. A guy who often spoke disrespectfully about others. About someone who was ill, about people with a different skin colour, you name it. And he did that even when guests were present! Well, I have a problem with that. So I called him out on it. Something my colleagues - who had as much trouble with him as I did - didn't dare to do. I also reported it to management. But they did nothing about it. Well, then it stops there. Meanwhile, I built up my hours myself and shortly after the summer holiday, I reported myself fully recovered. Next Monday, Marja will tell in her last blog how her employer tried to get rid of her.

Click here for the most up-to-date information regarding working during public holidays.  In hospitality, it is common for employees to work on public holidays. These are often the busiest days of the year. The CLA hospitality includes a provision for working on public holidays.If the CLA hospitality still applies to your employment contract and you work on a public holiday, you are eligible for compensation. If the CLA does not apply, check if there is a company regulation that includes such a provision.The compensation scheme from the CLA applies to working on recognised public holidays. The recognised public holidays are: New Year's Day, Easter Sunday and Monday, King's Day, Liberation Day in lustrum years, Ascension Day, Whit Sunday and Monday, and Christmas Day and Boxing Day.The compensation according to the CLA hospitalityFor working on a public holiday between 02:00 and 02:00 the next day, you receive compensation. Initially, you receive one hour of compensatory time off for each hour worked. For example, if you worked 8 hours on Christmas Day, you get 8 extra hours off. You can then try to take this time off within 26 weeks after the public holiday.If taking time off is not possible, you receive a bonus on your salary. The bonus amounts to 50% of the hourly salary for those worked hours. For working on the public holiday, you would then be paid a total of 150%.The company is closed during the public holidaysA public holiday is not automatically a paid extra day off. If the employer closes the company during the public holidays and you do not meet your contractual hours that week, you must make up the day. You are paid for those hours (your usual monthly salary). The employer may then ask you to make up the missed hours at another time. Of course, you could choose to use a holiday day so you do not have to make up those hours.Employment conditions regulation of Koninklijke hospitality NederlandIs the employment conditions regulation (the AVR) of KHN declared applicable to your employment contract? The regulation also has a compensation scheme. The AVR includes the same recognised public holidays, with the exception of Liberation Day. For working on the other recognised public holidays, the same scheme as shown above applies. The compensation does not apply to employees who are temporary or non-skilled workers.

Entrepreneurs are increasingly facing fewer obstacles in their business operations. At the start of the third quarter, more than half reported no longer experiencing any obstacles. However, a shortage of suitable labour is more frequently cited as a hindrance. This is reported by CBS. Shortage of qualified staff is increasing An issue that is increasingly arising is a looming shortage of sufficiently qualified staff. Since the end of 2009, the number of entrepreneurs indicating that this shortage hinders their business operations has not been as high as it is now (7 percent). In the information and communication sector, even 17 percent of entrepreneurs report a shortage of qualified staff. In the business services sector, one in ten entrepreneurs cites this hindrance.   The number of entrepreneurs expecting to expand their workforce has also never been as high as at the beginning of the second and third quarters, when a net 8 and 6 percent of entrepreneurs respectively indicated they expect to expand their workforce.. Read the full report on CBS

Every employee is legally entitled to annual leave. As an employee, you should agree with your employer on the start and end dates of your holiday. It is important to request your holiday, especially during the summer period or peak season, as early as possible. NOTE: Check the CLA for the most up-to-date information regarding holidays. How should I submit my request?The best way is to submit your request in writing to your employer. Clearly indicate from when to when you wish to take your holiday and how many days it involves. Your employer should ideally respond to your request within two weeks. If they do not, send a message to check if the request has been received. If the employer still does not respond, the holiday request is generally considered to be approved according to your wishes.Can my employer reject the request?It is possible for your employer to reject the request. However, they can only do so if there is a valid reason, such as a significant business interest. If you receive a rejection, it is always wise to ask why your holiday was denied. A legal expert can then determine if your employer has a valid reason. A balance of interests must be made: the business interest versus your personal interest.Can my employer force me to take a holiday?Your employer can never simply force you to take your holiday days! You can decide when to take them. However, it is possible that your employment contract includes a provision allowing the employer to schedule the above-statutory holiday days. It is also possible that there is a mandatory company holiday, for example, around Christmas and New Year. If you have agreed to this, it is generally allowed, provided there are still at least two weeks of holiday remaining that you can schedule yourself.

This time, we highlight an article about a remarkable hospitality entrepreneur full of passion and love for hospitality. After a successful career as an opera singer, Gerrit Pieter Heida (37) swapped the glamorous stage for the modest granite floor of his French restaurant two and a half years ago. Click on the images to read the article!

Before 1 January 2012, you only accrued annual leave during the last six months of a sickness period. Were you long-term sick and dismissed? Then you only received annual leave pay for the last six months of your illness. Not entirely fair, of course! This was, according to the European Court of Justice, in violation of the European 'Working Time Directive'. Following this ruling, the legislation was amended as of 1 January 2012. This means that employees now accrue annual leave over the entire period they are sick. In the accrual of annual leave, no distinction is made between healthy and sick employees.Annual leaveAccording to the law, as an employee with a full-time contract, you are entitled to 20 days of annual leave per year. Do you work part-time? Then you are entitled to annual leave in proportion to the number of hours you work.In a CLA, additional statutory annual leave days are often included. Are you covered by the hospitality, catering, or recreation CLA? Then with a full-time contract, you have 25 days of annual leave. These consist of:• 20 statutory days• 5 additional statutory daysStatutory annual leave cannot be paid out. Additional statutory days can, by agreement, potentially be paid out.Adjustment to annual leave legislationIn 2012, there were several adjustments to the annual leave legislation. Have you not taken your statutory annual leave within six months after accruing it? Then they expire. The statutory annual leave you accrued before 1 January 2012 remains valid for five years. For the additional statutory annual leave, these always remain valid for five years.If you have any questions about this blog, please contact the Information and Advice Centre.Information and Advice CentreMembers: 036- 535 85 95Non-members: 0900 – 239 10 00 (€ 0.50/min)info@fnvhorecabond.nl

With the introduction of the Act on the Modernisation of Leave and Working Hours Regulations on 1 July 2015, the government aims to make it easier to combine work and care.Friends or family of people who need care initially provide that care themselves. The new, expanded rules for short-term and long-term care leave are intended to facilitate this.Care leaveAs of 1 July 2015, the rules regarding (taking) care leave have been adjusted. Care leave is the leave that an employee can take to care for, for example, a sick child or family member.There are two types of care leave: short-term care leave and long-term care leave. Both schemes have certain conditions attached for taking them.Short-term care leaveAs an employee, you can apply for short-term care leave in connection with the necessary care of a loved one. Until 1 July 2015, you could only apply for care leave for a resident child, partner, or parent. Now it is also possible to apply for leave for, for example, your grandfather or sister (second-degree blood relative), someone who lives with you, and for the person with whom you have a social relationship in another way. The duration of the leave per year is a maximum of twice the working hours per week. If you have a 38-hour contract, you may take up to 76 hours of leave. The leave must be reported to the employer as soon as possible, and you should also indicate how you wish to take the leave. During the leave, you receive 70% salary payment.Long-term care leaveFollowing short-term care leave, long-term care leave can be taken. However, this is without salary payment. This leave is intended for the (life-threateningly) ill or dependent loved one. You can take up to six times the working hours per week in a year, and it must be reported in writing at least two weeks in advance. You should immediately state the reason and manner of taking the leave.In both cases, the employer cannot simply refuse the request. This is only permissible if the company experiences serious problems due to the leave. If you have questions or cannot immediately resolve the issue with your employer, contact the Information and Advice Centre (VIC).Telephone number for members: 036-535 85 95Telephone number for non-members: 0900 - 239 10 00 (€ 0.50 per minute)Note: in CLAs, deviations from this scheme may be made to the advantage or disadvantage of the employee. Consult the CLA for the correct arrangement.

It often happens that employees are offered a new contract with different employment terms during a takeover. Our advice is to be cautious when signing a new contract. The main rule in a takeover is that employees are transferred with retention of existing employment terms. If different terms are included in the new contract, it is wise to contact our Information and Advice Centre.When is there a business takeover?A takeover occurs when a business is acquired by another business. This is the case, for example, if the business is sold, leased, or rented out. A takeover is considered to have occurred if the following criteria are met: The transfer of the business is based on an agreement, merger, or division. The identity of the business being transferred (in law: economic entity, which can also be part of a company) is retained.If these criteria are met and there is a transfer of business, then the rights and obligations of the employees transfer to the new employer. Your employment contract remains intact. Sometimes it is not entirely clear whether there is a transfer of business. In such cases, it is advisable to contact FNV hospitality.What are my rights and obligations in a takeover?If you enter into employment with a new employer due to the takeover, your employment contract as agreed with the old employer remains in principle applicable. This means, among other things, that: The provisions of the employment contract remain in force. The years of service with the old employer must be counted when determining the notice period. The CLA to which the old employer was bound transfers to the new employer.

Employees often join on the basis of a fixed-term employment contract. A fixed-term contract runs until a specific date or event. When a temporary contract expires, the employer has the option not to renew it. This is only different if you are entitled to a permanent employment contract.When am I entitled to a permanent contract?An employment contract can be continued in various ways. Your employer can offer a new employment contract when your contract expires. Different employment conditions can be agreed upon in this.An employment contract can also be tacitly extended. In this case, your employer does not offer a new contract, but you continue working after the end date of your contract. In this case, the conditions of the previous contract automatically apply, including the duration of the contract (up to a maximum of one year). A 5-month contract is thus tacitly extended by 5 months.However, the extension of a fixed-term contract cannot be unlimited. Eventually, employees are entitled to a permanent employment contract. A fixed-term employment contract can currently not be extended more than twice. So, on the third extension (the fourth contract), you automatically have the right to a permanent contract. Additionally, you can work for a maximum of three years on a fixed-term contract with the same employer. After 3 years of service, the contract is automatically converted into a permanent employment contract.If there has been a break of less than three months between contracts, these contracts still count in the chain of contracts. If the break lasted longer than 3 months, the chain starts anew. Note: sometimes different arrangements are included in the CLAs.Work and Security ActFrom 1 July 2015, a new statutory chain arrangement will apply. After three temporary contracts or after two years of successive temporary contracts, you are entitled to a permanent contract. There are successive temporary contracts if they follow each other with an interval of six months or less. In calculating the period of 2 years, periods of 6 months (or shorter) between temporary contracts count.The new chain provision does not apply:• if it concerns an employment contract of a student in the context of a vocational training pathway (bbl training);• if it concerns an employment contract of an employee who is younger than 18 years and works a maximum of 12 hours per week.If you are offered an extension around 1 July, you may fall under the transitional law. Are you unsure whether you are entitled to a permanent contract? Please contact our Information and Advice Centre.

As an employee, you are entitled to a statutory number of annual leave days. These are the statutory annual leave days. Annual leave can also be taken in hours. Your salary is paid during your holiday.You may accrue more annual leave days than the statutory number. These are additional annual leave hours. Your CLA or employment contract may contain agreements about this.When do annual leave days expire?Since 1 January 2012, annual leave days that you do not take expire six months after the end of the calendar year. Statutory annual leave days accrued in 2014 therefore expire on 1 July 2015. Annual leave days saved before 1 January 2012 can be kept for 5 years.Statutory annual leave days do not expire after six months if you were unable to take them on time. For example, if your employer made it impossible to take a holiday. In such cases, a limitation period of 5 years applies.The six-month expiry period also does not apply to additional annual leave days. Additional days expire 5 years after the end of the calendar year.CLA provisionIf the CLA hospitality applies to you, you accrue 0.096 hours of holiday per hour (for which you are entitled to pay) (article 3.19 CLA hospitality). This accrual consists partly of statutory annual leave hours and partly of additional annual leave hours:- per hour worked, you accrue 0.0768 hours of statutory annual leave;- per hour worked, you also accrue 0.0192 hours of additional annual leave.If you work full-time, you accrue 190 holiday hours per year (38 hours per week x 52 weeks per year x 0.096 hours per hour worked). With a five-day working week, this corresponds to 25 annual leave days. Per day, this amounts to (38 hours per week / 5 days) 7.6 hours.Note: Since 1 April 2014, there is no CLA hospitality. This may have implications for your employment situation. If you are not covered by a CLA or company scheme, you generally only accrue statutory annual leave hours unless you have made a different agreement with your employer.

NOTE: View the rules regarding overtime according to the new CLA hospitality.  The following was included in the CLA hospitality regarding overtime. Overtime is calculated on an annual basis. If you work more than agreed, there are two possibilities: either you get the hours back as time off or these hours are simply paid out. Overtime Overtime only occurs if you have worked more than an average of 38 hours per week in a calendar year (i.e., 1 January – 31 December) (38 x 52 = 1,976). Taken (paid) leave days and (paid) holiday weeks may be added to this number for 7.6 hours per standard day and 38 hours per standard week, respectively. Compensation The overtime worked must be compensated in time or money. Article 3.12 of the CLA hospitality stipulates that overtime in the form of time off (for each overtime hour, one hour of time off) must be compensated in the following period of thirteen weeks (i.e., in the months January to March) after the relevant calendar year. If it is not possible to compensate all overtime within the 13-week period in time off, then the remaining overtime must be paid out within 4 weeks after these 13 weeks: the first 2,184 overtime hours at 100% of the hourly salary; and the remaining overtime hours at 150%.   Are you obliged to work overtime? In principle, yes, unless your interest outweighs that of your employer. It is advisable to save as few extra hours worked as possible and to make good agreements with your employer about compensation in time off or payment. It is also important to keep track of your overtime yourself. Note: if you are not covered by the CLA and your contract stipulates a fixed number of hours per calendar year, overtime is calculated directly at the end of the calendar year (a longer period is no longer possible). If nothing is stated in your contract about this, then overtime is calculated per week. You will be paid these overtime hours in the next payment term. In both cases, compensation takes place at 100% of the hourly salary in time or money. Compensation in time off is not regulated by law, it is always paid in money. You can discuss with your employer how this compensation takes place.  

A probationary period is often included in a contract. During the probationary period, both your employer and you can terminate the contract at any time. However, there are legal rules regarding the length of a probationary period. The CLA hospitality 2012-2013 allowed for deviations from the legal provisions regarding agreeing on a probationary period and to agree on a probationary period of two months. Since the CLA has expired, from 1 April 2014 the legal regulation regarding agreeing on a probationary period applies. According to the old legal regulation, when entering into an employment contract of less than two years, a probationary period of one month could be agreed upon. For an employment contract of two years or longer, the probationary period could be a maximum of two months. The old regulation remains applicable to employment contracts concluded before 1 January 2015.Work and Security ActFrom 1 January 2015, it is no longer permitted to agree on a probationary period in an employment contract of 6 months or shorter. In employment contracts longer than six months but shorter than two years, a probationary period of a maximum of one month may be included. Only in employment contracts of two years or longer or in permanent employment contracts may a probationary period of two months be included.In practice, the following situations may occur:1. An employment contract for a maximum of 6 months: a probationary period is not permitted.2. An employment contract for longer than six months but shorter than two years: with a probationary period of a maximum of one month.3. An employment contract for two years or longer or indefinite duration: with a probationary period of a maximum of two months.

There are different types of on-call contracts. Namely, the zero-hours contract, where no agreement is made about the number of hours, but you are obliged to show up when called upon. Another on-call contract is the on-call contract with a preliminary agreement. Here, you can decide whether to work when called upon. If you respond to the call, a temporary employment contract is created for the duration of the call. Finally, there is the min-max contract, where you have a guaranteed number of hours and can be called for extra hours.  The most common form of an on-call contract is the zero-hours contract with the obligation to work when the employer calls you. A zero-hours contract is a normal employment contract where no hours are specified. The employee is paid for the hours worked. What rights do I have with a zero-hours contract? Working based on a zero-hours contract does not mean that you have no rights as an employee. With a zero-hours contract, you also accrue annual leave and holiday pay, and if you have a contract for less than 15 hours per week with no clear agreements about the hours you work, you must be paid for at least 3 hours per call, even if you only work 1 hour. Employees working on a zero-hours contract have little security. To address this uncertainty, the legislator has included the presumption of the scope of work in the law. This stipulates that if you consistently work more hours than your contracted hours, you can ask your employer to adjust the number of hours to what you actually work after some time. To adjust the hours in your contract, you must have been employed for at least three months. Your employer can only refuse this if they can prove that the extra hours worked are incidental (such as covering for maternity leave, holiday periods, or peak seasons). If the hours worked are genuinely structural, the employer must adjust your contract to the average number of hours over the past three months. Be aware that the employer can include in the employment contract that there is no obligation to continue paying wages during the first 6 months if you do not work. Work and Security Act and zero-hours contract The Work and Security Act contains stricter rules for on-call contracts. The employer can include in the employment contract that no wages are paid for the first six months if the employee does not work. This period can now be extended indefinitely via the CLA. This is set to change. From January 2015, an employer may only deviate from the obligation to continue paying wages after 6 months for certain functions in the CLA. These must be roles where the agreed work is incidental and does not have a fixed scope. It is important to know that every situation can be different. If you are unsure about your rights, please contact our Information and Advice Centre.

In the catering CLA, the following is specified regarding continued salary payment during illness. If you fall ill, you will receive 95 percent of your salary for the first 13 weeks.For the remainder of the first year of illness, in other words, the next 39 weeks, you will receive 90 percent of your salary. If the illness lasts longer than a year, the payment for the second year of illness is 80 percent. No waiting days are deducted, so you are paid for every day you are ill.If you have variable hours, the salary amount is based on the average number of working hours over a period of 13 weeks prior to the first day of illness. The employer must at least continue to pay your contracted hours.

In the catering CLA, the following is stipulated regarding continued salary payment during illness. If you fall ill, you will receive 95 percent of your salary for the first 13 weeks.For the remainder of the first year of illness, in other words, the next 39 weeks, you will receive 90 percent of your salary. If the illness lasts longer than a year, the payment for the second year of illness is 80 percent. No waiting days are deducted, so you are paid for every day you are ill.If you have variable hours, the salary amount is based on the average number of working hours over a period of 13 weeks prior to the first day of illness. The employer must, in any case, continue to pay your contracted hours.

The Kurhaus in Scheveningen; a hotel that evokes memories in the collective hospitality memory of every Dutch person. A place where the Rolling Stones gave their first legendary Dutch concert in 1964. A place where Winston Churchill and Audrey Hepburn have stayed. A place of renown and fame. In recent years, this place has been squandered by the management. As a result, the staff work in misery, and the Kurhaus has been brought to the brink of ruin. For several years now, the sickness absence at the Kurhaus has been alarmingly high, employees are forbidden to talk to the union, and 14-hour workdays are more the rule than the exception. A few days ago, Kurhaus employees, with the help of FNV hospitality, brought the reality of the mismanagement to light, hoping for change. And the management's response to this? None. After RTL 4 on Friday, 30 May aired a report on the abuses at the Kurhaus, everyone had to wait until Monday before the management bothered to respond. How's that for urgency? Meanwhile, after several critical reactions on Facebook, the Kurhaus's Facebook page has been taken down. When the management finally bothers to say something about this serious matter, the biggest cliché imaginable comes to the fore. The management claims ‘we knew nothing?’ ‘FNV hospitality didn’t inform us’ and also ‘the works council knew nothing’. Oh really? An alarmingly high sickness absence with mainly burnout diagnoses, dozens of legal proceedings initiated by employees, extremely high turnover, the issuing of official warnings, threats of salary sanctions, and keeping employees small with extreme confidentiality agreements didn’t ring a bell? Sigh. In short, what nonsense. As early as 27 November 2013, FNV hospitality sent a registered letter to the management asking for an explanation of the abuses. Subsequently, on 8 May, the works council published a memo in the canteen about the contact with FNV hospitality. A salient detail: the works council is appointed by the management! What can still save the Kurhaus? This can only happen if the rotten apples of the management are removed. So that not only the employees but also the Netherlands can once again enjoy this special piece of historical hospitality. Regards, Milen van Boldrik Respond: m.vanboldrik@fnvhoreca.nl

Due to staff shortages or high demand, it may happen that the employer expects you to perform tasks other than those agreed upon in the employment contract. If this occurs more frequently and takes on a structural nature, the question arises whether you are still performing your own role. The employer cannot simply change your role. However, you are expected to behave as a good employee and respond positively to a reasonable proposal from the employer for a role change, unless this cannot reasonably be expected of you.Initially, it is important to check whether the contract includes a clause allowing the employer to unilaterally change the terms of employment. This is also known as a unilateral amendment clause.If there is a unilateral amendment clause in your contract, the employer must still demonstrate that their interest outweighs yours. This may be the case for the employer's business economic interests. If the employer's interest is found to outweigh yours, you cannot refuse the role change as an employee. Even if there is no unilateral amendment clause in the contract, the employer can change the terms of employment under certain conditions. Changes are only allowed in exceptional circumstances and are determined on a case-by-case basis. In each situation, a balance of interests will be assessed between your interests and those of the employer.Have you ever experienced this?

Recently, I visited a large hospitality company. The restaurant of this establishment is enormous, with more than 90 tables spread across various sections. Hospitality pros busy themselves to ensure all guests are received, served, and provided with food on time.Everyone working in hospitality knows there are some bad apples among the guests. Guests who leave without paying; in other words, stealing guests. It is the frustration of every hospitality worker and, in many cases, the entrepreneur as well. To my surprise, the hospitality workers there told me that they are always held responsible for stealing guests. This means they could work the entire evening for NOTHING. Not the entrepreneur, no, they apparently need eyes in the back of their heads and, besides managing a busy section, also have to bear the consequences of every malicious person. In other words: if a table of guests leaves without paying, they (the server) are held accountable for it.Is that allowed? No!The law and jurisprudence state in such cases that the employee is not liable, unless there is intent or conscious recklessness. The employer must prove that there is intent or conscious recklessness. In practice, it essentially means that there is almost never intent or conscious recklessness, and therefore the employee cannot be held liable for a table leaving without paying. This type of theft from the employer by a guest falls, in short, under business risk.Your employer cannot make you bear the cost for guests who leave without paying. If they do, you are allowed to refuse. What do you think?

We all know that working in hospitality is fun, but… it becomes even more enjoyable when there are good agreements in place. Every experienced hospitality pro knows that this is often lacking. Making good agreements, so you can work comfortably, is incredibly difficult every time. We all remember that the establishment of the CLA 2012-2013 did not go smoothly. There was even a 4-month period without a CLA. After much hassle, fuss, and endless pushing and pulling with the employers' association KHN, there was finally a hard-won bonus that hospitality employees said 'yes' to. It was a 'yes, provided…'. Yes, provided that the ill-fated agreement of 6 contracts finally had to be taken off the table. Rightly so, because friends and foes agree that flexibility has gone too far, and many hospitality employees suffer because of it. They have no security, no prospect of permanence, etc. And so it happened... FINALLY. The abolition of this extreme degree of flexibility was concretised in an agreement (art. 2.8 of the CLA): on 1 January 2014, the hospitality sector also joined the rest of the Netherlands, and the legal series of 3 contracts in 3 years was adopted. An agreement is an agreement. What now? The CLA hospitality runs until 1 January 2014 with a possible extension to 1 April 2014 (see art. 2.12 of the CLA). This means that we are already asking for the opinion of all hospitality employees in the Netherlands. On www.horecatour.nl, we invite you to make your voice heard. Both members and non-members can express their opinions. The fact that you do this in large numbers indicates that you have an opinion and a clear idea of where the hospitality sector should go. This coming Thursday, there is a first informal meeting with the negotiation delegation of hospitality employers and other unions. We are not yet negotiating content, but looking at where we stand. We are positive but also want to know if the employers are sticking to the agreements. So, we first assess what we have on our hands. Keep giving your opinion, because the more employees choose between the positions, the better our understanding becomes of what you find important! The next meeting is scheduled for 19 November. We will keep you updated.

There may be times when you need to work more than is stated in your contract. Can your employer require you to work overtime? And what are your rights?What exactly is overtime? Overtime is work assigned by or on behalf of the employer, performed beyond the normal working hours per week or 9 hours per day.If you have to work more than 15 minutes overtime, you are entitled to compensation. You can choose to compensate your overtime with time off. The compensation in time off is equal to the duration of the overtime worked. The time off should be granted as much as possible consecutively and no later than the month preceding or two months following the calendar month in which the overtime was worked. If the time off is given later, you are entitled to an overtime allowance. Check the matrix applicable to you for the amount of the allowance.If it is not possible or if it is chosen not to compensate the overtime with time off, you are entitled to compensation in money. In addition to your normal hourly salary, you receive an allowance. Check the matrix applicable to you for the amount of the allowance.ExceptionIn principle, your employer can require you to work overtime if they deem it necessary. Employees aged 50 or older cannot be required to work overtime.Do you often have to work overtime? And do you get the chance to compensate for overtime?

Articles 10 and 11 from the CLA contract catering often cause confusion and unrest. This concerns contract changes and amendments, which not everyone is eager to face. It occasionally happens that a client changes caterers. What are the obligations of the old and new caterer then? And what does that mean for you, as an employee? The rule is that the new caterer must offer a contract to the employees involved from the old caterer. The terms of employment in your old and new contract are essentially the same. Consider, for example, your salary, the number of hours you work, and pension arrangements.Termination and amendmentIn two cases, your new employer may terminate or amend your contract. Firstly, your employer may do this if there are no longer any tasks for you after the contract change. Additionally, this can occur as a result of the agreement between the client and the new employer. To terminate a contract, the official channels must be followed, via the UWV WERKbedrijf or the subdistrict court, unless the contract can be terminated in another legally valid manner. For example, a temporary contract that expires by operation of law.Legal sustainabilityEmployees have no influence on this, while a company takeover can have significant consequences for them. A takeover brings a lot of uncertainty and unrest. Clarity in advance ensures that employees remain satisfied and motivated. Although employers indicate that a flexible reduction scheme is necessary in economically tough times, employees remain the most important asset within a company; without employees, there is no company. During the CLA negotiations in 2013, it was agreed that article 11 would be abolished if this article is no longer legally sustainable.

As an employee, you determine the start and end times of your holiday (days) in consultation with your employer. An employer cannot impose on you which days you must take as holiday. We recommend requesting your holiday in writing and in good time from your employer. Timely requests are especially important during the summer period or peak season. During this period, often multiple employees want to go on holiday at the same time. This is usually not possible. If your employer has not responded in writing to your request within two weeks, the holiday is confirmed according to your wishes.In hospitality, you are entitled to 3 weeks of consecutive holiday. This can be limited to 2 weeks if the work necessitates it. In that case, you are entitled to another week of consecutive holiday.You can agree with your employer that you cannot go on holiday during a certain period. The employer can hold you to this. After all, you have signed the employment contract.How is holiday leave arranged in your company? And do you always have to work when the whole of the Netherlands is on holiday? Leave your response below!

Irregular working hours are part of the hospitality industry. You know this when you start working in hospitality. Working at night is both physically and mentally demanding. From 1 April, front-office staff at accommodation-providing companies will receive additional compensation. NOTE: View all Updates information about working hours in hospitality. From 1 April, front-office staff at accommodation-providing companies are entitled to a night allowance. The condition is that your shift must include the hours between 00.00 and 06.00 consecutively. 10% The allowance is 10% on each hourly salary of the entire night shift, including the hours before 00.00 and after 06.00. If your employer already pays a compensation for night shifts or a night allowance, it remains valid. If your employer pays more than a 10% compensation, nothing changes. If your employer pays less than a 10% compensation or night allowance, this will be increased to a 10% night allowance.The advantage of working at night is that in many sectors, there is extra pay. After all, working at night is physically and mentally more demanding. Therefore, it is good that from 1 April, the night allowance for front-office staff in hospitality will be introduced.

We occasionally receive stories from hospitality employees who want to share their experiences. Read here a response from a member with a passion for hospitality.It is a shame that this wonderful establishment was ruined by mismanagement. I had to watch helplessly as my employer destroyed the business. Good advice from people with years of experience in hospitality was ignored. My employers settled for mediocrity. Young people who could hold a tray were quickly deemed good enough. My employers were not critical and failed to see that good staff pay for themselves. They think that if they hire pennies, the pounds will roll into the till. They have pound signs in their eyes instead of a heart for the business.Guests then receive a mediocre meal, while they come for more than just the ambiance. How often do you visit a beautiful establishment with high expectations only to be served rubbish by cringe-worthy staff? You end up with a hefty bill.Such a companyI almost think I have a knack for applying to companies run by incompetents. I am deceived by appearances every time. As hospitality employees, we now warn each other to be cautious not to end up at 'such' a company again.AgeIt is becoming increasingly difficult. I am no longer the youngest, and therefore not as attractive for the hospitality sector. If I apply and there is another candidate aged 16-23, I might as well leave immediately. That person will be chosen simply because they are cheaper. That is what employers want, cheap labour, preferably three for the price of one professional. Quantity over quality.Future of hospitalityOf course, everyone should have the chance to gain experience in hospitality, but for many, working in hospitality is a side job. The hospitality sector has a high turnover. I have lost count of how many people I have seen come and go, but over the years, it has been more than 100. Employees who have made working in hospitality their profession and for whom it is their source of income become less interesting as they age. According to employers, they become too expensive. Cheap labour, preferably with experience, is popular. I recently saw a job advert; Wanted: waitress, 16 years old, experience is a must. What is the future of hospitality?I will wait and see what happens. If I am indeed dismissed, I will either leave the hospitality sector or open my own hospitality venue.

At least once a year, a performance review must be conducted by the direct supervisor with the employee. If the works council or staff representation in your company has given permission, your employer is obliged to implement a system for your appraisal interview.The appraisal interviewDuring an appraisal interview, your performance is discussed. Without the necessary feedback from your supervisor, it is of course difficult to meet the expectations of the organisation where you work. Therefore, every supervisor must conduct a ‘results and Your career interview’ (formerly appraisal interview) once a year with all their employees. In this interview, agreements are made about your personal Your career.The performance reviewIn addition to an appraisal interview, you are entitled to an ‘interim review’ (formerly performance review) once a year. In this interview, the agreements made in the results and Your career interview about your progress and collaboration are discussed. These agreements are evaluated and possibly adjusted.Staff appraisalThe appraisal period is a calendar year (from January to December). The staff appraisal is linked to a differentiated job year increase. So if you perform well, you receive a higher increase. The job year increase only applies to employees who have a permanent employment contract and have been in their position for at least six months. For this staff appraisal, it is also important that your supervisor has been your supervisor for at least three months. After all, your new supervisor has not yet seen much of your performance.Insufficient, moderate, good or excellent?Your appraisal is based on at least three, and a maximum of five objective, company-specific appraisal criteria. You are assessed as insufficient, moderate, good or excellent. The consequences of this appraisal can be found in article 31 of the CLA catering. If you receive a negative appraisal, an action plan is drawn up so that your next appraisal is expected to be positive.Note: Remember that appraisals are not transferable, for example through a contract takeover. If this is the case, your appraisal effectively starts anew.And if your supervisor believes that you cannot be appraised, if you have not been appraised when you should have been, or if you have already reached the maximum number of job years, this does not automatically mean that you are not entitled to this increase.

Each year, you are entitled to a performance review with your employer to assess whether you qualify for a performance increase. The performance review During the performance review, you will reflect on a recent period. You and your employer will discuss your performance and whether you have achieved the goals you set together with your employer. Note: The CLA obliges your employer to conduct a performance review annually. Request it - preferably by e-e-mail so it is documented in writing - if your employer does not do so.   Performance increase If your performance is rated well, you are entitled to a performance increase of, for example, 2% (article 4.15 CLA hospitality). This increase is calculated over the salary as of 31 December of the previous year. To qualify for a performance increase, you must be employed in the same job role and with the same employer for a full calendar year (1 January to 31 December) and have not yet reached the top salary for your role. If you receive an unsatisfactory rating during your performance review, your employer is not obliged to grant a performance increase.     Tips - Request a performance review from your employer in a timely and written manner. - Ensure your employer has a clear performance evaluation system before conducting a performance review with you. Only then can you verify whether the criteria you must meet are correct and relevant to your duties.     No performance evaluation system If no performance evaluation system is applied or your employer has not conducted a performance review with you, you are still entitled to a performance increase. They cannot suddenly claim that you are not performing well. This must be indicated in advance. To ensure this increase, you must remind your employer that it is time for your performance review. Preferably do this by e-e-mail, so you can always prove that you have addressed this with your employer. Your employer has until 1 April after the performance review to assess you.     Top salary The increases apply until the top salary of your pay scale is reached. As the basic and top salaries are increased on 1 January 2013 and 1 July 2013, salaries must always be checked against the new basic salary.      

The end-of-year bonus is an extra payment that employees receive at the end of the calendar year, if agreed upon in the employment terms. In the CLA hospitality 2012-2013, it is stated that the end-of-year bonus will be paid for the last time in 2012. On 1 January 2013, employees who were entitled to the end-of-year bonus in 2012 will be entitled to a salary increase of 1.25%.If you are employed by the same employer for a full calendar year (1 January to 31 December) on 31 December 2012, you will receive the end-of-year bonus for the last time. This bonus amounts to 1.25% of the gross salary paid to you in 2012, including holiday allowance. This bonus must be paid in December 2012.ExampleEmployee X is classified in job grade IV and receives a gross monthly salary of € 1,683.54. He did not receive any allowances in 2012.Gross annual salary: € 1,683.54 x 12 = € 20,202.48Holiday allowance (8%): € 20,202.48 : 100 x 8 = € 1,616.20Annual salary total: € 20,202.48 + € 1,616.20 = € 21,818.68End-of-year bonus: € 21,818.68 : 100 x 1.25 = € 272.73Thus, Employee X receives a gross end-of-year bonus of € 272.73 in December 2012.Who is entitled to an end-of-year bonusEveryone who is employed by the same employer for the entire calendar year is entitled to an end-of-year bonus in 2012. This also applies to employees with a zero-hours contract or those on a waiting scale. Employees who have been ill are also entitled to an end-of-year bonus one last time.ExceptionTrainees are no longer entitled to the end-of-year bonus this year. They benefit from the substantial increase in the basic salary as of 1 January 2013 and 1 July 2013.CompensationAs of 1 January 2013, your salary will be increased by 1.25% if you have been employed by the same employer for a full calendar year on 31 December 2012 and were therefore entitled to the end-of-year bonus. This is to compensate for the discontinuation of the end-of-year bonus. From 2013, if you work in hospitality, you will no longer be entitled to an end-of-year bonus.

If you are ill, you must of course inform your employer in good time. There are a number of 'rules' when you are ill, but what has changed now that there is a new CLA hospitality?What is a waiting day?If you fall ill, you are generally entitled to continued payment of your salary. Only if it is included in the CLA or in your contract, it may be that the first day you are ill is at your own expense and you do not receive salary for that day. Article 7.2 of the CLA hospitality 2012-2013 states that your employer can withhold a maximum of 1 waiting day per illness.ExceptionIf you fall ill as a result of a workplace accident, aggression in the workplace, or pregnancy, your employer is not allowed to withhold a waiting day. A waiting day may also not be withheld again if you fall ill again within four weeks after returning to work due to the same illness.Offsetting a waiting dayYour employer can withhold the waiting day from your salary, but they can also deduct statutory holiday hours. Holiday hours may only be deducted if the employee has given explicit permission for this. Note that a working day based on a full-time contract (38 hours) will have 7.6 statutory holiday hours deducted and not 8 hours, which is standard in many other sectors.Continued payment of salaryIf you fall ill, you are entitled to continued payment of salary for the first 104 weeks. You are entitled to at least 70% of your gross salary. If the CLA applies to your employment situation, you are entitled to 95% of your monthly salary for the first 52 weeks, except for the first day you are ill. For the following 52 weeks, you are entitled to 75% of your monthly salary.

On Saturday, 23 June 2012, the moment had arrived. Or had it? Yes and no. No, this was not yet the founding congress of a completely renewed national trade union federation. And YES, this was indeed the starting signal for a true metamorphosis of the ‘old trade union’.On 23 June 2012, it was agreed to hold a definitive founding congress on 1 May 2013 for the most important, vibrant, dynamic, member-focused, directly democratic, and trendsetting trade union federation in the Netherlands.This federation, along with its independently operating trade associations, will present itself with an open mind, communicating clearly with its members and positioning itself as a constructive partner for good and healthy labour relations in our Dutch society.While the storms of the economic crisis, the banking crisis, the political and euro crisis, the pensions crisis, the leadership crisis, and the political crisis profoundly affect our lives, we too are mobilising to fight for a society of reasonableness, legal certainty, legal equality, and justice.My expectation? Being a member of your own Trade Union will become a must again.Trust and self-confidence are important, working well together, continuous learning, standing strong, being appropriately rewarded – including in terms of pension accrual – and not standing alone are other pillars of a healthy collaboration with employers.“I strongly urge all those employed in the hospitality sector to strengthen themselves individually and collectively by being a member of a militant Trade Movement.”We are taking ACTION: standing up, making our voices heard, working and committing to our ideas and ideals, showing that we mean business and clenching our fists where necessary.We do this for and with all generations of workers: from 16 to 65 years old. And also for all retirees in our hospitality sector.Entrepreneurs in the hospitality industry must understand that their people do the real work and are crucial to the satisfaction of their guests. We form a visible and concrete partnership and ‘earn’ an inspiring work climate, recognition, appreciation, a healthy reward, and opportunities for learning and growth.We are here for both young and old! In the coming 12 months, radical steps and leaps will be made. The orientation points: individual and collective advocacy, direct democracy, an accessible flat organisation, minimal bureaucratic hassle, a ‘positive’ activist mentality, open political influence, and ample space to make your voice heard and to raise issues.We are living in ‘interesting times’. Let us combine all our positive forces to make them ‘good times’.Ben FrancooyChairman FNV Horecabond

In the Netherlands, a company with at least 50 employees is required to establish a works council (OR). It does not matter whether the number of employees consists of part-timers or full-timers, all employees count. Through a works council, employees can achieve a lot, as an OR can exert significant influence on the company's policy. I often see that in companies where an OR is active, good and favourable arrangements for the staff have been made. Think, for example, of a travel allowance, a bonus for good performance, or a higher year-end bonus than agreed in the CLA.Because the OR is in direct contact with the management on behalf of the employees, influence can be exerted very effectively. The powers of the OR are laid down in law. Influence of the OR: regulated by law The law stipulates that the OR has many powers for this:-    The OR has the right to information. The employer is obliged to provide certain information unsolicited, such as the annual accounts, the social annual report, and plans for the future. Moreover, the employer must provide all the information an OR needs to perform its duties properly.-    The OR has the right to advise on financial-economic and business organisational decisions, such as reorganisations, mergers, company closures, major investments, and relocations.-    The OR has the right of consent on decisions in the field of social policy if they are not laid down in a CLA. This means that the employer cannot implement certain decisions if the OR does not agree. For example, if the management wants to change working hours, the OR has the right to a consent request.-    The OR has the right to make proposals itself, the so-called right of initiative. No CLA? What can you do as an OR? Because the hospitality sector is currently without a CLA, employees are freer than ever to negotiate employment conditions and make good arrangements at the company level. What are the possibilities in this CLA-less time?Find all the information about employee participation or contact us.    

Turnover is high in the hospitality sector. This is due to two main reasons. On one hand, employees themselves are looking around for a new challenge. On the other hand, there is a lot of job switching due to temporary contracts. As there is currently no CLA hospitality, employees need to be extra careful when signing a new contract. The period without a CLA can have consequences for your new employment situation.  Changing jobs Despite the crisis, there are still many vacancies in the hospitality sector. Particularly for chefs and quality hosts/hostesses, the demand is high. Do you work as a chef or host/hostess and are you looking for an even more enjoyable workplace? Then pay close attention: resigning is subject to a number of rules and can have consequences. Therefore, read carefully how you can resign. Forced to look for another job Unfortunately, it also happens regularly that employees have to change jobs not on their own initiative. A contract expires automatically (ends on the agreed date), or an employee is dismissed. If you are dismissed, don't sit back but stand up for your rights. Read here what you need to do if you are dismissed.I recommend you immediately contact FNV hospitality if you are dismissed.If your contract expires automatically, there is little you can do. Make sure you know in advance where you stand, so you have time to look for a new job. No CLA means good negotiation! In short: if you enter into a new employment relationship after 31 March 2012, you need to be extra careful before signing a contract. This applies not only if you are going to work for a new employer but also if your contract is extended with the same employer. It is wise to have your contract checked by the Information and Advice Centre of FNV hospitality.Because there is no CLA, you are free to negotiate, for example, your salary level. Be aware: it is allowed to pay the statutory minimum salary during the period without a CLA. Do not agree to this. Use the period without a CLA to agree on a salary that you find reasonable and that you can live on.

In the hospitality industry, you often work when others are having lunch or dinner. And yes, you also get hungry from working hard. So it makes sense that you should also have a chance to eat. How is this actually arranged in hospitality?I frequently get asked whether hospitality workers are entitled to a meal (allowance). After all, you often work during meal times. Unfortunately, the CLA hospitality 2010-2012 (which has now expired) did not include anything about a meal allowance. The law also does not state that your employer is obliged to offer you a (free) meal. Always check the latest CLA. The worst-case scenario In the worst-case scenario, your employer could even charge the same rate for a meal as guests pay. I hope this does not happen in practice. Your employer should, as the face of the business, accommodate you. The law Fortunately, we often hear that employers provide staff meals at a reduced rate. Employers are allowed to deduct €4.20 from wages if they provide a hot meal. If a lunch is provided by the employer, €2.20 may be deducted. If employers offer meals for free, no tax is paid on this, which the tax authorities do not intend. Take note If you were already employed by your Updates employer before 2005 and you were entitled to a meal allowance then, it cannot be withdrawn. A contractual agreement made at any time cannot be withdrawn without consultation.We find it unfortunate that hospitality workers do not automatically have the right to a meal allowance and hope that this is well arranged at your workplace. What are your experiences?

At the moment, there is no CLA in the hospitality sector, and this can affect your employment situation. In the ‘old’ CLA hospitality, which ran until 1 April 2012, it states that an employer can offer you 6 contracts over 5 years before you are entitled to a permanent contract. This agreement was included in the CLA in 2005 (against the wishes of FNV hospitality). Moreover, this arrangement significantly deviates from the standard regulation in the Netherlands, which states that an employer can give an employee a maximum of 3 contracts over 3 years. This means that your fourth contract must be a permanent one. Download the Updates CLA hospitality.  Happy vs. sad At the moment, there is no CLA in the hospitality sector, which means the legal regulation applies. If your third, fourth, fifth, or sixth contract now ends, the employer must offer you a permanent position upon contract renewal. We hear happy reports from those who have received a permanent contract, but also sad reports from employees facing job loss. After a temporary contract ends, your employer always has the right not to renew your contract. Additionally, a temporary contract does not have a notice period. The contract ends ‘automatically’ when the contract duration has expired. Tip Since a temporary contract does not have a notice period, I advise you to check with your employer 2 months in advance whether they plan to renew your contract. They are not obliged to inform you whether your contract will be renewed or not. Therefore, always keep a close eye on the end date of your contract and ask your boss in good time what they plan to do with your contract. Make it an agenda item in your phone if necessary, so you don’t forget. If your contract is not renewed and you haven’t found other work in the meantime, you can apply for a Unemployment Insurance Act (WW) benefit at the UWV in good time.If you are entitled to a WW benefit, you will always receive at least a basic benefit of 3 months. Depending on your employment history, this may be longer. For the first 2 months, you receive 75% of your last earned (daily) salary, and in the third month, 70% of your (daily) salary. If you have questions, easily contact our Contact Centre. 

In the hospitality industry, you often work at the weekend. It’s part of the job and there’s absolutely nothing wrong with it! Sometimes it can even be pleasant, as you’re not always keen on dull (family) obligations. Sorry, I have to work is always a good excuse in such cases. But what if you want a weekend off because a big family celebration is organised? Or because you might want a nice weekend away?If you have a good employer, you can always ask and be scheduled on other days. But what if your boss doesn’t want to hear about it? You now have the right to 13 free Sundays a year if you request them. However, your boss doesn’t have to give you the Saturday before or the Monday after off. We want to change that!A lot of flexibility is expected from you: breakfast shifts, closing shifts, working weekends, public holidays. Isn’t it reasonable for your boss to be flexible too?Our proposal:As an employee, you have the right to a free weekend. It should be easier for employees to get a weekend off. A weekend can be:- Saturday and Sunday- Sunday and MondaySee all information about working hours or contact us. 

The most notable point in the Updates CLA regarding illness and incapacity for work is the presence of a waiting day for each sick report by the employee. This waiting day is even deducted in the event of a workplace accident or robbery. Waiting days are deducted from your holiday balance, meaning the employee effectively pays for the first day they are ill. Only in the retail and supermarket sectors is a waiting day for illness an option for employers. In cleaning, there are 2 waiting days for illness. This is perceived as so unfair that cleaners have been striking for almost 3 months; you don’t choose to be ill!We understand that employers want to create a barrier to prevent unauthorised sick leave, but well-motivated employees have no reason to report sick without cause. Additionally, this approach also penalises loyal employees when they are genuinely ill. In a modern labour market, the relationship between employer and employee should be based on trust and results, not mistrust and presence. Taking a sick day from the employee each time is unfair and ‘penalises’ the employee twice: you are ill, and it costs you money too!In our view, this measure is demotivating and gives the impression that there is no trust in the employee: this benefits no one! It negatively impacts the attractiveness of the hospitality sector and the motivation of the employee! We therefore propose abolishing the waiting day for illness! Especially if you are ill due to a workplace accident or other unfortunate event at work! Observing a waiting day when you are ill is already unfair, but in those cases, it is utterly absurd! If you have any questions, feel free to contact us.

Irregular working hours are part of working in hospitality. If you don't work in hospitality, you might not consider this, but many people are working in hospitality even at night. Think of the bartender in a pub or the night receptionist in a hotel. Although night work is both physically and mentally demanding and wages in hospitality are low, hospitality workers are not rewarded extra in the CLA for the hours they work at night.What is night work?According to the Working Hours Act, a night shift is a shift in which more than one hour of work is performed between 00:00 and 06:00. Additional rules apply to night shifts regarding working hours, rest periods, and the number of shifts. For example, permanent night shifts are not allowed according to the Working Hours Act, and employees younger than 18 years are not allowed to work night shifts.RisksIn hospitality, people often work hard and long days and nights. Working at night is extra demanding and also brings various risks. Your biorhythm is disrupted, and there is a greater chance of sleep problems; shorter sleep, waking up more often, and difficulty falling asleep. Additionally, night shifts affect your social life. Together, this often has a negative effect on your mood and performance, which neither you nor your employer will be happy about. You also become less alert, which can lead to dangerous situations, for example, in traffic. It is therefore not surprising that night work in the Netherlands is often rewarded extra. But why is nothing arranged regarding night allowance in the CLA hospitality?Is night work attractive?The advantage of working at night is that you are paid extra for it (in most sectors). For example, the CLA for hospitals states that staff receive an allowance of 52% for hours worked between 00:00 and 06:00 and on Saturdays between 22:00 and 00:00. It is particularly strange that staff in hospitality are not standardly rewarded for working at night and that nothing is arranged for this in the CLA.Proposal FNV hospitalityIn 2005, at the proposal of employers, the night allowance was removed from the CLA hospitality, despite strong opposition from FNV hospitality. The result of this decision is that as a hospitality worker, you no longer receive a standard night allowance. Fortunately, employees in some companies, especially large hotel chains, do receive a night allowance as a bonus, outside the CLA. Unfortunately, there are plenty of hospitality venues where this is not the case.Wages in the hospitality sector are already on the low side, and night work brings health risks. For this very reason, FNV hospitality believes that the night allowance should be reintroduced in the CLA as a standard arrangement. FNV hospitality proposes a night allowance of 15%. This way, everyone is entitled to a bonus at night. Humans are not nocturnal animals and should therefore be rewarded extra! That is only normal! Do you have questions about your situation? Contact us. 

Working in hospitality requires a certain degree of flexibility. You know this when you start working in hospitality. Hospitality staff do not mind working overtime occasionally if the situation demands it. There are inevitably peak moments you did not foresee, and you certainly do not leave a full restaurant just like that. Employers, however, do not see overtime in hospitality as overtime. They have maximum flexibility in this regard. Overtime in hospitality is calculated annually, and the employer only needs to compensate for the overtime after a calendar year. These overtime hours are initially compensated in time, and the compensation must take place within 13 weeks. If this compensation in time is not possible, the employer must still pay the remaining overtime within 4 weeks after these 13 weeks. In most industries, it is customary to review overtime on a monthly basis, and employees are rewarded extra for overtime. According to Dutch law, an overtime allowance is not mandatory, but compensation for a longer working duration than usual is reasonable. You are expected to be flexible and make extra efforts for the company outside your scheduled time. There is nothing wrong with that, but a little extra appreciation for the employee would not hurt. For FNV hospitality, this is an important point in the CLA negotiations. Employers can now require employees to work up to 60 hours a week. Overtime can easily accumulate over an entire calendar year. When the overtime is eventually paid out, the employee receives no extra allowance for the first 208 overtime hours, just 100% of the hourly salary. An employee puts in extra effort but receives no extra compensation for it. The remaining overtime hours are compensated at 150% of the hourly salary. Flexibility must come from both sides. We think it is reasonable to actually compensate overtime as overtime. Therefore, we propose the following:- Overtime starts after an average of 38 hours per week.- To prevent disputes over hours: overtime is calculated per calendar quarter (13 x 38 hours = 494 hours).- Overtime is compensated after this quarter in free time or money at 150%, with the principle being: overtime = overtime. In the CLA concluded on 1 August 2012, the above negotiation point was not included. Download the Updates CLA.   

I rarely receive complaints from hospitality staff about the irregularity of the work. If you work in hospitality, you naturally know that you must be flexible; breakfast shifts, night shifts, weekends, and public holidays. It comes with the territory!What I do receive many complaints about is the lack of any form of allowance for this flexibility. You do not receive Sunday, night, or public holiday allowances. Hospitality is the only Dutch sector where employees are not compensated in salary for working irregular hours. It is not good publicity for the sector, and with this, you will not be able to retain and engage employees for long. I believe that flexibility should be rewarded extra!Year-end bonus as compensationIf you have been employed by your employer for a calendar year, you are entitled to a year-end bonus of 1.25%. This must be paid out by 31 December 2011 at the latest.The year-end bonus is currently very low, and the CLA hospitality does not compensate for irregular hours in any other way, which is why we believe the year-end bonus should be increased to 2%. A small extra to compensate for your enormous flexibility.Your company:Make sure again this year that you receive your year-end bonus. Have you been employed by your employer for a calendar year? Then you are entitled to it! Still have questions? Feel free to contact us easily.

We have agreed with the employers (KHN) that youth wages from the age of 18 should be abolished for skilled workers. In practice, this means that without a diploma and without experience, you do not immediately receive the CLA salary, but the minimum salary or the minimum youth salary if you are under 23 years old. The above applies to employees of any age: whether you are 19 or 36, if you start in hospitality for the first time, you are not yet skilled.Skilled statusAs a sous-chef or first service employee, you will not be hired without experience or a diploma. But in hospitality, there are also jobs for which you can be hired perfectly well without a diploma or experience. You can think of a job as a dishwasher, cloakroom attendant, or service employee. If you start these roles without a diploma or experience, you must first learn the trade. You are not yet 'skilled', as we call it.KHN's standpointKoninklijke hospitality Nederland believes that you need three years for the above professions before you are skilled. In other words, it takes you three years to learn how to wash dishes or hang up a coat. During these first three years, your boss may pay you according to the minimum salary, and if you are under 23, you receive the minimum youth salary. Only after three years do you finally receive the basic salary of your salary scale.We, of course, do not find this fair. A member of our CLA committee described it nicely: 'Using years of experience to demonstrate skilled status in roles where unskilled work is often involved makes no sense. If the employer cannot teach an employee unskilled work in two months, then there is something wrong with the induction process, or the employee is simply not suitable for the role.' Our proposalIf you start as a service employee, you will need more time to learn this well than a dishwasher. We therefore propose to distinguish between job grades and have linked a more realistic number of experience months to this. Job grade 1: one month of experienceFor example: production assistant, dishwasher, cloakroom attendant Job grade 2: two months of experienceFor example: distribution employee, kitchen assistant, porter, toilet attendant Job grade 3: six months of experienceFor example: cashier, service employee, cook simple dishes, doorman, administrative assistant During these experience months, you receive the minimum youth salary, after these months you receive the basic salary according to the CLA.How does it work in comparable sectors?Recreation: if you work as a domestic service employee (job grade 2 in hospitality and recreation), you receive a starting scale salary for the first two months. This starting salary is even higher than the minimum salary. After these two months, you receive the corresponding CLA salary.Catering: if you work in catering and are a dishwasher, you earn 10% less than the basic CLA salary for half a year. After these six months, you receive the corresponding CLA salary.(Due to the upcoming CLA negotiations, we are focusing on a topic for the upcoming negotiations each week.) Do you have any questions? Contact us. 

Many hospitality employees have a clear idea of what they want to achieve within the industry. But not everyone has such a clear career perspective. That’s a shame, because in hospitality you have many opportunities to develop yourself and advance. Who doesn’t know someone who started as a dishwasher and now holds a managerial position? Even if you are satisfied with your Updates role, it is important to continue developing yourself. To become and remain a good hostess, chef, bartender, hotelier, or manager, it is important to keep your professional Insights up to date. Hospitality is synonymous with passion, pride, and craftsmanship for a reason!Your career is in your handsInvesting time in developing your skills is important for your job and, of course, for yourself. Learning and developing makes you stronger in the job market and ensures that you can continue to grow. It also means you can keep enjoying going to work. Therefore, keep pushing your boundaries so your work remains interesting and challenging.Which training suits you?Which training adds the most value for you depends on your background. What training have you completed in the past and what practical experience have you already gained? Additionally, it’s about what you want to achieve in the future; do you want a more commercial role, to start managing, or to learn how to transfer your Insights? There are many possibilities. From complete courses to short courses; here you will find all the information you need. We are also very curious about your experiences in personal Your career. Leave your comment below!Free workshop dayDo you want to start developing yourself right away? You can! In October and November, FNV hospitality offers free interactive workshop days for all employees within the hospitality sector. During the workshop days, you will attend various workshops focusing on leadership and personal Your career. See more information about your career or contact us. 

If you report sick, you must inform your employer in good time. Usually, you do this early in the morning for a morning shift or in the early afternoon if you have a late shift.When reporting sick, the employer informs the occupational health service or company doctor. The employer may deduct 1 waiting day from your salary each time you are sick. After that, you will receive 95% of your gross salary for the first 52 weeks. During the following 52 weeks, you will receive 75% of your gross salary.View all the rules regarding sickness or download the brochure with useful tips and information.

Negotiating salary is something few people enjoy doing; it is often even uncomfortable. Yet, negotiating happens more often in the workplace than you might think. Negotiating in the form of salary discussions, but also with clients and suppliers.Salary, expense allowance, travel allowance or training, all conditions you can negotiate during your job interview. Often an employer wants to save on costs, but they do want you as an employee. You would like a good salary along with a pleasant employer and an enjoyable job. A good negotiation offers the solution that satisfies both you and your employer.If you have been working somewhere for a while and haven't had a pay rise, but you have grown, it is possible to negotiate your salary. This can be daunting, but it is possible! When negotiating, it is important to be well-prepared. Look into the economic position of the company and know what you are talking about. This way, you can better sense if it is possible. Of course, you can also negotiate secondary employment conditions instead of your salary.Here are a few tips: Preparation = half the work Check the salary appropriate for the role Sense what is possible within the organisation/market Give and take Be clear: why do you want more salary? Do our salary check!

‘Slaves wanted' would be a more fitting title for the job vacancy we clipped from the newspaper today. Because yes, we all understand that an employee in hospitality must be flexible. But to explicitly state in your description that you want to work 'well and willingly' and are not allowed to have a social life, goes a bit too far. Unfortunately, this is the reality with some employers; long days, days off retracted during busy periods, not accounting for overtime, and all that for a poor salary! Because let's be honest, this vacancy doesn't pay much more than the minimum salary. What possesses an employer to place such job advertisements in this labour market, where there is a significant shortage of good serving staff? This is a case of uninspiring leadership! I wonder if this company receives many applications... See here the most Updates CLA hospitality or contact us.

Aggression and violence unfortunately also occur in the hospitality industry. A study commissioned by FNV hospitality in 2009 already revealed that aggression and robberies are often mentioned by employees when it comes to their safety. This can include impatient, dissatisfied and/or drunk guests, which can lead to violent behaviour. The Labour Inspectorate and the Food and Consumer Product Safety Authority will now check whether hospitality entrepreneurs are doing enough to prevent violence and aggression. The focus is primarily on a safe working environment for the staff. Employers are required to conduct a risk assessment of all potential hazards within the company, including aggression and violence. One measure employers can implement is anti-aggression training. However, if you do encounter aggression, it is also the employer's responsibility to provide support and aftercare.

The clothing you wear at work serves various purposes; for example, it ensures you are recognisable to guests, looks professional, and is hygienic. Sometimes you also wear certain clothing for your own safety; for instance, if you work in a cold environment or with dangerous machinery. What do you think of your work clothing? Do you feel comfortable in it? Does your employer provide clothing, or do you have to (partially) provide your own clothing? Do you receive an allowance for this? We are curious about your opinion and experience! Leave your comment on the blog. What does the CLA say about clothing? In the CLA hospitality, nothing is arranged about clothing allowance. Of course, you can make an agreement about this with your employer and record it in your employment contract. If you can't work it out, please feel free to contact our Contact Centre. 

The clothing you wear at work serves various functions; for example, it ensures you are recognisable to guests, looks professional, and is hygienic. Sometimes you also wear certain clothing for your own safety; for example, if you work in a cold environment or with dangerous machinery.What do you think of your work clothing? Do you feel comfortable in it? Does your employer provide clothing, or do you have to (partially) provide your own clothing? Do you receive an allowance for this? We are curious about your opinion and experience!  What does the CLA say about clothing? In catering, a distinction is made between company clothing and professional clothing. There are different rules for this. Easily download the CLA catering.Company clothingIn many companies, company clothing is worn. For example, a skirt or trousers with a matching blouse; all in the company colours, often printed with the company logo. You only wear this clothing when you are at work. The costs for purchasing this clothing are borne by the employer. This clothing remains the property of the employer. In addition, the employer must also pay for the costs of repair and dry cleaning. If the clothing gets damaged or dirty due to intent or your own gross negligence, then the costs are yours.Professional clothingIn addition to company clothing, there is also professional clothing. Professional clothing is clothing that is characteristic of performing a certain profession. Think, for example, of the black skirt and white blouse for hostesses, or chef's clothing. If you have to purchase this clothing yourself from your employer, you are entitled to an allowance of €16.12 per month as compensation for the costs. The employer can also purchase this clothing themselves and make it available to you. The maintenance and cleaning of this company clothing is the responsibility of the employee. Do you have any questions? Then easily contact our Contact Centre. 

Everyone who works is entitled to holiday allowance. According to the CLA hospitality, the holiday allowance amounts to 8% of the gross salary you have earned with your employer in the holiday year (1 June to 31 May). Wages are understood to mean: the financial compensation for hours worked and overtime. Allowances, any bonuses, and benefits in kind are not included.You pay more income tax on holiday pay than on regular wages. These percentages are calculated based on the annual salary. The percentages taxed by the Tax and Customs Administration are indicated in the white table for special rewards. The annual salary is 12 times the gross monthly salary including 8% holiday pay.Do you have any questions? View everything about holiday pay or contact us.

Before you start with your new employer, you must of course resign from your Updates employer. Just like for the employer, there are also a number of rules for you regarding the termination of a contract. Fixed-term contract If you have a fixed-term contract, your contract has an end date. This means that the contract will automatically expire within a certain period. With this type of contract, it is generally not possible to resign. However, you can terminate the contract during your probationary period. Further resignation is only possible if it is included in your employment contract. If there is nothing in your contract, you can agree with your employer that you want to leave earlier than your end date. Together with your employer, you then determine the notice period (mutual agreement).If your employer does not agree and you decide to leave anyway, your employer may decide to claim the remaining months you were supposed to work from you. This could include salary and/or lost revenue. Permanent contract If you have a permanent contract, your contract does not have an end date. With a permanent contract, it is possible to resign, but you must consider a notice period. The Civil Code includes an article about this. The notice period for a permanent contract is generally a full calendar month. It is customary to resign at the end of the calendar month. The employment contract can deviate from this up to a maximum notice period of 6 months. In that case, the notice period for the employer must be at least twice as long.Do you have any questions? Download our brochure on Dismissal or contact us. 

Hooray, a baby on the way! Pregnancy is not just anything, so it is important to experience the pregnancy as healthily and pleasantly as possible. Below you will find a brief summary of the rights you have as a future mother; Maternity leave and childbirth leave You are entitled to 16 weeks of leave. This is divided into 6 weeks of maternity leave and 10 weeks of childbirth leave. You can also shorten the maternity leave to a minimum of 4 weeks, and the remaining 12 weeks can be taken after the birth. The date on which the maternity leave starts depends on the date you expect to give birth. Even if your baby is born later, you are entitled to 10 weeks of leave after the birth. Breastfeeding & expressing milk During working hours, you are allowed to breastfeed or express milk until your child is nine months old. This must take place in a suitable and enclosed space; if this is not possible, you may arrange a place yourself or go to your baby. You are allowed a maximum of a quarter of your working time for this. Working conditions During your pregnancy, you must not be required to do heavy physical work. In the last three months of pregnancy, you must not bend, squat, kneel, or operate foot pedals more than once an hour per day. Lifting regulations are as follows:• If lifting is necessary, the weight to be lifted in one action must be less than ten kilos.• From the twentieth week of pregnancy, you must not lift more than five kilos more than ten times a day.• From the thirtieth week of pregnancy, you must not lift more than five kilos more than five times a day.Check the website of the Ministry of Social Affairs and Employment for other regulations www.szw.nl Work and rest times Working and rest times can be adjusted during pregnancy and up to 6 months after childbirth (except for examinations). You are entitled to the following:• regular working and rest times• extra breaks (maximum 1/8 of your working time)• a suitable, lockable room to rest (with a bed or couch)• no overtime and night shifts• pregnancy examinations during working hours Parental leave If you care for a child under eight years old and have worked for the same employer for at least a year, you are entitled to parental leave. You can then take 26 times the weekly working hours as unpaid leave. You also do not accrue holiday hours and are not paid if you become ill during parental leave. View all information about pregnancy or download our brochure. 

According to article 1 of the Constitution, discrimination on certain grounds is prohibited, which are further elaborated in various legal codes. Everyone can provide an example of discrimination. But what exactly is and isn’t discrimination? In this blog, several examples are explained that are specifically focused on the employment law sphere. To better understand the examples below, it is important to know that making distinctions in itself does not always fall under the term discrimination. Examples • No distinction may be made based on the duration of the employment contract someone has. Your employer cannot argue that you do not receive a pay rise because, for example, you have a fixed-term contract.• The employer may not suggest that a part-timer must have more years of service to qualify for, for example, a pay rise. Another example is that the employer gives a full-timer a higher salary than a part-timer; this must, of course, depend on the job role.• Christmas, Easter, and many other recognised holidays are Christian holidays. The employer may not refuse to give time off in lieu or a bonus to someone of a different faith if their holiday falls differently from a recognised holiday. Most CLAs provide clarity on this.• An employer may not refuse an applicant if they have a non-Dutch nationality. Help! I am being discriminated against! If you are being discriminated against, you must take action! What you should and can do varies per case. For example, were you rejected during an application process for a reason you believe is discriminatory? Then the next step is to go to the Equal Treatment Commission. Are you receiving less pay than a colleague based on a discriminatory argument from the employer? Then the next step is to send a registered letter to the employer and claim the pay.Do you have questions? Please feel free to contact us easily. 

Many employees in the hospitality sector work with a zero-hours contract. But what does that actually mean for you as an employee? What should you pay attention to and what are your rights?I often receive calls from employees with a zero-hours contract who are concerned about their legal position regarding pay, holiday rights, continued payment of wages during illness, maternity leave, etc. They often, mistakenly, assume that with a zero-hours contract they have few or no rights. For example, they believe they can be sent home without notice because no hours have been agreed upon or that they have no right to continued payment of wages if they fall ill.However, what employees often do not know is that when the employment contract has lasted longer than three months, it is legally considered to be a contract equivalent to the average work per month over the past three months.For example:If you have been working with a zero-hours contract for four months and on average work 20 hours per week, and then you are scheduled for five hours per week, you can object to this. You must make yourself available for 20 hours, and your employer is obliged to pay you for these 20 hours. This is because there is a legal presumption of a contract for 20 hours per week. Pay Of course, with a zero-hours contract, you generally receive the same pay as your colleagues with a contract in which a certain number of hours are agreed (naturally depending on your grading and age). I will discuss continued payment of wages during illness and holiday rights in the next blog.Do you have any further questions? Contact us.

It's a well-known fact: you sign a contract with an employment agreement for a certain number of hours. But your work is enjoyable or never-ending. Soon, you start working overtime.Or: there's temporarily less work in the business, and you work fewer hours. But how do you find out about your payment then? VIC is happy to help you on your way! If you work more hours than stated in your employment agreement (your contract), a distinction is made between overtime and additional hours.The normal working hours in hospitality are 1,976 hours per year (38 hours per week x 52 weeks). When you exceed this number of hours per year, it is considered overtime.If you have an employment agreement for less than 38 hours per week, the hours you work beyond your agreed hours are considered additional hours.Both additional hours and overtime are generally compensated with time off. In hospitality, there are naturally busier and less busy periods. Your working hours sometimes change accordingly. During busy periods, more work is done (considering the Working Hours Act) and in less busy times, you take the accumulated overtime as time off.At the end of the calendar year, your employer will prepare a balance of hours. If it turns out that there are still overtime hours that have not been compensated, these can be compensated with time off in the first 13 weeks of the following calendar year. If that is not possible, the remaining overtime hours must be paid by the employer within four weeks. The first 218 hours must be paid at 100% of the hourly salary and the rest at 150%.VIC does point out the following: it's important to keep track of your own hours and regularly discuss and possibly sign off the overview with your employer! Download our shift logbook to keep track of this easily. Do you have any further questions? Contact us.

Within the hospitality sector, the number of bankruptcies in January 2009 increased by 53 percent compared to the same month in 2008. What exactly are the rules regarding bankruptcy? And what can you do as an employee?Bankruptcy often means dismissal for employees. If a bankruptcy is filed - this usually happens by the employer or creditors - then a trustee will terminate the employment contracts as soon as possible. In this case, there is NO need to apply for a dismissal permit from the CWI. If your employment contract has not yet been dissolved, but the company is bankrupt, then the Employee Insurance Agency (UWV) will take on the obligation to pay unemployment benefits. Below you will find an overview of the most frequently asked questions regarding bankruptcy: Your employer has been declared bankrupt and you are still entitled to wages. What now?A salary claim must be filed with the trustee. In some cases, the UWV takes over the employer's obligation to continue paying wages. You will then receive unemployment benefits due to the employer's inability to pay. Contact us for more information.  How do you actually find out if your company has been declared bankrupt?A company is only declared bankrupt when the court has pronounced the bankruptcy. This ruling is placed in a register. On the website www.rechtspraak.nl, everyone has access to this register. On this website, you will also find more information about the bankruptcy. It is important to note that if the trustee or employer requires you to continue working, you may be obliged to do so, even if the company is declared bankrupt. This is necessary so that you can continue to claim your wages. How long does the UWV's obligation to continue paying wages last?This depends on the notice period that would be used in a 'normal' dismissal and from when no more wages are paid. The notice period starts on the day the dismissal is announced by the employer or trustee. However, the notice period never lasts longer than six weeks.Arrears in wages are paid for a maximum of thirteen weeks, counted from the announcement of the dismissal. During the notice period, there is a right to continued payment of wages. If the notice period expires, or if you have found other work before that time, the benefit stops. If you have no work after this time, you can apply for unemployment benefits at the CWI. I still have annual leave days left. Does the UWV also pay these out in the event of bankruptcy?The UWV only pays out the annual leave days of the year directly preceding the day of termination. If you have days that are older than a year, the UWV is unlikely to pay these. Is suspension of payments the same as bankruptcy?Although suspension of payments and bankruptcy are technically not the same, the consequences often end up being similar.Suspension, also known as a deferment of payment, is intended to give someone who temporarily cannot meet their debts a financial breathing space. In this way, it is hoped that the employer can put things in order. During this time, potential financiers can be sought to prevent a future bankruptcy. However, a suspension of payments often eventually leads to bankruptcy. See more information about bankruptcies.   

On Tuesday, 20 January 2009, Barack Obama's inauguration took place.Obama is the new president of America and I have a good feeling about it.When the battle in the Democratic camp between Barack Obama and Hillary Clinton erupted, my initial preference was for the first female candidate for the presidency.I considered Clinton a good candidate, a strong personality. She has extensive experience and has been very close to the action, although it was sometimes very hot there with Bill.I found Obama to be a good speaker, but the content of his message was unclear to me.At a certain point, I heard that Jackson Browne had expressed support for Obama's candidacy.I am a great admirer of Jackson Browne, an American singer-songwriter with a very critical view of society. That appeals to me greatly.Browne was one of the founders of Musicians United for Safe Energy (MUSE), a group of well-known artists against the use of nuclear energy. Artists like Bruce Springsteen and James Taylor are also part of that group. Both Springsteen and Taylor have a strong affinity with workers and unions in America. And they too expressed their support for Obama.Gradually, I began to feel a sense of recognition. During the concert for Obama last Monday evening, Springsteen, Taylor, and Jon Bon Jovi performed. Pete Seeger was also present: all people with outspoken opinions and certainly not from the right wing. Perhaps this has made me view Obama differently and I have developed an increasingly positive feeling about his election.For us in Europe, including the Netherlands, it is very important that there is once again a president in America whom people believe in. Not a man who can walk on water, but one who knows where to find the seaworthy boats.How Obama intends to solve the problems is still unclear, but it is certain that he is eager to start with an ambition that is very infectious.Perhaps it is his emotion, but he certainly touches people, and that is important.Credit crisis, economic crisis, and two warsIt seems an impossible task, but perhaps it is not: starting from zero, one quickly scores one hundred percent. I hope he succeeds and that the positive energy will spread to Europe and thus to the Netherlands.A future with a reliable financial world, a healthy economy, less war, and a cleaner environment: Obama can make an important contribution to this. And yes, I have a good feeling about it because this man not only has charisma but also shows confidence without being overconfident.So let's be optimistic: the problems are not insignificant but certainly not insurmountable.Yes, it will be an exciting year. But perhaps also a good year.Ben FrancooyChairman FNV Catering

For me, the financial sector of shareholders, investors, real estate, and banks has always been a murky world. A world shrouded in a haze of dubious transactions, difficult to fathom and control, where self-interest is paramount.Large corporations also push the boundaries of what is permissible, increasing distrust in the power of capital. I am referring, for example, to the accounting scandals at Enron, World Online, and Ahold.My perception is that many people and organisations are making a lot of money, in many cases exorbitantly so, without corresponding performance.The role of asset managers can be, to say the least, very dubious at times. In both good and bad times, costs are high, and past results offer no guarantee for the future.But the role of shareholders also leaves me astonished. I sometimes find it immoral and reprehensible.The way ABN AMRO was sold, and the consequences it has, not only for the Dutch financial market but also for the thousands of employees at this bank, fuels my sense of incomprehension and dissatisfaction.It confirms my opinion that the financial world is not functioning well.This is even more true for the American financial sector.There, too, thousands of financial experts work, investing billions in, for example, mortgages. Real estate is the market where much can be earned, and its value can rise quickly.How is it possible, then, that American banks, which a year ago were the money machines of the world, have now suddenly become mega dollar destroyers.I am filled with bewilderment when I read that American Citigroup squandered 18.1 billion dollars due to a disastrous investment policy. That policy has now become fatal for the bank and has consequences not only for thousands of employees losing their jobs. This financial crisis also has significant implications for the world economy. Hardly recovering from my astonishment, I read that Jérôme Kerviel, an employee of the French bank Société Générale, lost 4.9 billion by speculating on the stock market.Has the banking sector learned nothing from the Barings debacle? In 1995, Nick Leeson blew up the entire bank by losing 1 billion through fraudulent actions.It seems that the managers of capital are unable to hedge large risks.Is this due to a lack of expertise or arrogance? I fear both.The financial world is not solidly constructed and falters in important areas.The control is inadequate, the casino aspect is too high.Fortunately, the Dutch economy has not yet suffered significant damage from all the problems in the financial markets. However, the trust of "the ordinary citizen" is being severely tested in this way.It is high time for the financial world to set aside arrogance and do what it promises: invest responsibly and sustainably! Ben FrancooyChairman FNV Catering