News

Is it about now or later? Many people in contract catering are considering early retirement. Have you been working in the sector for 15 years or more? Then this is important for you. New situation from 2026 The RVU scheme (Early Retirement Scheme) ended on 31 December 2025. As a result, you were unable to apply. Good news: there is a new RVU scheme. It is expected that you can apply again from 1 April 2026. What is changing? The new scheme will have different conditions. An important condition is that you have a physically demanding job. There is a list of physically demanding jobs Is your job not on the list? You may still be eligible Always discuss this with your employer Your employer can substantiate an application. This will then be assessed. Who is the scheme for? The scheme is intended for employees who: have a physically demanding job have worked in contract catering for at least 15 years were born between 1 February 1962 and 30 September 1964 are a maximum of 36 months away from their state pension age (shorter is also allowed) When can you apply? You can apply: at least 3 months in advance at most 4 months in advance Example:Do you want to stop between 1 May and 31 July 2026? Then you must submit your application by 1 April 2026 at the latest. Note! Only submit an application when it is possible again Do not resign from your job without confirmation You will first receive an official letter if your application is approved How much will you receive? The benefit is a maximum of: €28,284 gross per year (2026) approximately €2,357 gross per month Do you work part-time? Then you will receive a portion of this amount. Important to know You stop working completely You no longer build up a pension You do not receive holiday pay Working alongside the benefit is not allowed Unsure? Do the check Do you want to know if early retirement is for you? Ask yourself these questions: Are you within 3 years of your state pension age? Do you have a physically demanding job? Have you been working in the sector for 15 years or more? Did you answer everything with 'yes'? Then you may be eligible. Stay informed The new scheme is currently being worked on. As soon as more is known, you will hear about it immediately. Visit the website Ietsvoorjou.nu and discover all the information about the RVU scheme.

Do you work in hospitality and have a colleague who speaks a language other than Dutch? Or have you come to work in the Netherlands from abroad? Then we are curious about your experience! We invite you to participate in a study by De Horecabond on this topic and share your experience with us. How does it work in practice? What works well and what could be improved? With your answers, we can better support employees in hospitality. This study is being conducted by independent research agency Kien research on behalf of De Horecabond, among both members and non-members. Your answers are anonymous. Practical information about the study: Duration: approximately 5 minutes Start the questionnaire: click here Your colleagues can also help. Do you work with colleagues who speak other languages? Then forward this link to the questionnaire.

Join the conversation about the future of your sector and De Horecabond. During our annual Members’ Meeting, we make important decisions and look ahead. We will discuss the Annual Report, you can attend inspiring workshops, and meet other De Horecabond members. There is plenty of opportunity to network with colleagues from your sector. You are warmly invited to our annual Members’ Meeting on Monday, 1 June 2026 in Madurodam.

In this first edition of the year, we visit Leerhotel Het Klooster. Here, students run a real four-star hotel. We also focus on the actions of seasonal staff at Walibi and explain what is happening with the new CLA catering. You can read this and more in the latest hospitality Info. Download the digital magazine.

Cutbacks in healthcare, wages that lag behind inflation, and a stripped-down unemployment and disability insurance. These are the political choices of today, and they affect us all. Our certainties do not come automatically; they have been fought for over decades. Successfully. That is why Labour Day exists. This year, we are here again. Come to 1 May and let's reclaim our future together! What you can expect  A lively event in the Martin Luther King Park in Amsterdam Speakers, workshops, exhibitions, games, and live panels  Music and delicious food and drink  A joint march through Amsterdam Free buses from all over the country Labour Day is completely free and everyone is welcome. Whether you have been a member for years, just joined, or are simply curious about the union.  Programme  13:30 Gather for the march at Museumplein 14:00 Start of the march 16:00 Start of the programme at Martin Luther King Park  19:00 End of the programme What is Labour Day? Labour Day is a day when people worldwide reflect on workers' rights. The day originated from the struggle for better working conditions in the late 19th century.    On 1 May, we celebrate that many certainties did not arise automatically but were fought for. Together, we ensured better working hours, protection against unemployment, and the right to strike.     That is why 1 May is a day of solidarity and a moment to continue advocating for good labour rights. Because even today, there is still much to be gained.

Seasonal employees at Walibi handed out chocolates to park visitors at the end of December, with the aim of passing them on to colleagues in the park. With this playful action, they, together with De Horecabond, drew attention to fair and equal working conditions. Five employees explain what is going on and why they believe change is necessary, even after a follow-up action in early February. Unlike colleagues with year-round contracts, seasonal employees do not build up a pension, receive lower wages, and get less travel allowance. So far, the park's management has shown little interest in their story. An 18-year-old employee, who works part-time alongside her studies, puts it this way: “I feel there is a huge gap between what management thinks we like and what we actually want. That just doesn't feel right.” Uncertainty For some, the main issue is uncertainty. Contracts are often zero-hour contracts, meaning no continued payment during illness. A seasonal employee, who has worked at Walibi since 2024, calls this 'incomprehensible': “The biggest problem is that you don't build up a pension and don't have a CLA. It's said that people my age don't need that, but I do. You grow with the minimum salary, but there's nothing beyond that.” For others, the travel costs and the staff bus that brings employees to Harderwijk play a significant role. A seasonal employee who lives quite far away spends two to three hours each way travelling by public transport and then the staff bus. “It costs me about twelve euros per working day. Sometimes I finish at seven and don't get home until half past ten because I have to wait for the bus.” Theme Park Enthusiast Interestingly, no one questions the work itself. On the contrary, it's the love for the park, the attractions, and the guests that makes employees speak out. “I'm a real theme park enthusiast,” says an employee now entering his third season. “The best part is giving guests a fun day. You see people enjoying themselves, and you're the one making that possible.” The employee enjoys working with his colleagues and with the technology. “You press a button, and six tonnes of steel start moving. That never gets boring. And you make people happy, for example, if they want another ride.” Team Spirit Adinda Strooper, who worked at Walibi for nearly ten years before choosing a permanent job in childcare, recognises that feeling. “What makes the work so enjoyable is the team spirit and ensuring a good experience for the guests. You work performance-oriented to keep waiting times short, and you're responsible for people's safety.” It's precisely that responsibility that causes friction. According to several employees, a lot is expected without appropriate appreciation or security in return. “In case of disputes in the queue, technical failures, or unrest during Fright Nights, we're at the forefront,” says Adinda. “That goes far beyond just pressing buttons.” The call for better working conditions is not just about money but also about recognition and sustainability. “We're not just numbers; we keep the park running,” says a seasonal employee who previously worked full-time. “We ensure that guests can ride the roller coaster, get something to eat, and that the park stays clean.” Another employee puts it more sharply: “Sometimes I feel like Walibi acts as if working here is a privilege. As if you should be grateful to be allowed to stand there.” According to many employees, the Updates policy leads to high turnover. Many experienced people are leaving now. “As a result, Insights is lost, and the workload for those who stay only increases,” says Adinda. “You can't expect new people to know everything immediately.” Future The employees mainly hope that the management will start taking them seriously. That they will listen to what is said in conversations and surveys. “It feels now as if only what fits the management's narrative is taken out,” says an employee who wishes to remain anonymous. So, pension build-up, a decent travel allowance, and more stability for people who want to stay for multiple seasons. The seasonal employee sees small movements but remains critical. “The management is willing to talk about breaks or small things. But on major topics like CLA or pension, they are very steadfast.” Stay or Leave? How employees see their future at Walibi varies. Some want to stay as long as they are studying. “During my studies, I definitely want to keep working here,” says the 18-year-old employee. “But probably not afterwards. I don't see a long-term future here.” Others hope that change is possible. “If the working conditions improve, I'd be happy to return,” says Adinda. “I've learned a lot here and worked with pleasure. The problem isn't with colleagues or supervisors, but higher up. Now I work in childcare: I build up a pension, get paid during illness, and have a CLA. That's not a luxury; that's the basics. And it's precisely those basics I missed at Walibi.”  

Do you want to step onto the work floor and truly make a difference in the hospitality industry? Then this is your chance. De Horecabond is looking for Hospitality Ambassadors Work & Income (16–24 hours per week). Our ambassadors are visible in the sector. You will visit hospitality businesses, schools, and events and engage with workers about pay, schedules, and CLA agreements. You will explain their rights and what De Horecabond can do for them. Together, we ensure that working in hospitality continues to be rewarding. What will you do? Engage with workers about work and income Provide information at schools and companies Be present at fairs and events Make De Horecabond visible and accessible in the sector You will work partly on location and partly from home or office. No day is the same. Who are we looking for? We are looking for someone who easily approaches people, is sociable and enthusiastic, and feels at home in the hospitality industry. Someone who gets energised from meaningful conversations. Is this for you? View the full job vacancy and apply.

We have once again asked employers in the recreation sector to continue discussions about a new CLA and a pay rise effective from 1 January 2026. However, it remains quiet at the negotiation table. Wishes literally on the table Together with recreation workers, we have literally put their wishes on the table. On 11 February, we presented a tablecloth full of ideas for better employment conditions to HISWA-RECRON. With a clear message: take recreation workers seriously. Stagnation is not an option. What it's about Recreation workers deserve appreciation that is reflected in better employment conditions. They want agreements that ensure less workload and more clarity about working hours and contracts. This is necessary to retain people in the sector and to build a sustainable future for recreation together.

Are you part of a works council, staff representation, or involved in employee participation in another way? Then we are organising a meeting especially for you on Monday, 11 May. During this interactive day, we will address Updates topics within employee participation. You will receive practical tools, exchange experiences with others, and have the opportunity to ask questions to our experts. 📍 Location: SER building in The Hague 📅 Date: Monday, 11 May ⏰ Time: From 10.30 to 17.00, including lunch and networking drinks Whether you already have experience or are just starting: this meeting offers depth and inspiration.

A new minority cabinet of D66, VVD, and CDA is coming. These parties are making deep cuts to our social security and healthcare. In uncertain times, the burden is placed on those who can least afford it. Meanwhile, hardly anything is asked of businesses or the wealthy. But because this cabinet does not have a majority, it will need to seek support from other parties.  The FNV will not accept these cuts. That is why we are asking everyone to participate in our survey, so it becomes very clear where the biggest problems lie. We are curious about what you think of the measures and whether you expect the measures to affect you. Therefore, we ask you to complete this short questionnaire. It takes about 5 minutes. Fill it in now! 

Since last summer, De Horecabond has been working together with seasonal workers for better employment conditions at Walibi. Seasonal workers receive less favourable employment conditions than year-round employees. They do not build up a pension, receive lower wages, and get less travel allowance. Additionally, there are employees who are employed full-time and structurally during the season. They want more security. One employee says: “The biggest problem is that you don’t build up a pension and don’t have a CLA.” The call for better employment conditions is not just about money, but also about recognition and appreciation. As one seasonal worker says: “We are not just numbers, we keep the park running.” Welcome Back Day In December, Walibi informed De Horecabond that they did not want to continue discussions. Although some adjustments have been made since then, the employees find these insufficient and they do not apply to all seasonal workers. So far, Walibi does not want to continue discussions with De Horecabond. Therefore, today we are once again visible together with seasonal workers during the Welcome Back Day. Employees returning this season will hear today what to expect in the coming months. We want to return to the table Precisely on this day, De Horecabond finds it important to draw extra attention to the situation at Walibi. Seasonal workers need to know exactly what they are agreeing to if they receive an offer to return to work. With our presence, we aim to inform, engage in dialogue, and once again urge Walibi to return to the table with us. The presence of local politicians today to show support underscores that this issue extends beyond just the seasonal workers. De Horecabond stands for fair employment conditions and believes it is important that working in hospitality continues to be rewarding.

As a member of De Horecabond, you benefit from various exclusive advantages via Member benefits FNV. For example, you receive discounts on energy, insurance, outings, courses, subscriptions, and products. We would like to ask you a few questions about this. We are particularly interested in whether you are familiar with the programme and the benefits, and what you think of them. Your opinion is important to us and helps us to further improve the programme. We would greatly appreciate it if you could complete this questionnaire. Completing the questionnaire will take approximately 10 to 15 minutes. 

We are conducting research into employee participation in the hospitality sector. This involves having a say and making decisions at work, for example through a works council, staff representation, or other forms of input. We want to know how this is organised within companies and what support employees need. Even if you are not personally involved, your opinion is important. Your experience helps to get a complete picture. Completing the survey is anonymous and can be done even if you are not a member.

On 9, 10, and 11 February 2026, HorecaEvenTT will open its doors at the WTC Expo Leeuwarden. This is the place to gain inspiration, discover trends, and network with professionals from the hospitality sector.  You can find De Horecabond at stand 2.4410, where you can test your speed with the Reaction Ring and ask all your questions about work and income. Register for your free ticket for this fair.  

From Monday, 2 February to Wednesday, 4 February 2026, you can find us at the Horecavakbeurs Hardenberg.  Here you will find new trends, smart technologies, and inspiring concepts. De Horecabond is at stand 243. Test your speed with the Reaction Ring and ask all your questions about work and income. View all the information on the exhibition website and register for your free ticket.

Catering staff have overwhelmingly approved the negotiation outcome for a new CLA catering. 88% of voters, both members and non-members, voted in favour. Employers have also agreed. This means there is a definitive agreement, and the new CLA catering will come into effect on 1 January 2026.  This result shows broad support among catering staff for the new CLA. The agreements are the result of intensive but constructive negotiations between unions and employers. The new CLA includes agreements on wages, and Updates employment conditions will remain in place. Annemieke Jacobs, union representative of De Horecabond: “With this agreement, there is once again a CLA for catering staff. This provides clarity and protection. The result may not be perfect, but without a CLA, employees would be worse off. Now we can move forward and continue to strive for better employment conditions.” Catering staff vote central De Horecabond has actively involved catering staff in the CLA process. From the start, input was gathered on the work floor and through online channels. In recent times, staff have been extensively informed about the negotiation outcome, and their vote has been collected. Not all employers have signed the CLA catering. De Horecabond continues to advocate for employees with these employers. Employers can still join the CLA later, so that agreements apply to more employees. View all agreements and answers to frequently asked questions The main achievements are: Duration: 1 January 2026 to 31 December 2026 salary Your career:- In Part A and B, wages in scales 1 and 2 will be increased by the statutory minimum salary. This is 2.16%* as of 1 January 2026.- In Part A, wages in scales 3 to 9 will be increased by 2.5%*- In Part B, wages in scales 3 to 11 will be increased by 2.5%*.- Inflight: 2.5% salary increase as of 1 January 2026.- No more FBA/FBS premium, and thus no more deduction of 0.2%. One-time payment of €225 gross pro rata to the employment contract. You must be employed on 1 October 2025 and still be employed on 1 October 2026 to qualify. Employment conditions in Part A are secured. No further changes will occur, other than the increase in travel allowance when it rises for Part B.  *The condition for the increase is that you have been employed by the employer for at least 1 year at the time of the increase. Job grades 1 and 2 follow the increases of the statutory minimum salary. 

Ron Gastrobar and Mattijs Kaptein win titles Best Learning Company and Best Mentor Hospitality 2025/2026. Ron Gastrobar Amsterdam has been declared the winner of the Best Learning Company Hospitality 2025/2026 competition. Additionally, Mattijs Kaptein, mentor at Restaurant Hotel Merlet in Schoorl, can call himself Best Mentor Hospitality 2025/2026. The awards were presented on the last day of Horecava 2026 by Ricardo Eshuis, director of SVH and chairman of the competition committee. The level of the learning companies and mentors was exceptionally high again this year. The differences at the top were small, and the committee speaks of a final where details were decisive. The other finalists among the learning companies, Grand Hotel Huis ter Duin (Noordwijk) and Kasteel Kerckebosch (Zeist), have therefore been declared runners-up. In the mentors category, the Top 3 further included Blanca Murillo Ehlhardt (Hotel & Wellness Zuiver, Amsterdam) and Stan Kerckhoffs (Grand Hotel Huis ter Duin, Noordwijk). Ricardo Eshuis: “What makes this edition so special is that learning is not something ‘extra’, but fully part of daily work. We see organisations and mentors who truly invest in people. That is not only good for students but for the entire sector.” Three learning companies at the absolute top All three finalists are characterised by a work environment where learning and working are fully integrated. Students are given responsibility, seen as individuals, and are part of teams where craftsmanship and good employment practices go hand in hand. The companies invest structurally in collaboration with schools, guidance on the work floor, and the personal Your career of students and employees. This makes them the flagships of the sector. The competition between the three learning companies was exceptionally exciting. The differences lie in the smallest details, with the entire competition process weighing in: from timely submission of documentation and the number of public votes to the execution of the task during the jury visit. This means that the differences between the winner and the runner-up are minimal. Ron Gastrobar winner Best Learning Company Hospitality 2025/2026 Ron Gastrobar is this year's winner of the title Best Learning Company Hospitality. Where the company already impressed as a runner-up last year, it has shown very clear and broad growth in the past period, both as a learning company and in the role of employer. All recommendations from the committee have been taken seriously, further developed, and structurally implemented. This Your career is visible and tangible throughout the organisation. Dining at Ron Gastrobar is a celebration, but working and learning are just as much so. The committee experiences an organisation where craftsmanship, enjoyment, structure, and people-oriented work are inextricably linked. The involvement with everyone who learns and works there is significant. Ron Gastrobar does not shy away from any challenge and only lets go of someone once everything has been done to ensure success. It is noteworthy that there is room for all levels and backgrounds: from Sterklas to assistant level and from leading kitchen to vmbo HBR. It is precisely this combination of professional excellence, visible growth, personal attention, and work enjoyment that makes Ron Gastrobar a very deserving winner of the title Best Learning Company Hospitality 2025/2026. Runner-up: Grand Hotel Huis ter Duin Grand Hotel Huis ter Duin made an overwhelmingly strong impression during the committee visit. The committee notes that all recommendations from the previous year have been demonstrably taken up and integrated into daily practice. The involvement of mentors, HR, recruitment, and management is significant and palpable. There is a clear focus on people, which according to the committee forms an important basis for sustainable quality and growth. During the presentations, students were more prominently in the foreground this year, a recommendation the committee gave last year. The quality of training, guidance, and appreciation of students is at an exceptionally high level. That Grand Hotel Huis ter Duin ended as a runner-up has nothing to do with shortcomings. The distinction with the winner was ultimately not in quality, but in the fact that at Ron Gastrobar the growth in the past period was just a bit more visible. This makes Grand Hotel Huis ter Duin undeniably part of the absolute top in the Netherlands as a learning company. Runner-up: Kasteel Kerckebosch Kasteel Kerckebosch made a particularly strong impression as a learning company. The way in which learning and working are fully integrated within the organisation shows the Your career the company has undergone in recent years. The rich history of the castle, combined with modern entrepreneurship and a contemporary training vision, forms a powerful learning environment for students. The reception was warm, careful, and professional. In a short time, the team managed to provide a complete picture of the quality, culture, and vision of the learning company. Students, mentors, and management exuded pride, craftsmanship, and involvement. The committee was impressed by the level of the students and the way they experience the profession. With a slightly greater visibility of the story and the voice of students, this strong overall picture can be further strengthened. Best Mentor Hospitality 2025/2026: Mattijs Kaptein The title Best Mentor Hospitality 2025/2026 has also been awarded. The jury assessed three mentors, each of whom is of great value in their own way for training new hospitality professionals. Where Stan Kerckhoffs excels in safety and structure and Blanca Murillo Ehlhardt in energy and involvement, Mattijs Kaptein distinguishes himself through the unique combination of craftsmanship, pedagogical insight, conscious choices, and exemplary behaviour. Mattijs Kaptein guides his students intensively and personally. He gives trust, responsibility, and room to make mistakes, which are consciously used as learning moments. His craftsmanship, enthusiasm, and genuine involvement are visible daily on the work floor and in the large network in which Mattijs is active. The jury sees in Mattijs an ambassador of the hospitality profession, who naturally connects sustainability, craftsmanship, and training. The jury is unanimous in the opinion that Mattijs Kaptein deserves the title Best Mentor Hospitality.

Together for a socially safe hospitality sector, under this motto, Government Commissioner for sexual misconduct and sexual violence Mariëtte Hamer, Koninklijke hospitality Nederland, De Horecabond and CNV are working on social safety, including sexual misconduct. The approach will be launched this afternoon at the Horecava, the hospitality trade fair, in the RAI.   The approach includes a campaign focused on awareness and behavioural change and a central information point where hospitality entrepreneurs and employees can go for information. In addition, all hospitality employees will soon have access to sectoral confidential advisors. Moreover, the sector will draft a model code of conduct and house rules that companies can adopt and adapt to their situation. Finally, accessible training will be offered to managers and employees to better handle (sexual) misconduct towards employees and guests. In December, the government campaign ‘Man, say something about it!’ was seen for the first time in the hospitality sector. The Hospitality Your career Platform is providing a subsidy of 1.5 million euros for the entire approach.  Blurring boundaries After healthcare, the hospitality sector is where unwanted behaviour occurs most frequently. Research by EenVandaag shows that 72% of young female hospitality employees have experienced misconduct. Hamer: “Many young people work in hospitality and there is a high turnover of staff. Additionally, alcohol is often served in hospitality, which can blur boundaries. Moreover, staff often work evenings and nights, with little supervision. Speaking out when you experience something unpleasant is difficult, especially against guests: you still want to provide hospitable service.”   Hospitable in a safe workplace Chair of Koninklijke hospitality Nederland Marijke Vuik: “It is very important that we tackle this together. Hospitality entrepreneurs want to be hospitable to everyone, and social safety is also needed for that. Sexual misconduct has no place in hospitality.” Chair of De Horecabond Edwin Vlek adds: “Every employee has the right to a safe workplace. Also in hospitality. Employers bear that responsibility. That is why we are working together to tackle misconduct.” CNV hospitality Chair Piet Fortuin is also enthusiastic: “The figures show how great the need is. The hospitality sector is a very fun, warm and welcoming sector, but unwanted behaviour is unfortunately also part of it. With this approach, we can take concrete steps, and we are happy to contribute to that.”  Approach in different sectors The Government Commissioner for sexual misconduct and sexual violence is working in various sectors to prevent and combat sexual misconduct as part of an approach focused on social safety. For example, work is already underway on an approach against sexual misconduct and sexual violence in healthcare and the travel industry, and efforts are being combined in the metal and electronics and transport and logistics sectors.  More information about the national campaign by the Dutch government ‘Man, say something about it’ and the accompanying toolkit can be found at www.metelkaartrekkenwedegrens.nl/hospitality. The materials from the toolkit are free to use.       

Today, Monday 12 January, De Horecabond and WTOL Academy are launching a new collaboration during Horecava 2026 to empower hospitality staff in their profession.  Through this collaboration, both organisations are investing in sustainable employability, craftsmanship, and future prospects for professionals in hospitality. Members of De Horecabond receive a 20% discount on accredited courses and training from WTOL Academy, ranging from wine and beverage Insights, hospitality and service to leadership. Edwin Vlek, chairman of De Horecabond: “Good employment conditions go beyond just salary. Opportunities for Your career are also part of it. With this collaboration, we are making professional Your career concrete and accessible, and taking another step to strengthen the position of hospitality staff.” Ruud Weterings, general director of WTOL Academy BV: “Working in hospitality is so much more than just serving or standing behind the bar. It is a profession where hospitality, creativity, and personal growth come together. That is precisely why it is extremely important to continue developing as a hospitality employee. By continuing to learn, you not only increase your Insights and skills, but also your self-confidence and enjoyment in your work. Additionally, Your career opens the door to new opportunities. We are therefore pleased to contribute to this through this collaboration.” De Horecabond (stand 08.392) and WTOL Academy (stand 08.393) are present at Horecava and will engage with visitors about, among other things, education, growth, and career prospects in the sector. View all information about the collaboration on the website. 

Every year, your employer provides you with an annual statement detailing how much salary you have earned. You also receive your annual pension statement, also known as the uniform pension overview. It is provided by Pensioenfonds hospitality & Catering and is available to you digitally.  Pension overview If you have not received an e-e-mail or a postal message about this by early July, please contact Pensioenfonds hospitality & Catering. It is important to check your details such as salary and part-time percentage! If the details are incorrect, contact Pensioenfonds hospitality & Catering. If you want insight into your entire future income situation, visit www.mijnpensioenoverzicht.nl.  

Earlier, we informed you about the discussions we had with employers in catering. We then started conversations to explore whether there was sufficient basis to still reach a CLA catering 2026. That was no easy task. It was also a question of which employers would eventually join.  We can now share news: a negotiation result has been reached. The majority of employers who were previously affiliated with the employers' association Veneca have indicated they want to sign this result. They will thereby become a party to the CLA catering 2026. For a complete overview of all the agreements made, view the negotiation result. 

Today, seasonal workers at Walibi, together with De Horecabond, are taking action for fair and equal employment conditions. They no longer accept being structurally treated worse than colleagues with year-round contracts.  Seasonal workers do not build up a pension, receive lower wages, and get less travel allowance. While they perform the same work and are indispensable to the park, they are unequally rewarded. For many seasonal workers, enough is enough. De Horecabond has repeatedly requested Walibi to engage in discussions about this. Unfortunately, Walibi refuses to continue the dialogue with De Horecabond regarding the situation. The adjustments made so far are limited and do not apply to all seasonal workers. Therefore, employees are now taking action. Visible support during the holidays Today, Walibi employees, together with De Horecabond, are handing out Christmas chocolates to visitors, asking them to give these to seasonal workers. This way, visitors show that they too believe everyone is entitled to decent employment conditions, especially during this busy period. Call to Walibi De Horecabond calls on Walibi to take responsibility and resume discussions with De Horecabond in the short term. As long as this does not happen, we do not rule out further actions. De Horecabond fights for: a fair pension equal travel allowance equal pay for equal work, according to the CLA hospitality more structural security 

From young talent to experienced professionals: in the recreation sector, multiple generations work together every day. This offers plenty of opportunities but also requires understanding, coordination, and connection. How do you make the most of differences in experience, fresh ideas, and diverse work styles? This question was central during the Day of Recreation 2025, which took place at a unique location: CORPUS. Generational management as a Updates theme With now four generations in the workplace, generational management is more relevant than ever. A total of 145 employers, employees, and educators came together to gain new insights into how generations can better understand, appreciate, and strengthen each other. The large turnout and involvement underscored how Updates this theme is within the recreation sector. Journey through the human body Before the main programme, visitors took an impressive journey through the human body at CORPUS. A unique start to the day, which literally and figuratively showed how different we are—and at the same time how much we have in common. Surprising insights and inspiring sessions The day was opened by Niels Houtepen, who, with his surprising illusions, allowed participants to experience how quickly we fall into assumptions and fixed patterns. Especially when different generations work together, these unconscious beliefs play a significant role. Followed by an inspiring and varied programme including: FullCharge with an energetic keynote on mental health, job satisfaction, and collaboration between generations. Marjolein Risseeuw, who in her interactive workshop demonstrated how generational differences can connect rather than divide. Monique de Boer, who guided participants through brain preferences, norms, and work styles of different generations and how to smartly respond to them in practice. High appreciation from participants The Day of Recreation 2025 was very well received. Participants rated the day with an 8.5. The chairperson even received an 8.9, and the keynote was rated an impressive 9.2. A fine confirmation of the impact and relevance of the programme. Building further together The Day of Recreation 2025 shows that generational differences do not have to be an obstacle but can be a strength. By better understanding each other and utilising each other's qualities, we build together a strong, future-proof recreation sector.

Are you young, working in hospitality, catering or recreation, and want to truly make a difference? With our Young Ambassadors programme, we are building a youth movement that actively contributes to a fair future in hospitality. As a Young Ambassador, you share our story at trade fairs, on social media, in schools and at companies, or you delve into the content, for example by contributing ideas about CLAs. 

The winners of the Recreation Awards 2025 have been announced. During the Day of Recreation on 10 December, prizes were awarded to Eugénie Touwen (Employee of the Year), Nienke Knuppe (Best Practical Trainer) and Beerze Bulten (Best Training Company). Over 150 professionals from the recreation sector were present to honour these remarkable individuals and organisations who make a difference in hospitality, guidance, and training. Jury selects winners  The winners were chosen by an independent jury consisting of experts from the recreation and education sectors: Peter van Binsbergen (De Rooi Pannen), Aafke Snip (SBB), Petra Alkema (Hof van Saksen), Herbert van Oord (HISWA-RECRON) and Johan Bijlsma (De Horecabond).  Eugénie Touwen: inclusion and customisation in the workplace  Eugénie Touwen, housekeeping support staff at Center Parcs De Huttenheugte, has been named Employee of the Year. The jury praises her exceptional commitment to colleagues with a distance to the labour market. “Eugénie organises suitable workplaces, provides customisation where needed, and ensures a safe, inclusive environment,” according to the jury. Thanks to her approach, employees can now independently perform various tasks. She even actively involves people from day care at the park, thereby strengthening the connection in the workplace. 

The accrued pensions and pension benefits will be increased by 2.77% on 31 December 2025 by Pensioenfonds hospitality & Catering for employees who work or have worked in hospitality and catering. The value of your pension Money becomes slightly less valuable each year due to price increases. As a result, in ten years' time, you will be able to buy less with a hundred euros than you can now. This is called ‘inflation’. Accrued pensions and pension benefits also lose value because of this. To keep the value of your pension as high as possible, we assess annually whether we can increase the pensions. This is also known as ‘granting an allowance’ or ‘indexation’. How do we determine if we can increase? Increasing pensions is subject to legal regulations and depends on the level of our policy funding ratio. Our pension regulations stipulate that we partially increase pensions if the policy funding ratio is between 110% and approximately 125%. We assess this annually based on the policy funding ratio as of 30 September. If this is sufficient, the board determines what increase is possible. The policy funding ratio was 139% on 30 September 2025. This means it was sufficiently high to increase the accrued pensions and pension benefits by 2.77% on 31 December 2025. Increase and new scheme? In November, all participants received an initial calculation of the pension in the new scheme, which we intend to implement from 1 January 2026. This allowance (of 2.77%) is in addition to this and is therefore separate from the transition to the new pension scheme. The increase will be implemented in January. The final calculation of the pension in the new scheme will follow by summer 2026. Read more on the PH&C website

From Monday 12 January to Thursday 15 January 2026, the Horecava will be held at RAI Amsterdam.  Where else can you discover the latest trends, products, and solutions for the hospitality industry in just four days? Horecava is the place where over 60,000 hospitality professionals come together to gain inspiration, taste, learn, and network.  You can find De Horecabond at stand 08.392.  View all information on the Horecava website. 

On Wednesday, December 3rd, SVH, on behalf of the Best Hospitality Training Company committee, announced the three mentors who are in the running for the title of Best Hospitality Mentor 2025/2026. During the jury visits to the Top 10 Best Hospitality Training Companies, these professionals clearly stood out as exceptional guides with a keen eye for both craftsmanship and personal Your career. The nominees are, in alphabetical order: Blanca Murillo Ehlhard, Hotel & Wellness Zuiver, Amsterdam Mattijs Kaptein, Restaurant Hotel Merlet, Schoorl Stan Kerckhoffs, Grand Hotel Huis ter Duin, Noordwijk Last year, the competition had an exceptional outcome: for the first time, two mentors ended up in first place. Both Jeroen Oosterveen (Ron Gastrobar, Amsterdam) and Mitchell Hendriks (Grand Hotel Huis ter Duin, Noordwijk) were awarded the title of Best Hospitality Mentor. This year, the situation is different. Three mentors are competing for the title of Best Hospitality Mentor, with the jury emphasising that the quality of guidance at the top is very close. The diversity in their approach and personal training style makes this edition particularly exciting. Mentors with impact on the workplace During the visits, it was noticeable that these three mentors create a learning environment where Your career is a given. They combine expertise with patience, attention, and a clear vision on training. Students are challenged but also given the space to find their own pace. What set them apart included: A clear structure in the guidance process; Customisation per student, suited to their level and ambitions; Close collaboration with schools and training partners; Visible attention to well-being, motivation, and personal growth; A clear intrinsic motivation to guide students and, for example, to conduct exams and participate in educational committees; A professional translation of the competition assignments into daily work. Ricardo Eshuis, director of SVH and chairman of the competition committee: “The hospitality industry demands a lot, and that is precisely why good mentors are indispensable. They not only impart subject Insights to students but also ensure that they feel safe, seen, and taken seriously. This directly contributes to the enjoyment of the profession and the company's image. The three nominees demonstrate how significant the difference can be when a mentor truly invests in the person behind the student.” Visit to the Top 3 and announcement at Horecava 2026 In the coming weeks, the three mentors will be visited by representatives of the committee. The discussions during the visits will form the basis for the final assessment. The entire committee will collectively determine the winner based on these visits, which will be announced during Horecava 2026. Why this award is important With the Best Hospitality Mentor competition, SVH aims to emphasise how important skilled and committed mentors are for the future of the hospitality industry. A mentor largely determines a student's experience, and thereby also the quality and attractiveness of the profession. Previous winners of Best Hospitality Mentor 2024/2025: Jeroen Oosterveen, Ron Gastrobar, Amsterdam                   Mitchell Hendriks, Grand Hotel Huis ter Duin, Noordwijk2023/2024: Christiaan Veldman from Grand Hotel De Draak in Bergen op Zoom2022/2023: Mark Benneker from 't Kruisselt in De Lutte2019/2020: Nita Huning-Koster from Het Noorden van Aalten

On Thursday, 27 November, SVH, on behalf of the Best Hospitality Training Company committee, announced which training companies are in the Top 3 of the competition. The training companies competing for the title of Best Hospitality Training Company 2025/2026 are, in alphabetical order: Grand Hotel Huis ter Duin, Noordwijk Kasteel Kerckebosch, Zeist Ron Gastrobar, Amsterdam This year, the competition committee, consisting of representatives from SVH, SBB, KHN, De Horecabond, the MBO Raad, and previous winners Restaurant Het Noorden van Aalten, NH Noordwijk Conference Centre Leeuwenhorst, had the pleasant task of determining which training companies and mentors may attend the final at Horecava 2026. The Top 10 best training companies have been visited by the professional jury in recent weeks. In two hours, the training company was thoroughly examined regarding the culture and structure of learning and working. The jury literally got an extensive look into the kitchen. Naturally, the training plan and the vision on training were scrutinised. The results of the company visits were presented by the jury to the competition committee, after which the Top 3 was determined based on an objective score list. The Top 3 Grand Hotel Huis ter Duin, Kasteel Kerckebosch, and Ron Gastrobar distinguished themselves as the three best training companies. During the jury visits, the companies stood out for their structured and clear training vision, with an individual approach for each student. The assignments during the nomination round were also best executed by these companies. Ricardo Eshuis, director of SVH and chairman of the competition committee: "It's not a competition for nothing. And in a competition, details often make the difference. In this edition of Best Hospitality Training Company, this is really applicable. This year, following the previous edition, 4 companies achieved the maximum score, and one company performed just 2 points short of this. All companies are great employers. And that's what we see more and more: good employers invest in people and therefore also in learning. The training companies in the Top 3 excel in good cooperation with schools, participation in various industry activities, and pay a lot of attention to the student as an individual. This year, it has once again been shown that good training companies pay a lot of attention to the well-being of employees and therefore also the students. According to Eshuis, the trend of investing in well-being is evident throughout the top 10 and especially in the top 3. "Good training companies look beyond technical skills. They create an environment where employees and students feel safe, seen, and supported, and where they enjoy going. There are projects to identify and combat loneliness, initiatives around financial health, and companies that employ special staff to monitor mental and physical well-being. Courses are also offered that contribute to a healthy work-life balance. This makes a huge difference to the attractiveness of working in hospitality and the enthusiasm of the new generation of professionals." The use of external coaches seems to be taking off within the sector: collaborations with professional parties that support companies with issues that go far beyond the role of the mentor but have become indispensable. Often this is in collaboration with a payroll company that takes on this role with a social approach. Payroll in these cases is no longer about shifting employer risks but about a professional and social staff policy and sustainable employability. Again in the top 3 It is remarkable that two companies that were in the top 3 last year have placed themselves there again. Both Ron Gastrobar and Grand Hotel Huis ter Duin have adopted the jury's recommendations from last year and have set the bar even higher. An even better training plan, even more attention to the whole person, and as an employer, even more integration between working, learning, and developing on the work floor and as a person. In that sense, it is logical that they are in the top 3 again, but it is also simply very impressive. Sustainability and craftsmanship The top of the Best Hospitality Training Company competition is also questioned about their vision on sustainability. This year, it is striking that a large number of companies focus on preventing waste by purchasing whole animals and using everything literally. To give an example from outside the top 3: wild goose at Restaurant Hotel Merlet in Schoorl. The animal, the wild goose in this case, arrives plucked and is fully processed: zero-waste. But at the same time, this helps to protect and keep the craft alive. Because the staff have to process the entire animal, all conceivable techniques come to the fore. Not only for the chefs, but also for the service, this is a very nice deepening of the profession because they have to explain the story to the guest at the table. Thus, sustainability also ensures craftsmanship and a very nice learning environment. Of the companies that ended outside the top 3, two literally missed out by a few points, and it was about minimal details: Restaurant Hotel Merlet Schoorl and Hotel & Wellness Zuiver in Amsterdam. The top 10 further consists of: De Troubadour in Hardenberg Groot Speijck in Oisterwijk Hotel & Wellness Zuiver in Amsterdam Huize Kwast in Leeuwarden Restaurant Hotel Merlet in Schoorl The College Hotel in Amsterdam Van der Valk Hotel Den Haag – Wassenaar in Wassenaar Best Hospitality Mentor The role of a good mentor is also highlighted again this year: they have a chance to win the title of Best Hospitality Mentor 2025/2026. The mentors came into the picture during the visits of the professional jury to the training companies in the Top 10. This prize is intended for the mentor who stands out with their own qualities. The top 3 Best Hospitality Mentor will be announced next week. Final The training companies in the Top 3 will be visited and assessed by the full competition committee on Wednesday, 10 December. Then the results will be eagerly awaited. The winning training company and the winning mentor will be announced during the final at Horecava 2026. Why this competition "The competition is there to continue working with training companies on the very best practical training for new hospitality employees and to encourage training companies to keep improving themselves. Good mentors and training companies are of indispensable value in training a new generation. That is why SVH organises this competition on behalf of the industry. The competition contributes to the quality improvement of training in hospitality and provides insight into the most important developments within training companies. This is good for the individual training companies and the sector as a whole. In the battle for the title, aspects such as: does a training company devote enough time and attention to students and offer a safe learning environment, with a sufficient balance between work and learning?" according to Eshuis. More than 50 participants The Best Hospitality Training Company competition is held annually and started in early September with the nomination and assignment round. Mentors, students, pupils, teachers, and staff from the hospitality sector could nominate their favourite training companies for the coveted title during this round. Nominated training companies then completed assignments to show why they deserve the title. Around fifty training companies were nominated for this competition this year. Previous winners Best Hospitality Training Company 2024/2025: NH Noordwijk Conference Centre Leeuwenhorst in Noordwijkerhout 2023/2024: Het Noorden van Aalten in Aalten 2022/2023: De Werf in Veere 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 in Deurne 2008: Restaurant Smits Koffiehuis in Amsterdam 2007: Landgoed De Wilmersberg in De Lutte Previous winners Best Hospitality Mentor 2024/2025: Jeroen Oosterveen, Ron Gastrobar, Amsterdam Mitchell Hendriks, Grand Hotel Huis ter Duin, Noordwijk 2023/2024: Christiaan Veldman of Grand Hotel De Draak in Bergen op Zoom 2022/2023: Mark Benneker of 't Kruisselt in De Lutte 2019/2020: Nita Huning-Koster of Het Noorden van Aalten

De Horecabond considers your health very important and also that healthcare remains accessible and affordable. Therefore, we offer all our members a collective health insurance in collaboration with independent insurance advisor Alpina through the following insurers: Nationale-Nederlanden, Salland, VGZ, and OHRA. Benefits of collective health insurance Personal and tailored advice Easy and quick online or telephone comparison and sign-up Competitive premium and comprehensive coverage Telephone advice from qualified advisors. No selection menu or long waiting times Waiting list mediation and assistance with bills and claims Healthcare advice line Need help or extra information? Call the advice line on 088 – 12 10 255, which also includes the main changes in the basic insurance for 2025. If you are not yet a member of De Horecabond, then join to take advantage of this great member benefit, which helps you earn back a large part of your contribution! Compare and sign up for your health insurance online yourself Do you want to know if you can get better coverage for a lower health premium? Make a non-binding comparison here! Based on your Updates policy and specific preferences, you will discover which health insurance suits you best. You will immediately see if you can also save on your premium.Can't figure it out? Call the specialists at Alpina for personal advice or to join De Horecabond's collective health insurance via 088 – 12 10 255. TIP: Have your Updates policy at hand for a good comparison! Stay with your own health insurer and benefit from the advantages? Are you already insured with Nationale-Nederlanden, Salland, VGZ, or OHRA and not yet using a collective discount on your health insurance? Then you can join De Horecabond's health collective at any time throughout the year. Your premium benefit is often settled in the first month after registration. Alpina arranges this directly for you! Go directly to the comparator

You feel unwell and really can't manage to work. Of course, you need to report your sickness to your manager, usually by calling. But can you also send a message?  What the law says The law does not specify how you should report your sickness. Therefore, your employer cannot require you to call only. However, there might be an absence protocol in your company. Does it state that you must call? Then you must do so. If it says nothing about it, then you can also message or email, as long as you can prove that your notification has been received. Preferably confirm your sickness notification in writing as well, for example by e-e-mail. An employer cannot refuse a sickness notification. What your employer can ask Your employer can ask how long you expect to be ill and how they can reach you. But not what exactly is wrong with you or what treatment you are receiving, as that is private. Only the company doctor can ask questions about that and give advice on what you might still be able to do. If you are ill, you do not need to have your phone on hand all day. However, it is good to respond occasionally if your employer asks something. This helps prevent misunderstandings. Check what applies to you Check if there is an absence protocol and read what it states. Report your sickness on time and ensure you have proof of this. If you are unsure about what you can or cannot do, request an appointment with the company doctor.

On Thursday, 6 November 2025, the Pension Fund for Hospitality and Catering received the transition approval from De Nederlandsche Bank (DNB). This approval is necessary to transfer the pensions to the new pension scheme. Over the next month and a half, we will work diligently to ensure our operations are fully in order and that we meet all the conditions for a careful transition. Communication of the first calculation If it is determined in December that we can transfer the pensions in a controlled and ethical manner, then the Pension Fund for Hospitality & Catering plans to switch to the new pension scheme from 1 January 2026. In total, the pension entitlements and pension payments of over 1.3 million participants will be converted. The next step is the board's decision to send out the transition communication, whereby all participants will receive an initial calculation (estimate) of their pension under the new scheme this month.  Hans Veltkamp, independent chairman at the Pension Fund for Hospitality & Catering, said: ‘It has been an intensive process where we, with the joint efforts of all those involved with the fund, have provided a lot of documentation and held discussions with De Nederlandsche Bank. I would like to thank those involved with the fund for the extensive work we have accomplished together and also express our great appreciation for the good cooperation with social partners. It was particularly intensive as we were one of the first applicants, and there was still much to be considered by the sector, by us, and by DNB as an elaboration of the laws and regulations. We are pleased to have reached this milestone now.’

And get a portion of your paid union dues back! Did you know that as a member of a union, you can take advantage of a tax scheme and reclaim part of your union dues through your employer? And that this can amount to up to €108 of the amount you pay annually?! This is how it works Your annual statement is ready in your account. Go to your account Log in to your account or register for a new account. Then immediately check your details! Download and print your annual statement. Submit the annual statement to your employer or HR department. Most employers require you to submit the annual statement before mid-November, but sometimes it can be later. So always check with your company. Your employer will process the benefit and ensure you get it back. Usually, the adjustment is made once on your gross monthly salary or year-end bonus. How does the contribution refund work? The contribution refund is settled with your gross salary. The annual contribution amount is deducted from your gross salary, and then the usual deductions from the gross salary are subtracted. Finally, the annual contribution amount is added back to the salary net. The settlement of contribution money is a tax scheme that the employer can voluntarily apply, even without a CLA. If you are not covered by the CLA, you can always ask your employer to settle your paid contribution with your salary at the end of the calendar year. There are no adverse consequences for the employer. Do you have any questions about the contribution refund? Please contact us via our contact page.

Pension Fund Recreation has received permission from De Nederlandsche Bank (DNB) to switch to the new pension scheme as of 1 January 2026. This is called an ‘invaarbeschikking’. Chairman Ansfried Snijders says: “We are pleased with this step. Not only for us as a fund, but especially for our participants and employers. This ensures a good pension for the future.” To obtain this permission, we had to demonstrate that the transition is balanced and careful. Together with our partners, we have worked hard to organise this properly. Ansfried Snijders explains: “Transitioning is an intensive process. But through good cooperation with our social partners, the supervisory board and the accountability body, we have created a scheme that is balanced for everyone. We have paid extra attention to the interests of our participants and distribute the fund's assets as fairly as possible.” What can you expect in the coming period? Now that we have the green light from DNB, we can continue informing employers and (former) employees. Employers will soon receive an invitation for the webinar about the new pension scheme. This will take place on Tuesday evening, 2 December. On Thursday evening, 4 December, there is a webinar specifically for (former) employees and people who receive a pension from us. In that webinar, we will explain the first personal statements that everyone with a pension from us will receive in November. These detailed statements show how much pension you can expect according to the new rules. The invitation for the webinar will follow shortly. Both webinars start at 7:30 pm. Registration is already possible. Sign up for the webinar for (former) employees and people who receive a pension. More information about the new pension scheme? Are you a (former) employee or do you receive a pension from us? View all information here.

After careful evaluation of all submissions, the jury of the Recreation Awards 2025 has selected the finalists. In each category, three candidates will compete for the coveted titles of Best Practical Trainer, Employee of the Year, and Best Training Company. The awards, an initiative by Kikk recreation, HISWA-RECRON, De Horecabond, and CNV, spotlight professionals who make a difference every day in the Dutch recreation sector. Recognition for professionals on the work floor “In a sector where hospitality and Your career go hand in hand, it’s the people on the work floor who ensure that millions of Dutch people can enjoy their leisure time,” said Herbert van Oord, jury member of the Recreation Awards and board member of HISWA-RECRON. “With these awards, we give them the recognition they deserve.” The finalists Best Practical Trainer Julia van der Haar – Landal Rabbit Hill Nienke Knuppe – Beerze Bulten The third nominee has withdrawn from the Recreation Awards for personal reasons. The nominated practical trainers stand out for their excellent guidance of trainees and their ability to train them into professionals who are engaged and well-prepared for work. Employee of the Year Eugénie Touwen – Center Parcs de Huttenheugte Nick Blijjenberg – EuroParcs Richard Hostermans – Center Parcs Het Meerdal These three employees were put forward by colleagues and managers as outstanding individuals who make a difference for guests and colleagues every day with their dedication, initiative, and craftsmanship. Best Training Company Parc Sandur Beerze Bulten Resort Arcen The nominated training companies distinguish themselves through their commitment to training future talent and providing an educational, safe, and inspiring work environment. Next steps In the coming weeks, the finalists will have the opportunity to further showcase themselves. The nominated practical trainers and employees will submit a short video or text. The three training companies will receive a jury visit on site. Based on this, the independent jury – consisting of representatives from HISWA-RECRON, De Horecabond, S-BB, De Rooi Pannen, and the winner of Best Training Company 2024 Hof van Saksen – will decide who will receive the titles. The winners will be announced during the Day of Recreation on 10 December 2025. About the Recreation Awards The Recreation Awards are an initiative by Kikk recreation, HISWA-RECRON, De Horecabond, and CNV. Only organisations and employees who fall under the Social Fund Recreation can be nominated. With these awards, the sector has the opportunity to show appreciation for the people and companies that contribute every day to relaxation, hospitality, and Your career within the recreation industry.

Pension Fund Hospitality and Catering plans to transition to the new pension scheme as of 1 January 2026. In the webinar on Thursday, 20 November at 10:00 am, Victor Abeln (known as the former bartender from ‘First Dates’) will discuss the new pension scheme with two colleagues from Pension Fund Hospitality & Catering. You will hear what remains the same, what changes, and what this means for you.  Register easily. Watch the webinar for pensioners replay here.   

The FNV union sees a positive change in membership numbers in 2023 and 2024. We see that around 60,000 people join annually in 2023 and 2024, responds Dick Koerselman, interim chairman of FNV, to the report from CBS on Friday 31 October, in which they review membership Your career every two years. 'People see that we stand up for good work and income, now and in the future. This helps us counteract the ageing population and the expected outflow. The commitment of all members, cadre members, and staff ensures that more and more people are joining us again,' continues Koerselman. 'All in all, CLAs are concluded for about 5 million workers. Together, we have ensured purchasing power recovery in times of high inflation and are now fighting against looming budget cuts. Additionally, more people are joining due to our highly valued legal services, career advice, and tax service. In the past decades, we saw the union lose members, but for the past three years, this has hardly been the case.' Especially more young people and women The number of registrations per year is now stabilising around 60,000. Previously, it was around 40,000. Koerselman: 'On some days, we see 500 new members signing up. On average, more than 1,000 people join us each week. We also see that our membership is becoming more diverse. The number of women is steadily increasing.' 'We see the largest influx among workers aged 25 to 35. A new generation of members is joining the union. They too see that you are stronger together. The minimum youth salary is already being phased out due to the efforts of young people, and we are fighting for its total abolition.' 'What we see here gives everyone good hope for the future. A large union can stand up for all workers, pensioners, and people who, for whatever reason, cannot work. Only in this way can we together maintain the WW and the WIA and campaign for healthy public sectors.'

On Friday, 31 October 2025, the Foundation for Hospitality Expertise (SVH) announced the Top 10 of the Best Hospitality Training Company 2025/2026 competition. This year, 52 recognised training companies were nominated. With the announcement of the Top 10, the first phase of the competition has concluded. At the end of November, it will be revealed which of these training companies have made it to the Top 3. The competition, organised by SVH on behalf of the hospitality sector, began in early September with the nomination round. Students, apprentices, mentors, teachers, and staff from the hospitality industry could nominate their favourite training companies during this round. Nominated companies then completed tasks to demonstrate why they deserve the title. In the first round, companies are assessed on their training vision, training plan, a testimonial from a student, and a video pitch. With this video pitch, the company shows why they are the best training company. Additional points could be earned by getting as many people as possible to vote for the training company. Ricardo Eshuis, director of SVH and chairman of the competition committee, said: “Seeing how much effort training companies put into giving young people a flying start makes me incredibly proud of our sector. This year's Top 10 each show how to truly bring learning to life in practice. Mentors and training companies are the heroes behind the next generation of hospitality professionals. Every year, we see how committed they are to guiding young people. Receiving a nomination is truly a significant compliment — congratulations on behalf of the entire competition committee! This is the Top 10 of the Best Hospitality Training Company competition edition 2025/2026 in alphabetical order: De Troubadour in Hardenberg Grand Hotel Huis ter Duin in Noordwijk Groot Speijck in Oisterwijk Hotel & Wellness Zuiver in Amsterdam Huize Kwast in Leeuwarden Kasteel Kerckebosch in Zeist Restaurant Hotel Merlet in Schoorl Ron Gastrobar in Amsterdam The College Hotel in Amsterdam Van der Valk Hotel Den Haag – Wassenaar in Wassenaar "The two runners-up from last year are also competing for the title again this year, Grand Hotel Huis ter Duin and Ron Gastrobar Group. Also back in the Top 10 are The College Hotel and Van der Valk Hotel Den Haag-Wassenaar. It's great to see how these companies have used the feedback from last year's committee to present themselves even better now. In this strong Top 10, it will come down to details to determine the Top 3!”, said Eshuis. Competition Progress The training companies from the Top 10 will be visited by SVH on behalf of the committee in November. The aim is to assess whether the training plan is effectively implemented in practice and to evaluate whether there is a good and safe working and learning environment socially. During the visit, the committee member will discuss this with the students and mentors. Reports of the visits are made and discussed in the full competition committee. The committee includes representatives from SVH, SBB, KHN, De Horecabond, the MBO Council, and previous winners of the competition: Restaurant ’t Noorden from Aalten and NH Noordwijk Conference Centre Leeuwenhorst. The competition committee decides which three training companies will reach the final. These three companies will be visited by the full committee at the beginning of December. Best Mentor The role of the mentor is also highlighted again this year: they have a chance to win the title of Best Hospitality Mentor 2025/2026. The best mentor is chosen from the Top 10 best training companies. The competition committee determines a Top 3 of best mentors based on the company visits. The Top 3 is visited by a committee member to determine the winner. Finale Horecava 2026 The winning training company and the winning mentor will be announced in the final during the traditional closing of Horecava, on Thursday, 15 January 2026, at 14:00. View the full list of recognised training companies nominated for the title of Best Hospitality Training Company 2025/2026 at www.besteleerbedrijfhoreca.nl/ranking  

From young talent to experienced professionals – in the recreation sector, different generations work together every day. But how do you make the most of these differences in the workplace? And how do you build bridges between experience, fresh ideas, and different work styles? At the Day of Recreation 2025, generational management takes centre stage. It is the perfect opportunity for employers, employees, and educators to gain insight into how we can better understand, appreciate, and strengthen each other. Of course, the winners of the elections will also be announced on this day. Register now for this inspiring day for free!

Make your training environment future-proof. During the Mentor: sharing your craft with passion Day 2025, concrete, immediately applicable solutions for sustainable hospitality are central - from reducing waste and circular working to low-alcohol experiences, learning on the job, and a keynote on neurodiversity — harnessing different ways of thinking (such as autism, ADHD, dyslexia) for stronger teams and better service. The Mentor: sharing your craft with passion Day takes place on Monday, 3 November 2025 at Learning Hotel Het Klooster (MBO Amersfoort) and is jointly organised by Learning Hotel Het Klooster (MBO Amersfoort), Hospitality & Tourism College (ROC Midden Nederland), De Horecabond and SVH (Stichting Vakbekwaamheid Hospitality).  This wonderful collaboration between education, industry, and business demonstrates how sustainable Your career in hospitality begins with learning, doing together, and sharing Insights. Why participate The hospitality industry is changing rapidly: guests demand more sustainability, responsible enjoyment, and inclusive teams. The Mentor: sharing your craft with passion Day helps mentors, teachers, and entrepreneurs respond with inspiration én practical tools. Sustainability in practice: concrete tips for the kitchen, service, and training company. Planet • Profit • People: make sharp choices in the House of Commons debate and translate them to your business or education. Training students inclusively: neurodiversity & leadership Your career for a resilient, sustainable workplace. Immediately applicable: two rounds of hands-on workshops; from raw materials and proxy wines to low-alcohol with 0.0, guest experience, and HR. Mentor+ continuing education activity: perfect opportunity to score points Programme: Keynote: Neurodiversity and leadership Your career – Saskia Schepers Debate: House of Commons debate led by Ricardo Eshuis & Maarten Wessels Workshops:- Sustainable handling of bread – René Bekker (Learning Hotel Het Klooster)- Mentor+ & learning on the job – SVH & Picabia Training- The government's green menu – Financial service providers Van Oers- Beer: low-alcohol and 0.0, taste & pairing – Beer & Co and Maximus Brewery- Young talent, sustainable success – De Horecabond- Alcohol-free food pairing with proxy wines – ZeroZer0.0 New this year: students actively participate — in the debate én in the workshops. Their fresh perspective and ideas provide valuable cross-pollination between generations. Time: 10.00–16.00 (doors open 09.30), with lunch and drinks.

We are back in action! The competition for Best Hospitality Training Company is in full swing again and nominations are open. Dozens of companies have already been nominated and are competing for this prestigious title. The competition is organised by the Foundation for Professional Hospitality Skills (SVH), on behalf of and for the hospitality sector. In addition to the award for Best Hospitality Training Company, the award for Best Hospitality Mentor is also presented. Both winners will be announced during Horecava 2026. Nominations can be submitted until 26 October 2025.  The nomination round has started!  Until Sunday, 26 October 2025, mentors, students, teachers, or staff can nominate their favourite training company in the hospitality sector. This can be done easily via www.besteleerbedrijfhoreca.nl. It is a wonderful way to show recognition and appreciation for the company, the staff, and the way they train. Additionally, training companies can also register themselves for the competition. In the hospitality sector, the future of the profession is built daily. Thousands of training companies and mentors play an indispensable role in transferring Insights and experience. This experience on the work floor forms the basis for a successful career in hospitality. Their commitment is of lasting importance, as they make a difference for the next generation with Insights and passion. Ricardo Eshuis, chairman of the Best Hospitality Training Company committee and director of SVH: “The aim of the competition is to encourage good employment practices and contribute to the best possible practical training for students and new hospitality employees. During the competition, several aspects are considered, such as whether a training company devotes enough time and attention to the students and whether it offers a safe learning environment with a good balance between work and learning. In the last edition, Hotel NH Noordwijk Conference Centre Leeuwenhorst won the title of Best Hospitality Training Company 2024/2025. Who will succeed them? Which recognised training company in the hospitality sector has organised practical learning so well that it deserves the title of Best Hospitality Training Company 2025/2026? I urge everyone to nominate their favourite training companies and for training companies to participate in the competition!”   Who will be Best Hospitality Mentor 2025/2026?  This year, mentors also have a chance to win the title of Best Hospitality Mentor. The 2024/2025 edition was an exceptional year: not one, but two mentors won awards. Jeroen Oosterveen from Ron Gastrobar and Mitchell Hendriks from Grand Hotel Huis ter Duin were both named Best Hospitality Mentor. A remarkable event that clearly shows the developments in the profession and that strong training companies are always connected with inspiring mentors.  The winner is selected by the committee from the training companies that reach the top 10 of the competition. As Eshuis emphasises: “Good mentors are invaluable. Sometimes a mentor excels so much that it makes a difference within a company. With this award, we want to highlight such professionals and encourage their company to grow further, so that quality is not only associated with one person but is widely supported.”  How does the competition proceed?  The nomination round and the assignment round have officially started! Everyone can now nominate their favourite hospitality training company, while the nominated companies can immediately start working on the assignments. These assignments can be completed until Sunday, 26 October 2025. For the participating training companies, they are available in a special dashboard via www.besteleerbedrijfhoreca.nl. With the assignments, the training companies have the chance to distinguish themselves, excel, score points, and compete with each other. The following components must be submitted for the assignments:  A video pitch showing why the training company is the best  The training plan of the company  A testimonial from a student about the company   Bonus points can be earned with a public assignment, where training companies engage their network to vote for them. If they manage to collect 150 votes, this will earn extra points in the score. This element actively involves the public in the competition. To prevent training companies with a large following from having an advantage over smaller organisations, the 150 or more votes collected will earn the same amount of bonus points for everyone.   Prize Membership  The winning training company will receive: An award  A wall plaque with the title  A framed photo of the entire team taken by a professional photographer  A lunch with an SVH Master of choice, including a tour. A wildcard for the national competition for best training company for all sectors organised by SBB  Top 10 and top 3  At the beginning of November, it will be announced which training companies have reached the top 10. These companies will then be visited by SVH, who will also assess the points scored in the assignments on the work floor. The findings will be discussed with the full committee, after which the top 3 of the competition will be determined. The competition committee consists of representatives from SVH, SBB, KHN, De Horecabond, secondary vocational education, and previous winners Hotel NH Noordwijk Conference Centre Leeuwenhorst and Het Noorden van Aalten. In December, the full committee visits the three finalists. Based on assessment criteria, it will then be determined which training company may receive the title of Best Hospitality Training Company 2025/2026 during Horecava.  The ultimate winner of the title Best Hospitality Mentor will also be announced during Horecava.  Nominate your best training company now or register as a training company at www.besteleerbedrijfhoreca.nl and participate in the assignments!  Image: photographer Martijn van Dam

On Monday, 3 November 2025, we are organising the annual Mentor: sharing your craft with passion day in Amersfoort, together with the Hotelschool Amersfoort, ROC Midden Nederland, Leerhotel Het Klooster and SVH. The theme is sustainability. What can you expect? Inspiring speakers A House of Commons debate on Updates sustainability issues A choice of in-depth workshops A joint lunch and drinks The invitation with the programme and registration details will follow shortly. Make a note of it in your diary and we’ll see you there!

What does a generally binding declaration (avv) mean? From 2 August 2025, the CLA hospitality is declared generally binding. This means that the hospitality CLA now applies to almost all employers who have a hospitality business and employ staff. This concerns employers who are not affiliated with KHN (employers' organisation) and who fall under the scope of the CLA. This also applies to companies with secondary activities such as care, sport, education, recreation, exhibition complexes, stations or airports, as long as there are also hospitality activities. Companies in contract catering have their own CLA. The CLA hospitality was established through the initiative of the trade unions De Horecabond, CNV and the employers' organisation Koninklijke hospitality Nederland. NHG exemption request rejected NHG submitted a request (for exemption) to the Ministry of Social Affairs and Employment to continue applying the NHG CLA instead of the hospitality CLA. This request was rejected. NHG can appeal this decision or submit an exemption request to CLA parties. As long as no exemption has been obtained, the hospitality CLA must be applied from 2 August 2025. Employers who wish to be (partially) exempt from applying the hospitality CLA must request exemption from CLA parties. They will assess whether the conditions for this are met. It will be assessed whether there are special circumstances that justify exemption from the hospitality CLA and whether the NHG CLA and any additional employment conditions have at least an equivalent minimum level as the hospitality CLA. Granting of exemption does not apply retroactively and therefore only from the moment that CLA parties decide to proceed with this.  What does this mean for me? Your employer is obliged to apply the hospitality CLA to you from 2 August 2025. Even if your contract states that only the NHG CLA applies.  What does this mean for my employment conditions? By declaring the CLA generally binding, equal employment conditions apply within the hospitality sector. You will benefit compared to the NHG CLA. These are the main differences: 1. Salary  Your salary must not be lower than the amounts in the hospitality CLA. Your salary is determined by the job classification in the Handbook Reference Functions Hospitality Sector, where you are classified into one of the eleven job grades. A transparent and insightful salary and job structure, which you can view online.  The CLA salaries are increased three times during the term of the CLA:  2.5% per 1 January 2025 1% per 1 July 2025 2.5% per 1 January 2026  In addition, the salary structure has been adjusted so that some job grades benefit even more and experience continues to pay off. This is significantly more than the 1.5% per 1 January 2025 that the NHG CLA offers for employees above the statutory minimum salary.  It is therefore important that you are classified in the salary structure of the hospitality CLA. What this specifically means for your salary depends on the classification and will be different for each employee. In our calculation tool you can check if your salary is correct. 

There is insufficient support for concluding a collective CLA by 1 January 2026 for all catering staff. We know that employers have cancelled their membership with the employers' organisation Veneca, which employers these are, is not known to De Horecabond. Read the full news article.  See the flowchart below. Follow the steps and find the answer to your situation. We also answer the frequently asked questions.Do you already have questions or would you like to get in touch? Email bestuurders@dehorecabond.nl or visit our contact page. 

On Wednesday, 24 September 2025, 10 hospitality businesses in Grolloo will be awarded the hospitality quality mark ‘Gezellig’. This is the first time that hospitality businesses excelling in hospitality receive this quality mark. Simultaneously, the presentation of the accompanying new consumer magazine ‘Gezellig’ will also take place. “In a world that spins ever faster, we believe that true hospitality is more important than ever,” say hospitality experts Jeannine Sok and hospitality entrepreneur Sven Heijkoop. In 2023, they initiated ‘Gezellig’: the very first independent hospitality quality mark for the hospitality industry. With this, they aim to put hospitality staff in the spotlight. “This quality mark will not only help to exceed guests’ expectations but will also contribute to the professionalisation of the hospitality sector." Mystery visits Over the past two years, the pilot for rolling out the quality mark took place. Together with a think tank of hospitality professionals, a selection was made of hospitality businesses eligible for the quality mark. Specially trained students from Drenthe College in Emmen conducted the first mystery visits to these selected businesses. These were followed by additional checks by experienced hospitality professionals. All mystery visits were conducted based on a checklist, focusing on hospitality, craftsmanship, presentation, and product. Preview at Gastvrij Rotterdam The awarding of the first ten ‘Gezellig’ quality marks will take place on Wednesday, 24 September, during the Week of the Hospitality Industry. It’s a great moment to draw attention to hospitality and front-line hospitality staff. As a preview, on Monday, 22 September, three names of new quality mark holders will be revealed. This will occur at the hospitality trade fair Gastvrij Rotterdam at 14:30 in the networking lounge, during the Culi Quiz Top 100. Consumer magazine ‘Gezellig’ To make the hospitality quality mark more known to the public, a new consumer magazine named ‘Gezellig’ has been developed. It features the ten quality mark holders and pays tribute to hospitality. Several inspirers from the hospitality industry are featured, such as Mandy Kwekkeboom-Overbeek (Gault&Millau Hostess of the Year 2025, restaurant Joann in Enschede), Thérèse Boer (De Librije, Zwolle), Gert Wiltvank (De Librije, Zwolle), Arjan Broekman (Het Wijnhuis, Zwolle), and Frans and Bart Hofsteenge (Hofsteenge, Grolloo). The festive event on 24 September will take place with these hosts at Hofsteenge in Grolloo. “The north is well represented in the magazine and among the first ten quality mark holders. Moreover, this is a lovely old-fashioned café-restaurant with a cosy communal table and a billiard table,” says Jeannine Sok about the choice of this location. As someone from Emmen with hospitality parents, she became acquainted with this family business at a young age.  Partners and independent quality mark In the coming period, Sok and Heijkoop aim to further establish the hospitality quality mark in the Netherlands. The quality mark is independent but supported by a wide range of partners and businesses from the hospitality sector such as: the Week of the Hospitality Industry, Emixion, SVH, Gastvrij Rotterdam, Horecava, De Horecabond, Bidfood Nederland, Herman Wines, Brinks CoffeeRoasters, VHC ActiFood, Horecavakbeurs Hardenberg, and Wijnkooperij De Lange. “New partners are welcome and can sign up.” About the founders The ‘Gezellig’ quality mark was established in 2023 by Jeannine Sok and Sven Heijkoop. Sok is the first gastologist in the Netherlands and owner of Gastologie in Nijmegen. Through her developed hospitality philosophy and training method, she helps people optimise hospitality. She is the creator of the board game Gastologie and author of several books such as ‘How Hospitable Are You?’. Sven Heijkoop is a hospitality entrepreneur and owner of restaurant Copain in ’s-Hertogenbosch. 

There is insufficient support for concluding a collective CLA by 1 January 2026 for all catering staff. We know that employers have cancelled their membership with the employers' organisation Veneca, but which employers these are is not known to De Horecabond.  This is a disappointing step backwards: a CLA provides clarity, certainty, and protection to everyone working in the sector.  Without a CLA, collective agreements are under pressure. View the message from Veneca here. What you can expect from us We remain fully committed to the interests of our members and everyone working in this wonderful sector. At the moment, we are working with our members to determine what next steps are necessary and possible to protect and improve the rights of catering staff.

There are significant differences between the employment conditions for seasonal workers and permanent staff. Together with the staff of Walibi, we want to change this! Invitation: meeting Thursday, 18 September De Horecabond and the management of Walibi will discuss this matter with each other. We want to explain this discussion and hear your opinion! Therefore, we are organising a meeting for you and your colleagues. Join us on Thursday, 18 September at 20:00 at De Meerpaal in Dronten.

The VAT increase on overnight stays affects everyone. The consequences of increasing VAT from 9% to 21% extend far beyond hotels, campsites, B&Bs, and holiday parks. Fewer overnight stays also mean: fewer expenditures in shops, museums, and attractions fewer visitors at festivals and events less work in cleaning and transport less income for municipalities Significant consequences, with thousands of jobs lost. And extra tax revenue? That remains absent?Tomorrow, the House of Representatives will vote on the motion to reverse the increase. On the same day, Koninklijke hospitality Nederland (KHN) will present a joint letter in The Hague, co-signed by sectors that are also affected. De Horecabond has also signed this letter.  Our call to the politicians: support the motion! Read more information on the website of KHN.   

Seasonal workers at Walibi Holland amusement park in Biddinghuizen are seeking better employment conditions. They feel disadvantaged compared to colleagues with permanent contracts. The issue has been ongoing since this spring. Nearly 200 seasonal workers sent an initial letter to management at the beginning of June. In it, they state that the existing employment conditions no longer meet the demands of the present day. For permanent staff, Walibi Holland follows the CLA hospitality. Seasonal workers were also covered by a CLA in the past, but this changed several years ago to "tailor-made employment conditions". Treated differently It bothers the seasonal workers that they are treated differently from permanent staff. For example, seasonal workers do not build up a pension. Additionally, lower costs apply for mileage allowance and visits. Another important point is that seasonal workers receive a new six-month contract each time, even though many employees work for the amusement park every year. They would prefer a yearly contract based on a low number of working hours. This provides the employees with more security and offers Walibi flexibility during events in the winter months.Although the employees have been in contact with management since June, it has not yet led to any results. A new meeting is scheduled for this coming Wednesday with the Director of Operations at Walibi Holland. De Horecabond The discussion is being monitored by De Horecabond, which states that Walibi is keeping the union at arm's length. The union has recently received a noticeable number of reports from seasonal workers seeking questions and advice. Union representative Edwin Vlek notes that there is unequal treatment at Walibi, as management does not apply the CLA hospitality to seasonal workers but does to permanent staff. Vlek sees this as a deliberate choice by Walibi Holland to save costs. According to him, the park performs worse in terms of employment conditions for seasonal workers compared to other amusement parks. De Horecabond is conducting further research to determine whether Walibi's actions are permissible. Edwin Vlek finds it brave that the seasonal workers are taking action. "These are people in a vulnerable position. When you have a temporary contract, there is a high chance of being dismissed. It is all the braver that they are reaching out to us." The union is trying to advise the workers and hopes that Walibi will engage in dialogue with them to resolve the issue. If this does not succeed, De Horecabond does not rule out further steps. "One could choose to call a strike, but we could also take the matter to court," says Edwin Vlek. Walibi Holland has not responded to a request for comment.

De Horecabond has launched a campaign to actively involve recreation staff in the preparations for a new CLA recreation. The Updates CLA expires on 31 December 2025. Negotiations with employers will begin in the autumn. Experiences and wishes of staff central The previous CLA was established after a lengthy process, in which employers and unions struggled to reach agreements. Eventually, an agreement was still reached. This underscores the importance of staff making their experiences and wishes known at an early stage.

As of 2 August 2025, the CLA hospitality has been declared generally binding. This means that the agreements in the CLA apply to almost all hospitality businesses with staff. This includes companies that are not members of KHN but fall under the scope of the CLA. The CLA hospitality is declared generally binding for the remaining duration of this CLA. The CLA hospitality runs until 31 December 2026. The CLA is concluded by Koninklijke hospitality Nederland, CNV Vakmensen and De Horecabond. “This CLA ensures fair rules, more clarity and better working conditions. This is good news for all hospitality employees and for employers who choose quality.” - Edwin Vlek, chairman of De Horecabond For whom is the CLA now mandatory? The CLA now applies to: Hospitality businesses with staff, even if they are not members of an industry organisation; Employers with hospitality as their main activity or as part of their business; Hospitality businesses with ancillary activities, such as in healthcare, sports, recreation, education, exhibition complexes, stations or airports. Note: contract catering falls under a different CLA and is therefore excluded. What is included in the CLA? The CLA hospitality contains agreements on, among other things: Salaries and periodic increases; Working hours, schedules and overtime; Holiday, leave and loyalty days; Zero-hour contracts and seasonal work; Training, Your career and internship allowances. Objection? Rejected Objections have been filed by the Nederlands hospitality Gilde (NHG) against the general binding declaration, but the ministry has rejected these. There is therefore no impediment to the obligation of the CLA for the entire sector. What does this mean for employees at NHG companies? For employees working at a company affiliated with the Nederlands hospitality Gilde (NHG), there may be changes. If the company falls under the scope of the CLA hospitality, then NHG employers must also apply this CLA. This means that employees at such companies are now also entitled to the working conditions from the CLA hospitality. Employers can apply for an exemption, but only under strict conditions. Until then, the CLA hospitality is leading.

De Horecabond has appointed Alf Pals (81) as an honorary member. Alf has been a member for over thirty years and demonstrates through his dedication, craftsmanship and commitment what hospitality truly means. The board received prior approval from the Supervisory Board to bestow this special honour upon him. "He is an example to us all" A lifetime in hospitality Alf began his career in the mines of Limburg and later worked at Akzo. But he found his calling in hospitality. For over twenty years, he worked in service at a hospitality venue on the Vrijthof in Maastricht. There, he was ready for the guests day in, day out — always with attention, friendliness and pride in his craft. More than a colleague, also an ambassador When Alf once faced difficulties with a new employer, it was De Horecabond that helped him. That experience touched him deeply. He then became active for the union: he assisted at consultation hours, attended fairs, organised meetings and later joined the National Activity Team. Alf became a familiar face in the Southeast region and far beyond. His energy and dedication inspired many. Quote from the chairman “Alf embodies the soul of our sector. He is loyal, committed and always in service of others. De Horecabond is proud of him and what he means to us all. This appointment is more than deserved.” – Edwin Vlek, chairman of De Horecabond Tribute to craftsmanship and solidarity De Horecabond stands for craftsmanship, commitment and solidarity. Alf Pals shows how powerful these values are. His appointment as an honorary member is a token of appreciation for all he has done and means to the hospitality industry and the union. Alf, congratulations!

Which recognised training company in the hospitality industry excels so much in training students that it truly deserves the title of Best Training Company in Hospitality? Where do students have all the space to develop, learn from experiences, and remain themselves? That's what this competition is all about. Every year we search for that one training company and that mentor who make the difference! Behind every success is a good training company. Who is that for you? Nominate now!  

As a member of De Horecabond, will you join the discussion during the Sector Council on Monday, 8 September 2025, about the developments in your sector? This time, this interactive day will focus on Updates affairs in the sector at De Engel in Houten. The sector council complements the Members’ Meeting, where matters important to all members are discussed. We will talk about the most relevant issues in the sector. This time, the FNV Employment Conditions Memorandum is on the agenda, along with the priorities and strategy of De Horecabond. Date: Monday, 8 September 2025Time: 10.00 - 17.00, including lunch and drinksLocation: De Engel, Burgemeester Wallerweg 2, 3991 DM Houten

The Updates CLA contract catering will expire at the end of 2025. While the sector remains under constant pressure, De Horecabond, the union for employees in hospitality, catering, recreation, and zoos, is preparing for new negotiations in the autumn. Therefore, the union is calling on catering employees to make their voices heard through a survey that aims to provide insight into the wishes and concerns of employees in the sector. “A strong CLA starts with the practical experience of people on the shop floor,” says union representative Annemieke Jacobs. “Without their input, policy remains distant. With their input, we build better agreements for everyone.” Ongoing pressure on the sector The CLA contract catering was concluded at the beginning of 2024 under challenging circumstances. The sector is still struggling with staff shortages, high work pressure, and financial uncertainty. Many employees see their purchasing power barely recover. The urgency for a better CLA is therefore greater than ever, with good employment conditions as a prerequisite for retaining and recruiting staff. Make your voice heard De Horecabond invites all catering employees to contribute their thoughts, both members and non-members. A short and comprehensive survey is available on the website. Employees can give their opinions on topics such as: A salary increase Work pressure and scheduling policy Certainty about working hours and contracts Investments in training and career advancement opportunities Independent research agency Kien ensures a wide distribution of the comprehensive survey within the sector, so that the outcomes are representative. Together towards a fair CLA De Horecabond wants to sit at the CLA table with a strong case, based on what employees themselves find important. The results of the survey form the basis for the approach towards employers. “The CLA must fit the work that is required today and the people who do that work day in and day out,” says Jacobs. “We absolutely need their input for that.”

Under the banner of the Hospitality Pact, industry associations, companies, educational institutions, and trade unions gathered at the Heineken Experience. Central to the meeting was one shared mission: recruiting and retaining staff in the hospitality sector. For without people, there is no hospitality. The Hospitality Pact is a broad collaboration committed to a sustainable and attractive future for the hospitality industry. During the meeting, the importance of a joint approach was emphasised. An inspiring programme with speakers and specialists highlighted both the challenges and opportunities within the sector. Joining forces Erwin van der Graaf, chairman of the Hospitality Pact: “the necessity is clear. Without well-trained and motivated employees, the quality of our industry is at risk. That is why in 2023 we joined forces to build the labour market of tomorrow now. Only in this way can we continue to enjoy everything the sector has to offer. The pact is committed to serious training, career prospects, and opportunities for advancement.” Ecosystems and collaboration Professor Annemieke Roobeek (Nyenrode Business University) emphasised the importance of innovative collaborations: “the industry faces major transitions – from sustainability to digitalisation – and this requires new forms of collaboration. I advocate actively building so-called hospitality ecosystems: networks in which hospitality, art, culture, technology, education, local communities, and NGOs collaborate. An ecosystem does not arise by itself – you have to build, activate, and maintain it.” She pointed out the importance of lateral entry and meaningful work: “Provide space for Your career, appreciation, and surprising career opportunities.” Facts and figures ABN AMRO sector economist Stef Driessen presented Updates figures: “about two-thirds of entrepreneurs are struggling with staff shortages. Many vacancies remain open annually. The outflow to other sectors, retirement, and caregiving play a significant role. Influence over one's working hours proves to be an important employment condition. Additionally, by 2030, the Netherlands will have over two million people aged 65 to 75. Only 17% are still working, while many are willing to continue working part-time. Collaboration with sectors with an opposite seasonal pattern also offers opportunities.” Lifelong learning Jan Lokker, member of the union representative board of Zadkine, emphasised the importance of continuous Your career: “lifelong learning is the future. Educational institutions contribute to this through short, practice-oriented training, good internships, and a mix of online and physical education. This way, we sustainably bind people to the sector.” Preserving craftsmanship Pieter Vissers, hospitality director of Heineken Netherlands: “quality is under pressure. When well-trained staff leave, valuable experience is lost. Hospitality is a craft. That is why Heineken trains about 10,000 hospitality employees annually in tap technique, beer Insights, and hospitality. Because the main reason for a second glass? The quality of the first and the pride with which it is served.” Discover Hospitality Finally, the new platform www.ontdekhospitality.nl was launched: the heart of a national digital campaign to inspire young adults for a career in the hospitality sector. With the call for financial support, the initiators aim to realise follow-up campaigns and reach an even wider audience with the story and strength of hospitality.

Many employees are unaware that employers pay half towards their pension Did you know that your employer pays half of your pension premium? Four out of five employees in the hospitality and catering sectors are unaware of this. This is according to research by Pensioenfonds hospitality & Catering among participants in the sector. 67% of people do not know how much the employer contributes, or think it is less than it actually is. Almost 80% also do not know whether their partner or children would receive benefits if they were to Card away. Pension remains a difficult topic 42% of participants find pensions clear and know what needs to be arranged. However, more than one in three say they are not sure if they will have enough pension to live on in the future. Some people prefer to postpone administration. One in ten even lets their partner or someone else handle their pension arrangements. 41% keep their pension information well-organised so they can find it when needed. Ellen Metaal, director of Pensioenfonds hospitality & Catering, says: “Pension remains a difficult topic for many people. That’s why we provide clear explanations in various ways. Younger people prefer to watch an explanatory video, while older participants prefer to receive information via e-e-mail. We also ask employers to bring more attention to pensions.” Job satisfaction remains high Almost all respondents indicate that they enjoy their work. More than half would like to stay with the same employer. However, employees notice that guests are becoming more critical. Half report that guests leave reviews more often. Most employees see this as an opportunity to improve their work. Read more on the Pensioenfonds hospitality & Catering website.

The hospitality sector faces significant opportunities and challenges. To address these, employer organisations, educational institutions, employee organisations, and other partners have joined forces in the Hospitality Pact. In the 2025 annual plan, we outline how we are working together towards a future-proof and attractive hospitality sector. With a focus on research and innovation, social policy, education policy, and labour market branding, the working groups of the Hospitality Pact are taking concrete steps. Consider updating the labour market monitor, developing sectoral Your career paths, improving collaboration on social policy, and enhancing the visibility of the sector through campaigns such as Discover Hospitality. Want to know more about the plans of the Hospitality Pact for 2025? View the full annual plan and discover how we are building a successful future for the hospitality sector together.

During an informal meeting of the Supervisory Board on the occasion of his retirement as an active member, De Horecabond appointed Dirk Breedveld as an honorary member. Dirk Breedveld was actively involved for eighteen years in a committed and expert manner. His contribution was characterised by his sharp analytical insight, constructive attitude, and genuine involvement. He knew better than anyone what it means to stand up for employees in hospitality. Edwin Vlek, chairman of De Horecabond, said: “The honorary membership is not a farewell gift, but recognition for who Dirk is, what he has done, and what he has meant to our union. We will miss his Insights and experience, his considered input in meetings, and his ability to provide guidance with nuance and calm. His contribution remains of lasting value to the direction and culture of our union." According to Vlek, Dirk is also someone who consistently clarifies what the sector is all about: “He repeatedly showed us that hospitality is not a trick, but an attitude. Dirk is an example in this for many, both within and outside our organisation.”

Organisations and partnerships in the hospitality sector can apply for subsidies via the hospitality Ontwikkel Platform (HOP) for projects starting in 2025 or 2026.  What is the subsidy intended for? The subsidy is intended for projects that contribute to an attractive, strong, and future-proof hospitality sector. For example, setting up a learning pathway or training approach. Or an approach to improve working conditions in the sector.  Who can apply for the subsidy? Subsidy applications can be submitted by: Partnerships of employers and employees Employers' organisations Employees' organisations How does the application process work? All information and necessary documents can be found via the website.  Important deadlines For projects in 2025: apply before 31 May 2025 For projects in 2026: apply before 31 October 2025 What is HOP? The hospitality Ontwikkel Platform (HOP) is an initiative of social partners in hospitality: Koninklijke hospitality Nederland, De Horecabond and CNV.  HOP invests in the Your career of the sector by supporting projects in the areas of training, working conditions, and employment. This way, employers and employees together build a sustainable future for the sector. More information? All information, forms, and conditions can be found at: horecaontwikkelplatform.nl/subsidie-aanvragen.

In the recreation sector, it's all about people. People who work with enthusiasm towards hospitality, growth, and collaboration. Whether it's a training company that offers plenty of room to learn, a practical trainer who guides new colleagues with attention and patience, or an employee who makes a difference on the work floor every day: their dedication deserves recognition. With the Recreation Awards 2025, we put these valuable forces in the spotlight. We show how important they are for the quality and future of the sector. Because without their contribution, recreation would not be what it is. Do you know a training company, practical trainer, or employee who makes a difference? Nominate before 15 September and give appreciation a place: www.recreatieverkiezingen.nl.  

As part of the education pact, the government, education sector, and businesses have made broad agreements about improving internships. The recreation industry is taking a leading role in this and is uniquely implementing these agreements.  Structural agreements in the CLA Recreation  Within the sector, social partners in the CLA Recreation (HISWA RECRON, De Horecabond and CNV) have taken important steps to ensure the quality of internships. A structural internship allowance has been established for students in the Vocational Education Pathway (BOL), and trainee employees in the Vocational Guidance Pathway (BBL) receive appropriate wages.  Professional guidance by recognised training companies  Furthermore, the professional guidance of students and trainee employees is firmly anchored. Only companies with a trained and certified practical trainer can be recognised by SBB as a training company. This ensures a high-quality learning environment.  Internship card clarifies expectations  To provide support to schools, companies, and students, an internship card has been developed. This card provides clear information about mutual expectations and conditions for a successful internship. The internship card is actively distributed among employers and educators and is available for free download via the Social Fund Recreation website.  Investing in future talent  With this approach, the recreation industry focuses on clear agreements from the start of the internship period and regular feedback moments, contributing to a structured and educational trajectory. The ultimate goal: a positive internship experience that increases the likelihood that interns will stay on as part-time employees or progress to permanent positions in the sector. 

We would love to celebrate that with you! For two decades, we have been providing exclusive discounts through Member benefits FNV for you as a member of De Horecabond. For example, on insurance, phone subscriptions, personal care products, and much more.   It’s your birthday, you treat! To celebrate our anniversary, we are organising a special prize draw. Together with our benefit partners Univé, de Jong Intra Vakanties, Koffievoordeel, Inventum, NHA, and Center Parcs, we have put together a fantastic prize Membership. This is your chance to win! How do you participate? Log in at www.ledenvoordeelfnv.nl via the green button ‘Log in’ on the websiteDon’t have an account yet? You can easily create one via the ‘register’ button. After logging in, go to ‘My Account’ in the top right corner Make sure you are signed up under ‘Member benefits FNV newsletter’. Accept the terms and conditions for the prize draw. Click save. Success! You are participating in the prize draw. 📅 Participation is possible until 5 May 2025

In recent weeks, negotiations have taken place regarding a social plan for office staff (mainly managers and support staff). Members of De Horecabond had already agreed to the social plan. Now, members of the other unions (CNV and De Unie) have also definitively approved the social plan. All agreements from the negotiation result will be incorporated into the texts of the social plan. Once this is completed, the involved staff will receive the plan digitally.

It's nearly April 1st and we are receiving many questions about the salary and job structure in the catering CLA. This concerns whether or not to apply the existing salary and job structure from Part B of the catering CLA for employees who fall under Part A.  CLA parties have decided that a new salary and job structure will be introduced. However, the implementation date has not yet been determined. In the worst-case scenario, this new system will only be introduced at the start of the next catering CLA. For completeness, you will find the agreement from the CLA below: Article 23.3 a. CLA parties have agreed that they preferably want to apply the new hospitality salary and job structure for all employees by January 1, 2025. This also applies to employees who fall under Part A of the CLA (see protocol provision A). If this is not achieved by January 1, 2025, and there is no prospect of implementing the new salary and job structure by April 1, 2025, then sub b of this clause will come into effect. b. From April 1, 2025, the employee will be classified in the existing salary and job structure as included in Part B of this CLA. It is guaranteed that the employee will not be financially disadvantaged.

On 1 April 2025, the Hospitality Your career Platform (HOP) will launch. This platform is an initiative by social partners CNV, De Horecabond and Koninklijke hospitality Nederland (KHN). The platform has been established to strengthen the hospitality sector, with projects that ensure better collaboration in the workplace, quality training, and a positive image of the hospitality industry. What does this mean for you as a hospitality employee? From 1 April 2025, a levy will be introduced to finance HOP. This levy amounts to 0.2% of the gross salary, equally divided between employer and employee. This means that 0.1% of your gross salary will be deducted as a contribution to HOP. What do you need to know about this levy? Start date of levy collectionThe levy collection starts on 1 April 2025. From that date, the levy will be processed in the payroll administration and will be visible on your payslip. ObligationThe levy is mandatory for all employees and employers in the hospitality sector. What are the benefits of HOP for you as an employee? HOP offers various benefits that contribute to your professional growth and job satisfaction in the hospitality industry: Training and Your careerThere will be more opportunities for training and education, allowing you to continue developing in your profession. Better working conditionsHOP aims for improved working conditions, contributing to a more pleasant working environment. Stronger position in the job marketWith a focus on expertise and Your career, you will have a stronger position in the job market. More career opportunitiesWith the additional focus on training and Your career, more advancement opportunities will arise within the hospitality sector. More information about HOP HOP is in the start-up phase, and the start of the levy collection is an important first step to develop offerings. In the course of 2025, the first initiatives will be available on the website. These will be expanded over time. Stay informed via www.horecaontwikkelplatform.nl. With the HOP news update, we will inform you when there is important information. With HOP, we are investing together in a strong and future-proof hospitality sector. Do you have questions about HOP? Please contact us.

More than 130 mentors in the hospitality and hospitality sector attended the Day of the Mentor on Thursday, 13 March. The event was organised by ROC Midden Nederland, De Horecabond and SVH. The theme of the networking and inspiration event, which took place at the hospitality & Tourism in Nieuwegein, was ‘different generations in the workplace’. How do Gen Zs contribute, how do you motivate a Millennial, and why do Gen Xs remain valuable? As a mentor, you are essentially also an educator. A safe and quality relationship is the foundation – only then is a student open to genuine Insights transfer,” said Steven Pont, developmental psychologist. In addition to this inspiring lecture, there were workshops on various topics, such as sustainable purchasing and the Japanese cuisine. The day concluded with a drink and ample opportunity to exchange ideas with the other participants. Every day a little better “The workshop on sustainable purchasing showed how you can work more consciously with which products. And we also tasted delicious sustainable dishes – it was truly a feast! In the second workshop, on Japanese cuisine, I found it fascinating to learn more about the philosophy behind the dishes. We got hands-on with making nigiri sushi, which was a really enjoyable experience. What do I take away? The Japanese approach to perfection: making your dish just a little better every day," said one of the participants. Training for the future “The fact that we managed to reach over 130 mentors shows that there is interest and a need to keep mentorship continuously up to date. Tasks change, become more complex; well-being has gained a more prominent place. If you want to continue providing the right guidance to starting colleagues and students who are still learning, it is important to know what is happening. With these meetings, we offer the opportunity to catch up and exchange experiences,” said Ricardo Eshuis, director of SVH. “That’s why we organise these events with partners like De Horecabond, where we work closely with educators in the region.”

As of 1 July 2025, there is a vacancy on behalf of the participants in the accountability body of the Pension Fund for Hospitality and Catering. This body includes representatives from the industry: employers, participants (= employees), former participants, and pensioners. The accountability body of the Pension Fund for Hospitality & Catering assesses whether the board implements the policy in a proper and responsible manner. It wants to know from the board why certain policy decisions have been made and whether these are in the interest of all parties involved: employees, pensioners, and employers. The board must justify its actions to ensure trust in the decisions made. The members of the accountability body play an important role within the pension fund and work together as a team. They have the Insights, experience, and skills needed to advise the board, assess the policy and general affairs, and understand advice from external experts. Additionally, the accountability body issues an annual opinion on the policy and accountability of the board. Within the accountability body, we aim for good representation and are now preferably looking for someone from the hospitality sector. Are you working in hospitality and have an affinity with pensions? Stand for election! The accountability body meets on average five times a year and also convenes with the board and the supervisory board. You will receive appropriate compensation and there is ample opportunity for training. Is this something for you or do you perhaps have some questions? Then contact Edwin Vlek, chairman of De Horecabond. View the profile sketch here. 

On Thursday, 1 May, we stand up for what truly matters: solidarity. This is more important now than ever. Shareholders are still getting richer. Groceries are still becoming more expensive. And inequality is still increasing. With the Updates world leaders, uncertainty will only grow, and prices will continue to rise. That’s why now is the time to make our voices heard: for a fair distribution of wealth, for good healthcare and education, and for a just society.  On 1 May, union FNV is organising a free demonstration in Amsterdam. Three reasons why you’ll want to be there: Fighting together: Many people are still struggling to make ends meet. We fight for a strong public sector – healthcare, education, and public transport we can rely on – without cuts that leave us out in the cold. Winning together: Over the past year, we have achieved much to be proud of. From significant pay rises to agreements that make it possible to retire early from heavy work. It’s time to celebrate those successes together. Together is more fun: Meet people who are fighting the same fight, be inspired by stories from other sectors, and enjoy a day full of music, food, and camaraderie. And are your colleagues, friends, and family not yet members of the FNV? Bring them along so they can get to know the strongest union! Travelling together is also more fun. This year, we are again offering free bus transport. Sign up to take advantage of the free bus transport. Are you signing up straight away? Then we’ll keep you updated on the programme!

Join the conversation about the future of your sector and the union! We will discuss the Annual Report and elect new members for the Supervisory Board. Additionally, you can attend inspiring workshops, such as a themed tour of the park. You will also have the opportunity to meet other De Horecabond members and network with colleagues from your sector! You are warmly invited to our annual Members’ Meeting on Monday, 26 May 2025 at Ouwehands Zoo in Rhenen.

In this first edition of 2025, we visited Hof van Saksen. This company was voted the best training company in recreation in December. What makes this company so appealing for students and why does the management of the holiday resort place so much importance on training? Chefs Jeroen Oosterveer (Ron Gastrobar) and Mitchell Hendriks (Breakers) have both been voted Best Mentor in Hospitality. A discussion about the challenges of the profession and mentorship, their approach, and the significance of this competition. Timo Schröduer (24), entertainer, also provides insight into his household budget. Additionally, you will find all the information about overtime and some great member benefits. Download the digital magazine.  

As a member of De Horecabond, you benefit from various exclusive advantages through Member benefits FNV. For example, you receive discounts on energy, insurance, outings, courses, subscriptions, and products. Member benefits FNV would like to ask you some questions about this. They are particularly interested in whether you are familiar with the programme and its benefits and what you think of them. Your opinion is important and helps to further improve the programme. We would greatly appreciate it if you could complete this questionnaire. Filling out the questionnaire will take approximately 10 to 15 minutes. Go to the questionnaire. Thank you in advance for your cooperation!  

Recently, we have received many questions about the CLA catering. These concern both Part A and Part B. Therefore, we have created a handy explanation so you can quickly find the right information. Handy overview of the CLA catering On our website, you can now find an updated version of what used to be the ABC logbook, namely the CLA catering in plain language. Here, the most important information from the CLA catering is clearly explained. This way, you don't have to go through the entire CLA, but can immediately find the answers you are looking for.

Who will be the chair of the FNV for the next four years? The members will decide by voting from 19 February onwards. Do you want to get a better understanding of the candidates and their positions before casting your vote? Then follow the online chair debate. The candidates Who are the candidates? This will be announced on Friday, 7 February (end of the day). You will also find a link to the candidates and their profiles on these pages. Do you want to get to know the candidates, their beliefs, and their positions better first? The chair debate will take place online on Tuesday, 18 February from 20:00 to 21:00. Debate leader Karim Amghar, known as a writer, presenter, and programme maker, will introduce the candidates to you and engage in conversation with them. Do you have a question for the candidates? Ask them during the debate in the chat, and Karim will present some of them to the candidates.  Register for the debate.

See all the latest information about the competition Beste Leerbedrijf hospitality.

In the CLA hospitality 2024, it was agreed that CLA parties would evaluate, update, and simplify the pay and job structure. The aim is to introduce a new pay and job structure by 1 January 2025. Existing reference jobs have now been updated and new roles have been added.Reference jobs help your employer to describe a company role and assign you correctly. A correct assignment is important. Because if you know which reference job you are in, you can check what you should be earning at a minimum based on the CLA.The new reference jobs can be found in the updated Reference Handbook Hospitality. A new website has been developed where you can find the handbook: referentiefunctieshoreca.nl. Not sure which reference job best matches your tasks and duties? The search function and a handy step-by-step guide on the website will assist you with this.  What does the introduction of a new job structure mean for me? The new reference jobs have remained almost the same in terms of classification. Should anything change for you, we have made an agreement in the new CLA hospitality 2025/2026 that if you are classified in a lower job grade, you will retain your classification in your original (higher) job grade. At least as long as you have the same role or until the end date of your employment contract. Your salary and prospects will therefore remain the same.

From 1 January 2025, pensions will be increased at Pensioenfonds Recreatie. Do you build your pension here, have you previously built up a pension there, or are you already receiving a pension? Then your pension will increase by 0.86%. How the pension increase works Each year they assess whether they can increase the pensions. To determine if they can increase the pensions, they always look at two things: The rise or fall in prices of items such as gas, electricity, and daily groceries (inflation). For this, we look at the derived Consumer Price Index (CPI) from the Central Bureau of Statistics (CBS) over the period from 1 October to 1 October of the previous year. The CBS publishes this index. Our policy funding ratio on 30 September. This indicates whether we have enough money in reserve to (partially) increase the pensions. Prices increased To determine if prices have increased, they looked at the derived Consumer Price Index (CPI) over the period from 1 October 2023 to 1 October 2024. Prices increased by 2.54% during that period. Why an increase of 0.86%? To determine if they have enough money in reserve to increase the pensions, they look at the policy funding ratio on 30 September 2024. The policy funding ratio on that date was 118.8%. To increase the pensions by 2.54%, the policy funding ratio on 30 September 2024 would have needed to be at least 141.0%. Unfortunately, the policy funding ratio of 118.8% is not high enough to allow pensions to rise as much as prices (2.54%). They can partially increase the pensions from 1 January 2025: by 0.86%. Pensioenfonds Recreatie understands that you may have hoped for more. Because in recent years they have not been able to increase the pensions. They find this very unfortunate. They are pleased that the pensions can now be increased, even if it is less than the price increase of 2.54%. And after the transition to the new pension rules, they hope that pensions can be increased more frequently. Want to know more about the financial status of the Pension Fund Do you want to know more about their financial status? Then view the Your career of the financial situation and the policy funding ratio over the past few months.

On Wednesday, 11 December, during the Day of Recreation at Circuit Zandvoort, the winners of the recreation elections were announced in a festive manner. Talents: Timo Loozen (Landal Hoog Vaals), Anna Westerling (Camping De Kleine Wolf) and Sanne Gruntjes (De Schatberg) Practical Trainer: Eefke Verkoelen (Vakantiepark De Leistert) Best Learning Company: Hof van Saksen For the Talent Recreation category, the expert jury decided to declare all three nominees as Talent of the Year this year. Each talent has unique qualities and has made their own contribution to the recreation sector. The expert jury wants to emphasise for all categories that learning and Your career are always central. It’s not about who is the best, but about the growth you experience and the associated creativity and passion. Making mistakes is part of it, as it gives you the chance to grow and fully utilise your talent. The talents and the practical trainer win a dinner voucher worth €150 and, of course, the prestigious title. The best learning company receives, in addition to the title, €500 for a company outing.   Kind words about the three talents from the expert jury:  “Anna is enthusiastic and an inspiration to her colleagues. She doesn’t shy away from challenges, is proactive and anticipates guests’ needs.  According to his colleagues, Timo is hospitable, stress-resistant, communicative, creative and a true multi-tasker with Insights of the entire park. He is always focused on innovation and improvement of work processes.  Sanne has quickly progressed from intern to first employee at Reception. She is eager to learn, listens to guests and her colleagues.” The jury on the winning practical trainer:  “Eefke has been a practical trainer at De Leistert for five years. In the training plan, she pays attention to the onboarding of students. She encourages students to take on new challenges and looks at the students’ qualities: where can they develop themselves?” The expert jury on the best learning company:  “Hof van Saksen is a broad training company with a developed culture and training programme (GAST). Additionally, they offer an innovative education concept: the school comes to the company to train students and employees. Various facilities are arranged to make participation in training and education accessible for employees and students, for example through their own Academy. They also offer internal Your career and career opportunities, and train for companies in the region. With no less than 35 practical trainers, they train 52 students!” Expert Jury  The elections are judged by an expert jury, consisting of Johan Bijlsma (De Horecabond), Aafke Snip (S-BB), Herbert van Oord (HISWA-RECRON), Arno Goedhart (Summa College) and the winning learning company 2023/2024: Thermae 2000. About the elections  De Horecabond organises the elections on behalf of the Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV. With these elections, ambitious practical trainers, entrepreneurs and recreation employees from across the country can showcase their talent. This demonstrates that they are an example of good practical training in the sector and puts the company in the spotlight for (future) employees. One can qualify for the election by being nominated or by nominating oneself.  View the photos of the winners Recreation Talents: Timo Loozen was unfortunately not present at the award ceremony, Anna Westerling (Camping De Kleine Wolf) and Sanne Gruntjes (De Schatberg)Practical Trainer: Eefke Verkoelen (Vakantiepark De Leistert)Best Learning Company Recreation: Hof van Saksen

Each year, the board reviews whether pensions will be increased. We would like the pension to rise with the prices. As of 1 January 2025, pensions will increase by 1.98%. What does the increase mean for you? The pension increase applies to everyone who builds up a pension with the Pensioenfonds hospitality & Catering. Even if you are already retired, your gross benefit will increase accordingly. How do we determine if an increase is possible? Increasing pensions is subject to rules from the pension regulations. To be able to increase pensions as of 1 January 2025, we look at the price Your career calculated by the CBS between September 2023 and September 2024 (CPI derived) and the level of the funding ratio. Prices rose by 2.5% during this period, and the funding ratio was 135%. Therefore, the board has decided to increase pensions as of 1 January 2025. Price increases and your pension Money becomes slightly less valuable each year due to price increases. As a result, in ten years, you can buy less with one hundred euros than you can now. This also makes accrued pensions and pension benefits less valuable. To keep the value of your pension as high as possible, we annually determine whether we can increase pensions based on agreements set out in the pension regulations. This is also known as ‘granting an allowance’ or ‘indexation’. View all information about your pension on our website.

Regarding the previously reached final result for a new Zoo CLA, zoo employees have been able to cast their votes in recent weeks. We have also discussed this with employees during meetings in various zoos.  The outcome of the vote: 53% of all votes are in favour of concluding a new CLA 63% of the voting members are in favour of concluding a new CLA We have discussed this outcome and the reactions from the various meetings with the zoo CLA committee. Although there is a majority in favour, the reactions show that many employees are not satisfied. During meetings in the zoos, we noticed that the outcome is perceived as meagre. The result of the vote confirms this impression.  In the zoo CLA committee, opinions are also divided, but there is a majority that can agree to conclude a new Zoo CLA 2024-2025. This means that there is an agreement for a new Zoo CLA.  What will happen now? The zoo CLA committee has instructed De Horecabond to work with the employees in the involved zoos to investigate if and what additional agreements can be made on this new CLA. Your input remains important! Main points of the new CLA Duration: from 1 January 2025 to 31 December 2026 (2 years) Salary Your careerJob grade I+II- The basic and final salary of this job grade follows the Your career of the WML. This also applies to the actual salaries of employees in this job grade. Specifically, this means that the actual salaries will increase by 2.75% as of 1 January 2025.- On 1 July 2025, 1 January 2026, and 1 July 2026, the WML will increase again. At that time, the actual salaries of employees in this job grade will also increase.Job grades III-XI- As of 1 January 2025, the basic, final salaries and actual salaries of these job grades will be increased as shown in the table.- As of 1 July 2025, the basic, final salaries and actual salaries of these job grades will be increased by 1.0%.- As of 1 January 2026, the basic, final salaries and actual salaries of these job grades will be increased by 2.5%. What next? We continue to strive for better working conditions. We do this by continuing the dialogue with you and your colleagues. Together we stand stronger to represent your interests. Do you have questions or ideas? Let us know!

In this final edition of the year, we visit SMAAK Bedrijfscatering in Ommel. They were previously named ‘Most Fun Team 2023’. How do you forge such a team? Additionally, Mark de Koning, sous chef, shares everything about his household budget. You can read this and more in the latest hospitality Info. Download the digital magazine.

On Thursday, 28 November 2024, the Stichting Vakbekwaamheid hospitality (SVH), on behalf of the Best Hospitality Training Company committee, announced which training companies are in the Top 3 of the competition and which mentors are considered finalists. The training companies competing for the title of Best Hospitality Training Company 2024/2025 are, in alphabetical order: Grand Hotel Huis ter Duin, Noordwijk NH Noordwijk Conference Centre Leeuwenhorst, Noordwijkerhout Ron Gastrobar, Amsterdam This year, the competition committee, consisting of representatives from SVH, SBB, KHN, De Horecabond, the MBO Raad, and previous winners De Werf and restaurant Het Noorden van Aalten, had the important task of determining which training companies and mentors would reach the final at Horecava 2025. The Top 10 best training companies were visited by the expert jury in recent weeks. Over two hours, the training company was thoroughly examined regarding the culture and structure of learning and working. The expert jury literally got an extensive look into the kitchen. Of course, the training plan and vision on training were scrutinised. The results of the company visits were presented by the expert jury to the competition committee, after which the Top 3 was determined based on an objective score list. The Top 3 Grand Hotel Huis ter Duin, NH Noordwijk Conference Centre Leeuwenhorst, and Ron Gastrobar distinguished themselves as the best training companies. During the jury visits, the companies stood out for their structured and clear training vision, with an individual approach for each student. The assignments during the nomination round were also best executed by these companies. Ricardo Eshuis, director of SVH and chairman of the competition committee: "It is a competition for a reason. And in a competition, details often make the difference. This edition of Best Hospitality Training Company truly applies to that. No less than four companies received the maximum score from the expert jury. A unique occurrence in this wonderful competition. If we had wanted, we could have also compiled a Top 6 of top training companies that blend working and learning so well. These companies are also all great employers. And that is what we see more and more: good employers invest in people and thus also in learning. The training companies in the Top 3 excel in good cooperation with schools, participation in various industry activities, and have a lot of attention for the student as an individual. What stood out this year was the attention to the well-being of employees and thus also the students. There are projects to map and combat loneliness, but also projects focused on financial health. At some companies, there is even a specific employee employed to monitor this well-being, and courses and training are offered for body and mind. Through this approach, these training companies make working in hospitality more attractive and prepare a new generation that is extremely enthusiastic about the profession." Best Hospitality Mentor The role of the mentor is also highlighted again this year: they have a chance to win the title of Best Hospitality Mentor 2024/2025. The best mentor was identified during the expert jury visits to the Top 10 training companies. This award is intended for the mentor who stands out with their own qualities. The mentors who have a chance to win the title are, in alphabetical order: Jeroen Oosterveen, Ron Gastrobar, Amsterdam Mitchell Hendriks, Grand Hotel Huis ter Duin, Noordwijk Final The training companies in the Top 3 will be visited and evaluated by the full competition committee on 10 December. After that, there will be an anxious wait for the results. The winning training company and the winning mentor will be announced during the final at Horecava 2025. Why this competition "The competition exists to continue working with training companies on the very best practical training for new hospitality employees and to encourage training companies to keep improving themselves. Good mentors and training companies are invaluable in training a new generation. That is why SVH organises this competition on behalf of the industry. The competition contributes to improving the quality of training in hospitality and provides insight into the most important developments within training companies. This is beneficial for individual training companies and the sector as a whole. In the fight for the title, aspects such as: does a training company devote sufficient time and attention to students and offer a safe learning environment, with a good balance between work and learning?" according to Eshuis. More than 80 participants The Best Hospitality Training Company competition is held annually and started in early September with the nomination and assignment round. Mentors, students, pupils, teachers, and staff from hospitality could nominate their favourite training companies for the coveted title during this round. Nominated training companies then completed assignments to show why they deserve the title. This year, around 80 training companies were nominated for this competition.  Previous winners of Best Hospitality Training Company 2023/2024: Het Noorden van Aalten in Aalten 2022/2023: De Werf in Veere 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 in Deurne 2008: Restaurant Smits Koffiehuis in Amsterdam 2007: Landgoed De Wilmersberg in De Lutte Previous winners of Best Hospitality Mentor 2023/2024: Christiaan Veldman from Grand Hotel De Draak in Bergen op Zoom 2022/2023: Mark Benneker from 't Kruisselt in De Lutte 2019/2020: Nita Huning-Koster from Het Noorden van Aalten

Are you also coming to the National Mentor Day on Thursday, 13 March 2025 in Nieuwegein? For all mentors in the hospitality and hospitality industry. A free event where the mentor takes centre stage! Thursday, 13 March 20259:30 - 17:00hospitality & Toerisme College, Nieuwegein >> Register now Programme 09:30 Reception 10:00 Opening & welcomeSuzanne Staal from ROC Midden NederlandRicardo Eshuis from SVHEdwin Vlek from De Horecabond 10.10 Collaborating between generations X, Y & ZSteven PontDevelopmental psychologist and parenting coach 11.00 Break 11.15 Introduction to Japanese cuisineArjan SiemerinkChef 12:00 Lunch break 13:00 Workshop round 1 14:30 Workshop round 2 16:00 Closing with drinks and CuliQuiz 17.00 End Workshops Barista by De Koffieschool Champagne by Jeroen Bos and Thijs Sicking   Sustainable purchasing by Sligro Advanced Japanese cuisine by Arjan Siemerink Mentor+ Hospitality CLA: know your rights and obligations by De Horecabond Why participate Understand and embrace generational differences Enrich your Insights in hospitality, coffee, champagne and more Network with various players in the industry and your fellow mentors Discover what drives Generation Z Perfect opportunity for Mentor+ continuing education activity For whom All mentors and training companies in the hospitality and hospitality industry are welcome. Those currently training to become a Mentor or interested in doing so are also warmly invited. Where ROC Midden Nederland, hospitality & Toerisme CollegeAddress: Newtonbaan 12 3439 NK Nieuwegein >> Register now

See the Updates information about our Members’ Meeting. 

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FNV Horecabond becomes De Horecabond. A powerful name for all employees in the hospitality industry. The world of our sectors—hospitality, recreation, and catering—is constantly evolving. Whether it's the introduction of a new cocktail, more vegetarian options on the menu, healthier choices in catering, or a more luxurious stay in recreation, guests' preferences continue to change. Meanwhile, the boundaries within the hospitality industry are increasingly blurring. Entrepreneurs are responding to this, which often impacts the work of employees.   That's why we want to focus even more than before on the profession and the people in all our sectors. We are adapting to the changing world, but with a clear goal in mind: to stand up for the interests and rights of all employees in the hospitality industry. To be even stronger, we are moving forward under one name and one brand: De Horecabond.  Edwin Vlek, chairman of De Horecabond: “This name change is not just a change; it is a necessary step to stand stronger for the rights and interests of all our members and employees in the sectors. Especially in a time when sectors are blurring and challenges such as income security are Updates. The commitment to sustainable employment conditions continues unabated, so that working in hospitality remains rewarding and employees can build a sustainable future.” Of course, there are and will remain differences between the sectors. But from one new strong name, we make a united stand for the interests of all our members. With all our members. 

With a substantial majority of 83%, hospitality employees have approved the new CLA for the hospitality sector. Both members and non-members of FNV hospitality voted positively on the agreements made by trade unions and the employers' organisation Koninklijke hospitality Nederland. The CLA offers substantial improvements in salary Your career, reform of the salary structure, introduction of loyalty leave, and an improved work-life balance. With this approval, the CLA will officially come into effect on 1 January 2025 with a duration of 24 months. A more attractive profession for the future Marlotte Ferouge, union representative FNV hospitality, is very pleased with the achieved result: “With these agreements, we are making a significant step forward in the employment conditions within hospitality. An important point during the negotiations was that experience continues to pay. By balancing the salary structure and lowering the professional maturity age to 20 years, we make the profession more attractive for all ages. The improved work-life balance and the addition of loyalty leave also contribute to a future-proof sector. Together we ensure that hospitality remains a profession you want to work in.” Highlights of the new CLA salary increases:- As of 1 January 2025: 2.5% for everyone- As of 1 July 2025: 1% for all within scales- As of 1 January 2026: 2.5% for everyone Adjustment of salary structure: The salary structure will be redesigned to make it more attractive for experienced workers. Professional maturity age lowered: From 1 January 2025, a 20-year-old employee will earn 100% of the professional salary. Work-life balance: Improved agreements for a healthy balance between work and private life. Loyalty leave: Employees who have worked for the same employer for 10 years or more accumulate extra leave hours. Expense allowance for union leave: Agreements on allowances for union leave are included.Note: the salary increases for job grades 1 and 2 follow the increases of the statutory minimum salary.

We are receiving many questions about the negotiation outcome in the hospitality sector for a new CLA 2025/2026. Therefore, we have compiled the most frequently asked questions (and answers) for you below.  Do you want to know more or have questions? Contact us.  What is the duration of the CLA?The CLA runs from 1 January 2025 to 31 December 2026 (24 months). What salary increases am I entitled to?If you have been employed for 12 months or longer at the time of the collective salary increase, you are entitled to the following salary increases:- As of 1 January 2025, everyone is entitled to a salary increase of 2.5%. So even if you are above scale*, you are entitled to this increase.- As of 1 July 2025, all within-scale** employees are entitled to a salary increase of 1%.- As of 1 January 2026, everyone is entitled to a salary increase of 2.5%. So even if you are above scale, you are entitled to this increase.It is important to note that you should never earn less than the applicable new basic salary of the job grade you are classified in.Note: the above agreements do not apply to job grades 1 and 2. These job grades will be merged and will follow the increases of the statutory minimum salary. This means that as of 1 January 2025, salaries in these job grades (also for above scale*) will be increased by 2.75%. The increases as of 1 July 2025, 1 January 2026, and 1 July 2026 are not yet known.*Above scale means that on 31 December 2024 or 31 December 2025, you earn more than the final salary of your job grade.**Within scale means that on 30 June 2025, you have a salary equal to or higher than the basic salary but not more than the final salary of your job grade. Can my employer offset a previously given or promised salary increase?If your employer gave an extra structural salary increase outside the CLA in 2024, they can offset this with the CLA salary increase(s) in 2025. This also applies to agreements your employer has already made with you for a salary increase in 2025. This salary increase may be offset against the percentage of the CLA salary increase as of 1 January 2025 and 1 July 2025.If your employer has already made an agreement with you for a salary increase in 2026, this salary increase may be offset against the percentage of the CLA salary increase as of 1 January 2026.Note: an offset should never result in a negative offset. The negotiation outcome states that the salary structure will be balanced so that experience continues to pay off. What does this mean?Due to the increases in the statutory minimum salary recently, the Updates salary structure in the hospitality sector is partially (job grades 1 to 4) underwater. We do not want this, as it means experience is no longer rewarded. Therefore, it is necessary to implement some adjustments. The following adjustments will be implemented once as of 1 January 2025:- Job grades 1 and 2 will be merged. Compared to the Updates final salaries of job grades 1 and 2, these will be further increased by 6.9% (job grade 1) and 6% (job grade 2), so that employees in these groups have future prospects again.- The basic salaries in job grades 3 to 5 will be further increased by 5.3% (job grade 3), 5.6% (job grade 4), and 5.3% (job grade 5), so that the salary structure is balanced again and higher positions receive higher rewards.Note: if you fall under b, you are not also entitled to the regular salary increase that applies as of 1 January 2025. The agreed salary increases are lower than the FNV salary demand of 7% for 2025. They are also lower than your commitment. How is that possible?It is true that the FNV salary demand has not been achieved. As an independent union, we follow the FNV line, but if our members believe we should deviate, we do so. The FNV salary demand is based on maintaining and improving purchasing power based on profitability. Unfortunately, profitability, and therefore margins in our sector, are under pressure.In the CLA hospitality 2024, we agreed on salary increases of 8 to 12%. Thanks to the new CLA, an average of 6% will be added. Additionally, a CLA is not only about salary but also about other themes. We have made new and better agreements on work-life balance and loyalty leave. A negotiation is ultimately about give and take. What salary increase applies to employers with their own salary structure?Employers who apply a salary table that deviates from the CLA must increase an employee's actual salary* with the salary increase percentages with which the job grades rise. In this case, given or promised salary increases may also be offset, see the question ‘Can my employer offset a previously given or promised salary increase?’.*The actual salary is the actual amount you receive for your work, excluding any allowances, bonuses, or other extras. I read that the periodic system will no longer be binding, what does this mean in practice? Will I no longer be entitled to a periodic increase?The periodic steps in the salary table will no longer be decisive, only indicative. Your actual salary* may therefore deviate from a periodic amount. This gives employers more room to apply their own reward policy.Note: the CLA hospitality is a minimum CLA. Your salary must never be lower than the new basic salary of the job grade you are classified in.Under the Updates CLA, you are entitled to a periodic increase of 2% if you have been employed for at least a full calendar year as a skilled worker** in the same position with the same employer by 1 January. This agreement remains in place. However, the new CLA clarifies that this is a performance-based reward based on assessment. If you meet the conditions for a performance increase as of 1 January 2025, you will receive an additional 2% salary increase in addition to your regular salary increase. Your employer may deviate from this arrangement with the consent of the works council (OR) or PVT in your company.*The actual salary is the actual amount you receive for your work, excluding any allowances, bonuses, or other extras.** A skilled worker is an employee aged 18 or older who is skilled. This means you meet at least one of the following conditions:- You have completed at least 1976 hours of experience in the same position on or after your 18th birthday;- You have a recognised vocational diploma;- You are classified in job grade 5 or higher. As of 1 January 2025, a new job classification system will be introduced. What does this mean for me?If your job classification is changed due to updated or new reference functions as of 1 January 2025, this will not have negative consequences for you in terms of classification. This means: if classified in a lower job grade, you will retain the classification in the previous (higher) job grade. This agreement will be secured in the new CLA.As an employee, you will have the opportunity to object to the description and/or evaluation of your function. As of 1 January 2025, a Job Classification Appeals Committee Hospitality (BFH) will be established. Under the CLA hospitality 2024, you could only turn to your supervisor or employer in such a case. Soon you will be able to approach an external committee. What agreements have been made about promotion?The CLA hospitality 2024 did not contain agreements about promotion, leading to ambiguities. Therefore, we have made an agreement about this in the new CLA.When you are promoted to a higher position, you will be classified in the new job grade associated with the business function where you are classified by your employer based on art. 4.1. Your actual salary* will be increased by at least 1%. You will receive this increase from the next salary payment after your promotion. You must never earn less than the basic salary of the new job grade you are classified in.*The actual salary is the actual amount you receive for your work, excluding any allowances, bonuses, or other extras. What does the reduction in the skilled worker age to 20 years mean?A 20-year-old skilled worker* earns 100% of the skilled worker** salary as of 1 January 2025. Under the CLA hospitality 2024, this is only from the age of 21. Furthermore, the scales for 18- and 19-year-olds will be increased by 10%:20 years: 100%19 years: 90%18 years: 80%The percentage for your age applies from the day you have your birthday.* A skilled worker is an employee aged 18 or older who is skilled. This means you meet at least one of the following conditions:- You have completed at least 1976 hours of experience in the same position on or after your 18th birthday;- You have a recognised vocational diploma;- You are classified in job grade 5 or higher.** Under the CLA hospitality 2024, as a skilled worker, you are entitled to the skilled worker salary if you are 21 years or older. Skilled worker salary means you are entitled to 100% of the basic salary associated with the business function where you are classified by your employer. If you are a skilled worker and are between 18 and 21 years old, you earn a derived percentage of the basic salary. What agreements have been made about internship compensation? |You will receive a minimum internship compensation of €400 gross per month for a full-time internship week (5 days per week). If you do fewer days per week, you will receive a pro-rata amount:One-day internship week: €80Two-day internship week: €160Three-day internship week: €240Four-day internship week: €320Five-day internship week: €400Note: this only applies if the internship is carried out as part of an HBO or MBO course (vocational training pathway). What agreements have been made about the work-life balance?Additional hoursYour employer cannot require you to perform more than 10% additional work within the reference period*. If the number of additional hours exceeds this, you may refuse a request for additional work. For employment contracts with a scope of less than 1040 hours per reference period, a different maximum of 104 hours of additional work applies. If the total number of additional hours exceeds this, you may refuse a request for additional work.Under the CLA hospitality 2024, there is no restriction on the number of additional hours, but there is a 10% norm for full-timers. By including this provision in the new CLA, the limitation of additional work for part-timers and full-timers will soon be the same.*A reference period is a period of twelve consecutive months and runs parallel to the holiday year (1 June to 31 May) or a calendar year (1 January to 31 December). The employer may also choose to use another period of twelve months as a reference period. This choice must then be stated in every employment contract and applies to all employees in the company.Taking time for timeIf you work overtime or additional hours, you do so at the request of your employer. These hours are initially compensated in time for time.In the new CLA, it is agreed that you may indicate to your employer when you want to take these time for time hours. You must make this request in time, namely before the roster is made, but at least 3 weeks in advance. Your employer can reject the request with justification if the business operations oppose it, as may be the case with seasonal businesses.Holiday accrual on overtime hoursFor overtime hours that you are compensated for in money, you will accrue holiday hours under the new CLA. This does not apply if you take these hours as 'time for time'. What is loyalty leave?If you work for the same employer (or their legal successor) for 10 years or longer consecutively, you are entitled to extra statutory holiday hours. The number of hours you receive depends on the length of your employment.Uninterrupted years of service            Extra holiday hours per calendar year≥ 10 years < 15 years                        7.6 hours (1 day)≥ 15 years < 20 years                        11.4 hours (1.5 days)≥ 20 years < 25 years                        15.2 hours (2 days)≥ 25 years+                                     19 hours (2.5 days) Do you work part-time? Then the extra holiday hours are calculated pro-rata. You receive the extra holiday hours on the date you have been employed by your employer for 10 years or longer, in proportion to the remaining holiday year (or calendar year). You then accrue these hours per holiday year (or calendar year). The hours expire 5 years after the last day of the calendar year in which you received these hours. What has been agreed about union leave?Are you active for De Horecabond? Then you make arrangements with your employer about attending national meetings and training and Your career courses. If you need to take unpaid leave days, time-for-time hours, or leave hours for this, you are eligible for an expense allowance. We pay this allowance and then reclaim these costs from the hospitality Your career Platform (social fund).The CLA hospitality 2024 does not include an agreement about union leave. The negotiation outcome includes agreements on promoting employee participation. What does this mean in practice?  Employee participation is important for good labour relations and good business operations. The new CLA therefore includes agreements on when your employer must establish a works council (OR) or employee representation (PVT). It also explains what your employer must do if there is no OR or PVT.By adopting this provision from the works councils Act (WOR), employers and employees are made aware of what is stated in this law. The CLA is more familiar to many than the WOR. Additionally, it is easier to monitor compliance with the CLA.CLA parties have also agreed to discuss this topic during the term of the new CLA. It is important to explore how we can bring attention to employee participation.

Today, trade unions FNV Horecabond and CNV, along with the employers' organisation Koninklijke hospitality Nederland (KHN), announced that they have reached a negotiation result regarding a new hospitality CLA starting from 1 January 2025. The social partners have made agreements for a new hospitality CLA for a duration of 24 months. The agreements cover topics such as salary Your career, reform of the job and salary structure, the introduction of loyalty leave, and improving the work-life balance. salary Your career The industry is facing significant cost increases and margins are under pressure. At the same time, employers value their employees and want the sector to remain attractive in this tight labour market. With the new CLA, a balance has been found in these interests, and further Your career of an attractive basic employment conditions Membership for employees is underway. Employees are entitled to appropriate salary increases, considering the ongoing high inflation and the ever-increasing statutory minimum salary. From job grade III, under certain conditions, there will be an increase of 2.5% from 1 January 2025, 1% from 1 July 2025, and 2.5% from 1 January 2026. At the same time, employers have more opportunities to implement their own remuneration policy. salary increases granted outside the CLA can also be offset. Loyalty and work-life balance The social partners appreciate employees who are loyal to the company, which is why loyalty leave is being introduced for employees who have been in service for 10 years or more. Furthermore, the social partners want to promote employee participation in the hospitality business. During the term of the new CLA, the social partners will further develop this. To give employees more control over their work-life balance, they will have the option to indicate when they want to take overtime and additional hours worked. Part-timers, like full-timers, can also limit overtime and additional hours beyond a certain level. Marijke Vuik, chairperson of KHN: “The agreements made provide employers with more room to determine their own remuneration policy, and that is a positive step. However, we see that margins are under pressure and employers are facing cost increases, which they cannot always Card on to the guest. At the same time, clear agreements remain crucial. They provide clarity for entrepreneurs and help us as a sector to remain attractive to new employees, which benefits us all.” Edwin Vlek, chairperson of FNV Horecabond: “It is crucial that we continue to pay close attention to the wishes and needs of employees in challenging times. An important point during these negotiations was that experience continues to pay off. By balancing the salary structure and lowering the professional adult age to 20 years, we have made significant progress. The agreements on work-life balance and loyalty leave also represent a substantial advancement for both the sector and the employees.” Jacqueline Twerda, union representative CNV: “CNV is pleased that we have been able to reach a balanced agreement, in which steps forward have been taken not only in terms of wages but also in the quality of employment conditions. We consider it a very important step that a skilled worker in the new CLA will be paid the adult salary at the age of 20, instead of 21.” From negotiation result to new hospitality CLA The negotiation result will be presented to the members of the trade unions FNV Horecabond and CNV. KHN will seek approval from the National Board of the association. More clarity will be available by mid-November, and it will be announced whether there will indeed be a new hospitality CLA from 1 January 2025. Click here for the text of the negotiation result. What happens next? Are you a member of FNV hospitality? Then you have already received a personal voting link via e-e-mail, where you can express your opinion on this negotiation result. Everyone is allowed to vote, including non-members. Still have questions? Simply contact us. 

On the FNV website, you can find more information about early retirement for heavy work. 

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The professional jury has announced the nominees for the recreation elections 2024/2025. The competition takes place between (in random order): Best Training Company Recreation Park de Leistert Hof van Saksen Landal Rabbit Hill Recreation Talent Timo Loozen, Landal Hoog Vaals Anna Westerling, Camping De Kleine Wolf Sanne Gruntjes, De Schatberg Best Practical Trainer Eefke Verkoelen, Recreation Park de Leistert Britt Heinrichs, EEZZ Milan Holman, Holiday Park De Krim Congratulations in advance on these nominations!  The professional jury includes Johan Bijlsma (FNV Recreation), Aafke Snip (S-BB), Herbert van Oord (HISWA-RECRON), Arno Goedhart (Summa College) and the winning training company 2023/2024: Thermae 2000. On Wednesday, 11 December 2024, the festive award ceremony will take place during the Day of Recreation at the circuit in Zandvoort. About the election FNV Recreation organises the elections on behalf of the Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. With these elections, ambitious practical trainers, entrepreneurs and recreation employees from across the country can showcase their talent. This demonstrates that they are an example of good practical training in the industry and puts the company in the spotlight for (future) employees. One can qualify for the election by being nominated or by nominating oneself. The professional jury then nominates three per category. For the Training Company elections, the nominees are visited by the jury.  

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Thursday 10 October 2024 marks the national Day of the Mentor at ROC Midden Nederland in Nieuwegein. The event focuses on support, further education, generational differences, and workshops for mentors in the hospitality and hospitality industry. Suzanne Staal, director of the Hospitality & Tourism College at ROC Midden Nederland: “The role of mentors in the hospitality and hospitality industry is expanding, as the profession, students, and society are constantly changing. This is reason enough for ROC Midden Nederland, SVH, and FNV hospitality to organise this Day of the Mentor.” Earlier this year, a successful edition took place in collaboration with Noorderpoort in Groningen. In this way, Stichting Vakbekwaamheid hospitality (SVH) and FNV hospitality aim to hold a Day of the Mentor or Mentor Day in each region every year. Mentor has a broader role to fill Training and learning in the workplace is important to attract and retain employees within the industry. This leads to an expansion of the roles and tasks of the mentors. “Think of onboarding new employees, training certain expertise, and guiding returnees or people with a certain distance from the labour market. On the Day of the Mentor, we will talk about the Mentor+ training. In this way, we can better enable mentors to fulfil this broader role. At the same time, this perfectly aligns with the campaign of the Ministry of Social Affairs: Learning in the workplace yields quite a bit.”, says Ricardo Eshuis, director of SVH. Thanks to mentors, well-trained professionals Mentors are on average not yet 33 years old when they obtain their SVH Mentor diploma. The largest group graduating today is between 22 and 26 years old. Edwin Vlek, chairman of FNV hospitality: “Mentors are incredibly important for the hospitality industry. With passion and craftsmanship, they Card on the hospitality profession to future generations. This makes a significant contribution to motivated and well-trained professionals and is the foundation for a strong and healthy hospitality industry. Additionally, employees who can develop themselves remain motivated longer and stay in the industry longer.” Everything at a glance for the Day of the Mentor Thursday 10 October 2024 9:30 - 16:30 Hospitality & Tourism College, Nieuwegein Free event Programme 09:30 Reception 10:00 Opening & welcomeSuzanne Staal, director of Hospitality & Tourism College / ROC Midden NederlandRicardo Eshuis, director of Stichting Vakbekwaamheid hospitality (SVH)Edwin Vlek, chairman FNV hospitality 10:10 Collaborating between generations X, Y & Z Steven Pont, Developmental psychologist and parenting coach 11:00 Break 11:15 Introduction to Japanese cuisineArjan Siemerink, Chef 12:00 Lunch break  13:00 Workshop round 1 14:30 Workshop round 2 16:00 Closing with drinks and CuliQuiz 16:30 End Workshops Barista by De Koffieschool Champagne by Jeroen Bos and Thijs Sicking   Sustainable procurement by Sligro In-depth Japanese cuisine by Arjan Siemerink Mentor+ by SVH recognised trainer SHO Hospitality CLA: know your rights and obligations by FNV hospitality Why participate? Understand and embrace generational differences Enrich your Insights in hospitality, coffee, champagne, and more Network with various players in the industry and your fellow mentors Discover what drives generation Z Perfect opportunity for Mentor+ refresher activity For whom All mentors and training companies in the hospitality and hospitality industry are welcome. People currently training to become Mentors or interested in doing so are also warmly invited. Where ROC Midden Nederland, Hospitality & Tourism CollegeAddress: Newtonbaan 12 3439 NK Nieuwegein >> Register now

The rules for pensions in the Netherlands are changing. The pension scheme of Pensioenfonds hospitality & Catering will also change. More time is needed for this. Instead of 1 January 2025, the plan is to transition to the new pension scheme a year later. Work has been done in the past period to prepare communication, systems, and processes. Additionally, coordination is taking place with regulators regarding the transition to the new scheme. Progress is reviewed quarterly. Carefulness remains more important than the transition date. The Updates pension schemes, both the basic pension scheme and the supplementary pension schemes, will also remain in effect in 2025.  Edwin Vlek, chairman FNV Horecabond: “FNV hospitality regrets the postponement of the new pension scheme but supports the decision to delay. Carefulness and the interests of the participants are always our top priority. Given the circumstances, this is, in our view, the only and right choice. We are not going to sit back but will work hard. Together with social partners and the board of Pensioenfonds hospitality en Catering, we will do everything to ensure a transition by 1 January 2026.” Hans Veltkamp, chairman of the board Pensioenfonds hospitality & Catering: ‘A lot has been achieved in the past year, but all signals must be green to proceed. Although we are disappointed that a transition by 1 January 2025 is not possible, we continue to choose carefulness in the interest of our participants.’ Together with social partners, we are and will remain in discussion about the progress and careful implementation. Below we provide an explanation of the possible consequences. If your question is not listed, please contact us.  Why is the new pension scheme being implemented later?In the past period, work has been done to prepare adjustments in communication, systems, and processes. Additionally, substantive coordination with regulators is taking place. Progress on all these points must be green. We have determined that more time is needed for this. Therefore, we plan to transition to the new pension scheme by 1 January 2026. Carefulness remains always guiding. Could you not have decided this earlier?We have done everything to transition to the new pension scheme by 1 January 2025. This means that we have looked at the possibilities until the last official decision moment and unfortunately had to decide to move the transition date to 1 January 2026. We continue to choose carefulness in the interest of our participants.   How have social partners (FNV Horecabond, CNV, de Unie, KHN, Veneca) been informed?The board of Pensioenfonds hospitality & Catering made this decision based on carefulness. Social partners understand the board's consideration; carefulness is also important to them. Fund board and social partners are and remain in discussion about the progress and careful implementation. What does this mean for participants and employers?In 2025, the Updates basic scheme and supplementary schemes will continue. The premium remains 16.8%, with the employer and the employee each paying half. Will there be an indexation on 1 January 2025?Based on the existing rules agreed with social partners, it will be determined whether we can index. Whether there will be an increase in pension on 1 January 2025 and how much is laid down in the pension regulations. How certain is it that 1 January 2026 will be met?We are doing everything to transition to the new pension scheme by 1 January 2026. Even then, all signals must be green to proceed carefully. We continue to monitor progress and will let you know if we have news. Do you have questions about your pension or the new scheme as a member of FNV hospitality or FNV Catering?Pensioenfonds hospitality & Catering is happy to answer your questions. They are available by phone from Monday to Friday between 8:30 am and 5:00 pm at phone number (079) 363 14 00. You can also find a lot of information on www.phenc.nl . Of course, you can contact us as a member of FNV hospitality or FNV Catering. Where can I find more information about the new pension scheme?You can find more information on www.phenc.nl/nieuweregeling.

The rules for pensions in the Netherlands are changing. The pension scheme of Pensioenfonds hospitality & Catering will also change. More time is needed for this. Instead of 1 January 2025, the plan is to transition to the new pension scheme a year later. Work has been done in recent times to prepare communication, systems, and processes. In addition, coordination is taking place with regulators regarding the transition to the new scheme. Progress is reviewed quarterly. Carefulness remains more important than the transition date. The Updates pension schemes, both the basic pension scheme and the supplementary pension schemes, will also remain in effect in 2025.  Edwin Vlek, chairman FNV Horecabond: “FNV hospitality regrets the postponement of the new pension scheme but supports the decision to delay. Carefulness and the interest of the participants are always our top priority. Given the circumstances, this is, in our view, the only and right choice. We will not sit back but rather work hard. Together with social partners and the board of Pensioenfonds hospitality en Catering, we will do everything to ensure a transition by 1 January 2026.” Hans Veltkamp, chairman of the board of Pensioenfonds hospitality & Catering: ‘A lot has been achieved in the past year, but all signals must be green to proceed. Although we are disappointed that a transition by 1 January 2025 is not possible, we continue to choose carefulness in the interest of our participants.’ Together with social partners, we are and will remain in discussion about the progress and careful implementation. Below we provide an explanation of the possible consequences. If your question is not listed, please contact us.  Why is the new pension scheme being implemented later?In recent times, work has been done to prepare adjustments in communication, systems, and processes. In addition, substantive coordination with regulators is taking place. Progress on all these points must be green. We have determined that more time is needed for this. Therefore, we plan to transition to the new pension scheme by 1 January 2026. Carefulness always remains the guiding principle. Could you not have decided this earlier?We have done everything to transition to the new pension scheme by 1 January 2025. This means that we have looked at the possibilities until the last official decision moment and unfortunately had to decide to move the transition date to 1 January 2026. We continue to choose carefulness in the interest of our participants.   How have social partners (FNV Horecabond, CNV, de Unie, KHN, Veneca) been informed?The board of Pensioenfonds hospitality & Catering made this decision based on carefulness. Social partners understand the board's considerations; carefulness also weighs heavily for them. The fund board and social partners are and will remain in discussion about the progress and careful implementation. What does this mean for participants and employers?In 2025, the Updates basic scheme and supplementary schemes will continue. The premium remains 16.8%, with the employer and the employee each paying half. Will there be an indexation on 1 January 2025?Based on the existing rules agreed with social partners, it will be determined whether we can index. Whether there will be an increase in pensions on 1 January 2025 and how much is laid down in the pension regulations. How certain is it that 1 January 2026 will be achieved?We are doing everything to transition to the new pension scheme by 1 January 2026. Even then, all signals must be green to transition carefully. We continue to monitor progress and will let you know if we have news. Do you have questions about your pension or the new scheme as a member of FNV hospitality or FNV Catering?Pensioenfonds hospitality & Catering is happy to answer your questions. They are available by phone from Monday to Friday between 8:30 and 17:00 at phone number (079) 363 14 00. You can also find a lot of information on www.phenc.nl. Of course, as a member of FNV hospitality or FNV Catering, you can contact us. Where can I find more information about the new pension scheme?You can find more information on www.phenc.nl/nieuweregeling.

From 17 July 2024, the hospitality CLA has been declared generally binding. This means that the hospitality CLA is mandatory for the entire hospitality sector. The declaration of general binding has put an end to the uncertainty and the different employment terms regimes that could be applied within the industry. De Horecabond has been advocating for good employment terms in hospitality for years! Dispensation request NHG rejected NHG submitted a request (for dispensation) to the Ministry of Social Affairs and Employment to continue applying the NHG CLA instead of the hospitality CLA. This request has been rejected. NHG has since announced through the media that they have filed an objection against the decision of SZW not to grant dispensation. Note: As long as no dispensation has been obtained from SZW or CLA parties, the hospitality CLA must be applied from 17 July 2024. NHG's communication that NHG companies would not need to apply for dispensation from CLA parties is therefore incorrect! CLA parties have requested NHG to remove this incorrect information from their communication channels and instead share the correct information with their members (the NHG companies). To date, NHG has not amended this. Want to know what this means for you? Do you work at an NHG company and want to know what the general binding declaration of the hospitality CLA means for you? In this newsletter you will find more information. We believe it is important that you receive at least what you are entitled to. Check your payslip to see if you are receiving the correct salary. Are you unsure about this or do you have questions? Please contact us.      

That it is now (finally) nice weather undoubtedly feels like a relief for many after the much rain. However, the FNV warns of the dangers of working in the sun and heat. Recent figures show that skin cancer is one of the fastest-growing types of cancer. The 500,000 outdoor workers in our country – about 5% of the workforce – have a 2 to 3 times higher risk of skin cancer. Outdoor workers have 2 to 3 times more risk of skin cancer  Meanwhile, employers are massively violating the Health and Safety at Work Act, which is intended to ensure safe and healthy working conditions, even in heat and sun. According to the FNV, a concrete heat plan is urgently needed to reduce the number of cases of skin cancer, heat incidents, and fatalities.  ‘The complacent attitude we have in the Netherlands about working in the heat and direct sun is unjustified,’ says vice-chair Kitty Jong. ‘While the shocking figures are flying around us and climate change is causing increasingly extreme weather, as a country we have no idea, no plan of action, and no Updates legislation. We are naive and unprepared, and that must change.’   Adjust Health and Safety at Work Act and CLAs  Unlike other countries, the Netherlands has insufficient legal frameworks to protect workers. According to the FNV, it is necessary to include limit values in the law to prevent the body from overheating. This is already the case in Belgium, Greece, and Cyprus. In some CLAs, good agreements are already being made, but limit values provide the much-needed clarity for everyone. ‘If employees are exposed to a risk, employers are obliged to avoid that risk, and if that is not possible, to minimise it as much as possible by taking measures. In the case of the risks of heat and sun, this hardly happens, but sufficient shade or the right work clothing for a construction worker or farm labourer is just as necessary as good ventilation or a welding helmet,’ says Jong about this. Read the full article on FNV and read our blog about working in the heat.

Now that the weather is (finally) nice, it undoubtedly feels like a blessing for many after all the rain. However, the FNV warns of the dangers of working in the sun and heat. Recent figures show that skin cancer is one of the fastest-growing types of cancer. The 500,000 outdoor workers in our country – about 5% of the workforce – have a 2 to 3 times higher risk of skin cancer. Outdoor workers have 2 to 3 times higher risk of skin cancer  Meanwhile, employers are massively violating the Health and Safety at Work Act, which is intended to ensure safe and healthy working conditions, even in heat and sun. According to the FNV, a concrete heat plan is urgently needed to reduce the number of cases of skin cancer, heat accidents, and fatalities.  ‘The complacent attitude we have in the Netherlands about working in the heat and direct sun is unjustified,’ says vice-chair Kitty Jong. ‘While the shocking figures are flying at us and climate change is causing increasingly extreme weather, as a country we have no idea, no plan of action, and no Updates legislation. We are naive and unprepared, and that needs to change.’   Amend Health and Safety at Work Act and CLAs  Unlike other countries, the Netherlands lacks sufficient legal frameworks to protect workers. According to the FNV, it is necessary to include threshold values in the law to prevent the body from overheating. This is already the case in Belgium, Greece, and Cyprus. Some CLAs already make good agreements, but threshold values provide much-needed clarity for everyone. ‘If employees are exposed to a risk, employers are obliged to avoid that risk, and if that is not possible, to limit it as much as possible by taking measures. In the case of the risks of heat and sun, this is hardly done, but sufficient shade or the right work clothing for a construction worker or farm labourer is just as necessary as good ventilation or a welding helmet,’ Jong says about this. Read the full article on FNV and read our blog about working in the heat.

Download the latest CLA hospitality here.

Last March, the members approved the new CLA recreation for 2024-2025. This means that, with retroactive effect from 1 January 2024, there is again a CLA recreation. The CLA text has been modernised. Less legalistic, more readable, and with a more logical structure. It is now also clear through the use of colours which rules specifically apply to the employee and which to the employer (orange colour). However, the CLA still needed to be 'declared generally binding'. A formal process in which the Ministry of Social Affairs and Employment assesses the CLA. The request for a general binding declaration has been approved. This means that the CLA recreation is applicable from 8 August 2024 to all employers in the residential recreation sector who have staff. This concerns employers who are not affiliated with HISWA-RECRON (the employers' organisation) and who do fall under the scope of the CLA. This also applies to companies with side activities such as their own hospitality, swimming pool, sports and games facilities, wellness and sauna, as long as there are also recreation activities. For you, as an employee, this means that the employer is obliged to apply the CLA recreation. Do you want to know what your rights and obligations are? Then download the CLA recreation. 

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

The social plan of Gate Gourmet has been signed by the employer and the union. This means that the plan now applies to all employees. The social plan includes agreements on arrangements and provisions for employees who lose their jobs (redundant). The main points from the negotiation result: A severance pay of 1.75 times the statutory transition compensation An outplacement programme of €1,750 An individual training budget of €1,900 in combination with the outplacement programme A voluntary redundancy scheme that allows an employee to voluntarily make way for another colleague who is redundant A personal allowance that is indexed in line with CLA salary increases. €750 for financial or legal support Option to reconsider redeployment within 3 months A retention bonus of one month's gross salary 3 months after placement in a new role Duration from 15 May 2024 to 14 May 2025 You can download the full social plan via our website.  Questions? Are you redundant and have questions? Our legal experts are ready to answer all your questions. Feel free to contact us. 

From 17 July 2024, the CLA hospitality has been declared generally binding. This means that the CLA now applies to almost all employers who have a hospitality business and employ staff. It concerns employers who are not affiliated with KHN and who fall under the scope of the CLA. This also applies to companies with secondary activities (but not contract catering according to that CLA) such as care, sports, education, recreation, exhibition complexes, stations or airports, as long as there are also hospitality activities. Important points of the CLA  Minimum CLA: this means that your employer, as well as you as an employee, must adhere to the agreements in this CLA. For example, your salary may not be lower than the amounts in the CLA. Job classification: your salary is determined by the job classification in the Reference Functions Handbook for the Hospitality Industry. In our calculation tool, you can check if your salary is correct.  Working hours and breaks: there are rules for maximum working hours, overtime, mandatory breaks, allowances, annual leave, sickness and leave, and internship compensation. Do you want to know what your rights and obligations are? Then download the CLA hospitality 2024. NOTE: The CLA is not applied to the company or part of the company for which another legally valid CLA applies. This is the case if a Notice of Receipt has been issued for that CLA according to Article 4 of the salary Formation Act. It is required that this CLA has at least an equivalent minimum level as the CLA for the hospitality and related business. Employers who wish to be (partially) exempted from applying the CLA hospitality must request dispensation from the CLA parties. They will assess whether the conditions for this are met. As long as no dispensation has been obtained, the CLA hospitality must be applied. The CLA hospitality was established through the initiative of the unions FNV hospitality, CNV, and the employers' organisation Koninklijke hospitality Nederland. NHG CLA Earlier this year, we received worrying signals from employees whose employer switched from the hospitality CLA to the CLA for the Dutch Hospitality Guild (NHG CLA). The declaration of general binding has put an end to the uncertainty and the different employment conditions regimes that could be applied within the sector. FNV hospitality has been advocating for good employment conditions in hospitality for years! The hospitality CLA is the CLA for the hospitality sector.   NHG has submitted a request (for dispensation) to the Ministry of Social Affairs and Employment to continue applying the NHG CLA instead of the hospitality CLA. This request has been rejected. NHG can still appeal this decision or submit a dispensation request to the CLA parties. Frequently asked questions about the NHG CLA  I am employed by an employer who switched from the hospitality CLA to the CLA for the Dutch Hospitality Guild (NHG CLA) as of 1 January 2024. What does this mean for me?From 17 July 2024, the hospitality CLA has been declared generally binding. This means that the hospitality CLA must be mandatorily applied in the hospitality sector. This also applies to companies or employers who have switched from the hospitality to the NHG CLA. This means that the hospitality CLA also applies to you. According to my contract, I fall under the NHG CLA. What applies then?Your employer is obliged to apply the hospitality CLA from 17 July 2024. Exemption from this can only be granted if your company first applies for dispensation from the CLA parties (FNV hospitality, CNV, and KHN). This is assessed by the CLA parties. What if I have signed an addendum for the NHG CLA?Even then, your employer must mandatorily apply the hospitality CLA. Do you have any questions or would you like more information? Then easily contact our Contact Centre.    

'Clear communication about pensions increasingly important' One of our board members, Gijs Vermeulen, has recently joined our communications committee. Therefore, he has signed up for one of the so-called 'round-table discussions' of the AFM, the Authority for the Financial Markets. The AFM supervises the financial markets, including pension funds. During the round-table discussions, the AFM discusses the guidelines that pension funds must adhere to in terms of communication about the transition to the new pension rules. Gijs, what did you notice during the round-table discussion at the AFM? 'Look, the AFM provides pension funds with guidelines: what should your communication comply with? How we communicate with our participants about the new pension rules is outlined in our communication plan. And there lies a tension. Because the plan is also intended to give the AFM insight into how we approach it. The AFM wants us to communicate as transparently as possible about the transition to the new rules. That means we have to provide a lot of information. And that is, of course, good. But on the other hand, you could also say: with full transparency, everything is invisible. If you give people too much information, it becomes unclear.' 'With full transparency, everything is invisible.' 'But I found it good to be at the round-table discussion. Then you know what is going on. And you need each other. Because ultimately, you all have the same goal: you want to communicate as effectively as possible about the transition to the new pension rules. Clear communication about pensions has always been very important. But with the new rules, it is becoming even more important. And the people who are building up their pension with us mainly want to know: what changes for me?' What exactly changes for the participants of Pensioenfonds Recreatie? 'At the moment, nothing yet. Something will only change once the new pension scheme of Pensioenfonds Recreatie comes into effect. We wanted the new scheme to start from 1 January 2025. But that is now a year later: 1 January 2026. Currently, we still have a scheme with agreements about the amount of your pension. Although we cannot always meet the expectations about this. In the new scheme, we agree on how much money you as an employee and employer contribute to the pension. With that, you build up capital, a pension pot. Such a pension scheme is called a premium scheme. Every month, your pension pot grows through the contributions you and your employer pay. And through returns on investments. From your pension pot, we later pay your pension monthly. The amount of your pension is not fixed in advance. However, you can better see how much money you and your employer contribute and how this amount grows. Every year, we make an estimate of the pension you can expect later. If the economy goes well, your pension can increase faster. But your pension can also decrease if the economy worsens.' 'From your pension pot, we later pay your pension monthly.' 'By the way, not everything changes; quite a lot remains the same. We continue to invest collectively, and you will still build up a pension through your employer. And you will receive a pension for as long as you live. Furthermore, you will receive AOW from the government in addition to your pension. That all remains the same.' The new pension scheme is starting a year later, why is that? 'For the transition to the new pension rules, a lot needs to be done. And we find it very important that this transition is carried out very carefully. All data must be correct, and a new automation system is being introduced. More time is needed to do this properly. That is why we have decided to start the new pension scheme a year later. And in the meantime, we are working hard! Because we now have more time, but as mentioned: there is a lot to do. Therefore, we will continue with the preparations for the transition to the new rules in the coming period, so that we have everything ready by 1 January 2026.' Plenty to do then, do you also have time to relax? 'Yes, certainly, in my spare time I sing in a choir in Den Bosch. And I go on long-distance walks across Europe. I am also organisationally involved with the choir, but singing remains the most fun!' Source: Pensioenfonds Recreatie

This is an older article. View the latest CLA hospitality here.

The proposed VAT increase is an additional tax on your culture, sport, hospitality, and media. It is an extra tax on your precious free time, on your curiosity, on cheering for your favourite football team, on the book you want to read, on your painting on the wall, on your local brass band, on a hotel stay in the country, on the magazine on the train, on the kickboxing school in the neighbourhood, and on the newspaper that keeps you informed about the world around you.  FNV hospitality wholeheartedly supports this campaign. They urge everyone to make their voices heard against the VAT increase. This increase affects us all and places additional pressure on the things that make our lives more enjoyable and interesting.  Do you also want to show that you disagree with this? Speak out and support the campaign at www.geenhogerebtw.nl. Together we can make a difference!  

To help you prevent and address cross-border behaviour in the workplace, the FNV (via the Stichting van de Arbeid) offers bystander training.During this training, you will learn what you can do if you witness undesirable behaviour in the workplace. You will receive practical tips and tools to take action. The training is free, takes place live, lasts 3 hours, and is free to attend. You do not need to purchase any materials. After the training, you will receive a link to the e-learning. This way, you can calmly review and practise the material you have learned whenever it suits you.  Read all the information and sign up. Or view more information about social safety.

Read more about Edwin Vlek, chairman of De Horecabond. 

For inflight, different arrangements have now been made in the CLA.

Due to the new pension law on 1 July 2023, a new pension scheme had to be created. FNV Recreatie made agreements with the employers' association HISWA-RECRON at the end of 2023 regarding the content of a new scheme. These agreements are outlined in the 'transition plan'. Transition Plan The transition plan includes agreements on: -           when the new pension scheme will commence -           what the new rules will roughly look like -           converting the accrued pensions to the new rules -           ensuring the transition from the old to the new rules is as fair as possible Implementation Plan Based on these agreements, the board of Stichting Pensioenfonds Recreatie has been working on creating an implementation plan. The intention was for the new pension scheme to commence on 1 January 2025. Commencement Date of the New Scheme A lot needs to be done for the transition to the new pension rules. It is very important that this transition is carried out very carefully. The board of Stichting Pensioenfonds Recreatie has realised that more time is needed to do this properly. Therefore, the board of Stichting Pensioenfonds Recreatie has had to decide to postpone the intended transition date by one year to 1 January 2026. Progress The board of Stichting Pensioenfonds Recreatie is continuing at full speed with the preparations for the transition to the new rules, so that everything is ready by 1 January 2026.

We receive many questions about the negotiation outcome in catering. Therefore, we have compiled the most frequently asked questions (and answers) for you. Do you work in inflight catering? Then check the agreements under the heading ‘Inflight’. View all questions and answers or download the CLA catering. Would you like to know more or have questions? Contact us.

Trade unions FNV Catering, CNV Vakmensen and De Unie, along with employers' organisation Veneca, are pleased to announce that a negotiation result has been reached for a new CLA catering/hospitality effective from 1 April 2024. Due to necessary discussion points, the process to reach a new CLA took longer.  Download the CLA catering. Harry de Wit, union representative FNV Catering: “The salary increase for employees in the catering industry was much needed, not only because of the hard work these employees do daily, but also due to the sharply rising costs caused by inflation. The negotiations were difficult, and the negotiation result is the best achievable. After consultation with the CLA committee, it was decided to present the result positively.” Different components in CLA The CLA includes components for different groups: part A, part B, and Inflight. With the new CLA, we aim for an equitable Membership for everyone as much as possible. It is also important to consider the different circumstances. Part A remains and there is still freedom of choice for part A and part B. This choice has been simplified: you are guaranteed not to lose out when you switch to part B there are new solutions for scheduling full days off you can choose between the generation pact and senior days you receive the highest fiscal travel allowance when you switch to part B.  There are differences between A and B, but these do not affect the appreciation. All employees, especially those who have been in the industry for a long time, are respected and valued. Employers' organisations and trade unions are proud of the (long-term) commitment of many of you in the industry. Salary increase Agreeing on a significant increase was important. The agreed increases have never been so high. This is understandable, given the high inflation. In the new agreements, the increases for colleagues in the lowest salary scales are slightly higher than for those in the highest salary scales. In the new salary tables contract catering & hospitality and the new salary tables inflight, you can see what this means for you. More improvements Additionally, travel costs have been improved. This is also necessary given the petrol prices. Especially now that the labour market is tight and it is important to make the industry even more attractive, agreements have been made focusing on young people. The internship allowance has been increased to €350, and the youth scales are now 10% higher than those in hospitality. Agreements have also been made for a better work-life balance. Many employees in the industry have caregiving responsibilities, where it is important to be able to fulfil this as well as possible. You can find all the agreements from the negotiation result here. From negotiation result to new CLA The negotiation result will be presented to the members of trade unions and employers in the coming weeks. If the members agree with the result, then there will be a new CLA.  If you are a member of FNV Catering, you will receive a voting link by e-e-mail, where you can express your opinion on this negotiation result. Everyone can vote, even non-members. However, the votes of members count decisively towards the final result. Keep an eye on your e-e-mail!  If you have any questions, please feel free to contact us. 

On Monday, 15 April 2024, employees and employers engaged in discussions during the conference 'Catering and hospitality: welcoming together!' about the opportunities and challenges in the sector. It was an inspiring and successful conference with great conversations and valuable insights! During the conference, much was discussed about the opportunities and challenges in the sector regarding the inflow, progression, and outflow of staff. The focus was on how the sector should further develop in terms of employment conditions, as well as topics such as the sector's connection with vocational education, image, Your career, and communication between the shop floor and management were addressed. In the coming period, all input gathered during the conference will be further elaborated and then shared. In the coming weeks, the social partners will present the achieved negotiation results to their members. Organisation The conference was organised by industry partners Veneca, VOC Cateraars, CNV Vakmensen, De Unie, and FNV Catering and was chaired by Harry Glotzbach. Speakers included Ard van der Steur - Veneca, Frank Veldhof – Paresto, John Flierman – MBO-Raad, Dionne Vorst – KCS, Jaques de Hulster – Compass, Job Marskamp - CNV Vakmensen, Erwin de Graaf – Hospitality Pact and CLA committee member and catering employee Peter Stoute.View a photo report of the day.                        

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

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

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

Edwin Vlek (38) has been nominated by the selection committee, the board, and the Supervisory Board of FNV Horecabond as a candidate for chairman. If the Members’ Meeting confirms this nomination on 27 May 2024, Edwin Vlek will succeed the departing chairman Dick Koerselman.               At the age of sixteen, Vlek had his first job in hospitality. After a summer of hard work in Renesse, he caught the hospitality bug. “It is pure passion, enthusiasm, and above all, hard work. Above all, working in hospitality is a pure addiction, in the positive sense of the word,” according to Edwin. From the age of eighteen, he therefore started working full-time in hospitality, from kitchen assistant to eventually F&B Manager. Edwin Vlek has been a familiar face at FNV Horecabond for several years. In 2009, he joined the union, after which he attended the Young Academy in 2015 and then became active as a Main Board member in 2016. In December 2017, he started working as a union representative hospitality. “I feel honoured that my candidacy is being nominated and supported by the board and the Supervisory Board.” Even during his application, Vlek expressed the ambition to one day become chairman because he believes in the power of a successful and influential association. “It was never about the position for me, but about the fact that I want to contribute to our association. I believe in the existence of the union and that it is more needed now than ever. At the same time, the world has changed, and that requires courage and innovation.” In his new role as chairman, he wants to further build the organisation, where connecting with members is central: “A chairman is just one important part of the association. Ultimately, an association can only exist with enough members. My highest priority is therefore working together on a movement you want to be part of. So that together we can ensure that working in the hospitality industry continues to pay off.” He wants to be a chairman who is visible when necessary, invisible when possible, but always approachable, close to and among the members. Selection Committee Bert Veldman, chairman of the selection committee: “The selection committee has unanimously decided to nominate Edwin Vlek as a candidate for chairman. He is an excellent candidate, with the added advantage that he comes from the field and has proven himself, among other things, as a union representative hospitality.”   Election during Members’ Meeting Monday 27 May 2024 During the Members’ Meeting at Amersfoort Zoo, the election for chairman will take place. As a member, you have an important vote in this. Additionally, we will update you on developments in our sectors and you can attend various workshops. Sign up for the Members’ Meeting.    

View the Updates information about the Labour Day here.

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

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

Download the CLA recreation here.

Download the CLA catering here. 

HISWA-RECRON has made a final offer for a new CLA recreation for the whole of 2024 and 2025. The extent of the salary increase varies per job grade. The amounts in the salary structure will be increased by a total of 10.5 to 12.5%. Additionally, there will be a minimum travel allowance from 1 July 2024. With this final offer, the sector, in this time of staff shortages and high workload, will get what it needs. Johan Bijlsma, union representative FNV Recreation: “The employees in recreation deserve an increase in their remuneration for their efforts and hard work in recent years, also due to the sharply rising costs caused by inflation. I am satisfied with the employers' final offer, which we will present to our members with a positive recommendation.” Final offer highlights: A 2-year CLA Increase in youth wages scale 1 Jan 2024 (derived from 100% WML):20 years: 85%19 years: 75%18 years: 70%17 years and younger: 65% Minimum travel allowance: 10-40 km €0.12 per km from 1 July 2024 A broad protocol provision on the salary structure with topics: levelling differences in maximum scales, freedom of choice in increments, future salary structure with rising WML, salary structure hospitality (and pension fund perspective) and introduction of a new job house. This provision will be completed in 2024. Salary structure salary indexation on actual wages, see agreements below No offsetting above CLA compensations for the past period Limited differentiation in percentage: scale 2-3-4, 5-6, 7, 8 and 9 Conditional indexation as of 1 July 2025 of max. 2%. If inflation (reference date Oct 2024 compared to Oct 2023) unexpectedly exceeds 2.5% as of 1 January 2025 (e.g., with 4% inflation additional indexation 1.5%; with 5% inflation the additional indexation is a maximum of 2%) Agreements on salary indexation in %    1 Jan 2024 1 July 2024 1 Jan 2025 1 July 2026 Scale 2, 3 and 4 7 3 2.5 0-2 Scale 5 and 6 6.5 3 2.5 0-2 Scale 7 6.0 3 2.5 0-2 Scale 8 5.5 3 2.5 0-2 Scale 9 5.0 3 2.5 0-2        

From the unions FNV hospitality/FNV Catering and CNV Vakmensen, Hermien Wiselius has been nominated to join the board of the pension fund hospitality & Catering, representing the pensioners' seat. Hermien is an experienced pension fund board member with her heart in the right place. Hermien has been a pension fund board member for over eight years at the Pension Fund for Work and (Re)Integration and has extensive managerial and supervisory experience in multiple sectors.  Hermien Wiselius: “I am eager to apply my Insights and experience for the pension interests of the retirees and other stakeholders in the hospitality and catering sectors. People who have always dedicated themselves hospitably to others. The amount of your pension is important. It ensures that you can (continue to) do the things that matter to you when you retire or are retired. Every euro counts then. I also find it important that you are informed clearly and on time and that you receive good assistance with your questions. At the Pension Fund for Work and (Re)Integration, I have always been committed to this. I would also like to do this for you at the pension fund hospitality and Catering. For that, I need your vote.” From Monday, February 12, 2024, you can vote for one of the three candidates for the pensioners' seat on the board. Pensioners of the pension fund hospitality & Catering will automatically receive a notification from the pension fund hospitality and Catering. 

Download the CLA catering.

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

View the latest information about the competition Beste Leerbedrijf hospitality.

Erwin van der Graaf has been appointed as chairman and figurehead of the Hospitality Pact, the collaboration for the labour market in which vocational education, together with companies and organisations from the hospitality, recreation, event, and travel sectors, have joined forces to reduce the staff shortage. Erwin van der Graaf works at the hotel chain Accor and is a well-known Industry Leader in the sector. Erwin’s career is very extensive, from General Manager in various Accor hotels to recently as Vice President of Operations managed hotels for Accor Western Europe. Additionally, he is chairman of the Industry Advisory Board of Stenden NHL University and involved with, among others, Koninklijke hospitality Nederland and previously with the Pension Fund for Hospitality and Catering. Erwin is truly someone from the sector who is also deeply rooted in society, making him the perfect candidate to act as the figurehead of the Pact. “The success of the hospitality sector depends on the passion of the people working in this wonderful sector. The hospitality sector is one of the most enjoyable industries to work in, to build a career in, and to engage in lifelong learning. The sector's contribution to social well-being and social cohesion in the Netherlands is enormous. To then be allowed to become chairman of the Hospitality Pact is a great honour and pleasure for me,” says Erwin. The Hospitality Pact was launched in July 2023 and is a unique collaboration between numerous organisations, companies, and vocational education in the hospitality and leisure sector. It is a response to the challenges of today’s and tomorrow’s labour market. And these challenges are significant: while the influx of new talent into the sector has been under pressure for several years, the annual outflow is high. Through the Hospitality Pact, parties work together in a triple helix model on the one hand to attract and retain staff in the hospitality and leisure sector and on the other hand to upskill and reskill staff. This requires Insights Your career and collaboration. The pact provides a ‘compass’ to work on promoting and improving the labour market of the travel, recreation, food service, events industry, and hospitality. The Hospitality Pact is widely supported: Koninklijke hospitality Nederland, ANVR, HISWA-RECRON, CLC-Vecta, Veneca, CELTH (Centre of Expertise Leisure, Tourism and Hospitality), the MBO council, the HBO, and FNV Horecabond are part of the steering group, and the initiative is widely supported in the sector and by the Ministry of Economic Affairs.

How does the union work? What are different styles of communication? How does a collective work and how do you ensure your message gets across? During the Young Academy, young union members tackle these questions in six thematic sessions. The Young Academy 2024 starts on Tuesday, February 20, 2024. Below you can read how three members experienced the 2023 edition.  ANGELA ALTENA Age: 28Education: Bachelor in Communication and Information Sciences/Master in Communication StudiesWas: Sales and Marketing Coordinator at Center Parcs de Huttenheugte in DalenIs: Communication Advisor at FNV “I was mainly curious, which is why I joined the Young Academy. The programme appealed to me in terms of my personal Your career. For example, giving a pitch. I was also looking for more Insights. During my time as a floor manager, I often went to HR with questions about certain matters. Additionally, I hoped to make new connections and spar with peers.”And was that the case?“I found it very interesting right away. One of my coursemates works at Roompot. It's nice to hear how things are done there and compare it to how it goes at Center Parcs. It's also interesting to hear how things are in hospitality. We also have a group chat where we ask each other for advice.”  What has the Young Academy brought you?“That you are not alone. The feeling that there is always a support network reassures you. I found the visit to the House of Representatives very interesting, to see how a debate is conducted. The session on communication styles was also educational. I better understand why people react in certain ways.”What will you take into your daily work?“That if something really matters, you should go for it. We had a question at the company about the grading of a group of employees. We sent a letter about it, then had a good conversation, and it was resolved. You experience that you can make a difference with a support network, without it being at the expense of the company. I don't like to immediately portray an employer as the villain.”Are you considering becoming an active member of the union?“It seems interesting to join discussions in a conflict. It's not easy, but it seems good for my personal Your career. Also, to mean something for colleagues in that way.” DAAN TOUBERAge: 32Education: Mbo roc Amsterdam, independent working chefUpdates position: Independent working chef at Strandpaviljoen Zeezicht in Castricum “My father always told me it's important to have a strong union. After the corona period, I noticed that many employers hid behind it at the expense of employees. That was the moment I wanted to get involved, as I've been a member for about eight years. I mainly wanted to develop in union work.”How did you find the masterclasses?“It was super interesting. I went in with an open mind. It's very nice to have young people around you who are different but have the same drive and interest: wanting to help others. It's great that I wasn't just in the group with chefs like myself, but also with people from tourism and recreation. The enthusiasm of teachers Louise and Ola was contagious. I learned a lot.” What did you learn?“I received tools to make clear why the union is relevant when talking to colleagues. It's important that you can convey that Insights. Especially now, coming from a difficult period with corona and now that things seem to be going well with employers, you notice that employees are left behind. It's important to have a good CLA because not everyone can stand up for themselves equally well. And a union does that.” What has the Young Academy brought you? “I now know how the structure of the union works, how it operates. The union part was the reason for me to follow these masterclasses. Of course, the personal Your career part was also interesting. It's always good to work on your behaviour again.”Are you considering becoming an active member of the union?“Certainly. I want to contribute to the union. What exactly that will be, I'll see. I enjoy actively thinking about how the sector can improve, for example in discussions about the CLA. I certainly have ideas about how it can be better, and I'd like to help with that.” KELVIN HEUZINKVELDAge: 26Education: Chef training Graafschap CollegeUpdates position: Independent working chef at Gringo’s in Doetinchem Why did you follow the Masterclasses at the Young Academy?“I had long felt the need to delve deeper into things. I saw it as a great way to develop myself and learn about the workings of FNV Horecabond. That seemed interesting to me, also because I knew little about it. Moreover, I find politics very interesting.”And, how was it?“We went to places you wouldn't quickly visit, like the FNV association building and the House of Representatives. And you meet people you wouldn't quickly speak to, who then tell you what their work involves, like Edwin Vlek. It's nice that I met people who also did the Young Academy and are now very active within FNV hospitality.”What did you learn?“What I mainly learned is how things work behind the scenes at FNV Horecabond. How a decision is made, how a CLA is established. I thought there would be more backroom politics and less input from members. But the opposite is true. I found out that you can do and say more yourself than I thought, that you have more influence than I thought.”For example?“If you look at how the CLA is established, you can talk to people who participate in the negotiations. There you can express how we think about it on the work floor.”What will you take into your daily work life?“I look at things happening on the work floor with a different perspective. The thoughts I have about it, I try to express. I have more insight into employee rights, that you have more rights than you sometimes think. For example, about asking for time off. At our place, it's well arranged; if you indicate it, a lot is possible. But not everyone knows that. I like to Card that on.”Are you considering becoming an active member of the union? “I will definitely do something active. In the long term, I would like to join a CLA committee, but I'm open to many things. I find it very rewarding to contribute, in any way possible.”

On to 2025! Every year around this time, I take a moment to reflect on the past year and look ahead to the new year. As I mentally go through everything, I truly realise what an incredibly remarkable year it has been. And in remarkable years, there are always things that are unpleasant or haven't gone well. Events that allow you to put your work into perspective or sharpen it from a critical viewpoint. It's easy to focus on those, but isn't it much better to focus on the things that are going well? This past year, we had a tremendously strong campaign. Together with Tigo, our hospitality pro, we set out to gather input for the new CLA from all hospitality staff. We were present at trade fairs, events, in companies, and of course online. And I had the pleasure of meeting so many wonderful people. So many enthusiastic ambassadors for our beautiful profession! Staff who work in our sector with immense love and passion, but also staff who have rightly expressed concerns about the Updates CLA and employment conditions. And the fact that this is a live issue was evident from the more than 10,000 completed surveys. All these wonderful encounters were central to our efforts in the CLA negotiations. The past months have seen tough but constructive negotiations, but it was precisely your input and energy that gave us the strength to aim for the maximum. This ultimately led to a negotiation result. And we now know that the negotiation result has been promoted to a definitive CLA hospitality by over 81% of the hospitality staff who voted, effective from 1 January 2024. A very large group of staff will notice the positive effects in their wallets. This also applies to trainees who will now receive a minimum allowance. Furthermore, we have been able to make improved agreements regarding overtime and a genuine Your career platform is coming. Important steps forward have been taken, but I also realise that we are not there yet. It is crucial that we, as social partners (employers and employees), continue to work towards a future-proof and attractive sector where it is enjoyable for hospitality staff to (continue to) learn and work. The year 2024 will certainly not be a year where we can rest on our laurels. We will work hard on the establishment of the Your career platform, a new job structure, and the associated salary framework. And in 2024, we will again call on you, as hospitality staff, to gather input for the CLA from 1 January 2025. Let's continue to focus on the positive things in life. Behind every challenge lies a beautiful experience, even if you don't see it immediately. I wish you a very Merry Christmas. And a very good and happy 2024! Edwin Vlek Union representative FNV hospitality

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On Wednesday 6 December, during the Day of Recreation in Archeon, the winners of the recreation awards were announced. After a few exciting weeks, these are the winners:  Best Learning Company Recreation: Thermae 2000  Talent Recreation: Maaike van der Molen, Landal Drentse Lagune The expert jury deliberated extensively in the lead-up to the award ceremony about their choice for the winners. What did they find most important? That continuous learning always comes first and that there is ample room for growth. Making mistakes is allowed, as it provides the opportunity to develop as well as possible. Additionally, creativity and a unique contribution were significant factors for the jury. The winner of the talent recreation award receives a dinner voucher worth €150 and, of course, the prestigious title. The best learning company receives, in addition to the title, €500 for a company outing.   The expert jury on the winning learning company Thermae 2000 "At this learning company, lifelong learning is at the forefront of everything they do. Thermae 2000 has a training system, and because they have various departments, multidisciplinary learning is possible. A lot of time and energy is invested in training students, with each student receiving 1-on-1 attention from a practical trainer." Kind words about Maaike van der Molen from the expert jury "Maaike won the Talent Recreation award because she has further developed her talents during her 20 years in the recreation industry. She possesses 21st-century skills, which manifest in flexibility, good listening skills, problem-solving ability, positivity, with the key word being collaboration." Expert jury  The expert jury includes Johan Bijlsma (FNV Recreation), Alwin Mulder (S-BB), Peter Verhaaf (TOP Animation), Herbert van Oord (HISWA-RECRON), Margreet Toonen (De Rooi Pannen), and the winning learning company 2022/2023: Family Resort Molenwaard.  About the awards  FNV Recreation organises the awards on behalf of the Social Fund Recreation Foundation (SFRecreation) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. These awards allow ambitious practical trainers, entrepreneurs, and recreation employees from across the country to showcase their talent. They demonstrate that they are examples of good practical training in the industry and put the company in the spotlight for (future) employees. One can be considered for the award by being nominated or by nominating oneself. The expert jury then nominates three per category. For the Learning Company awards, the nominees are visited by the jury.

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From 1 January 2024, young people from the age of 18 will start accruing a pension. This used to be from the age of 21. The aim of the new Future Pensions Act is to enable as many workers as possible to build up a pension and to strengthen the financial future of all workers. Because pension is accrued from the age of 18 to 68, there is more time to contribute premiums for the pension benefit. Together, we ensure value, now and in the future.   Minor adjustment through use of payroll tax chain Employers in hospitality and catering will contribute pension premiums for employees from the age of 18 starting 1 January 2024. As this is automatically processed via the payroll tax return with the Tax and Customs Administration, it only needs to be set up in the salary Membership. Impact of change on salary  Employees who are between 18 and 21 years old as of 1 January 2024 should be aware that the pension premium will be deducted from the gross salary. Both the employer and the employee pay 8.4 percent premium (so the total premium is 16.8 percent). This can be found on the payslip.

Last night, the 3 Golden CateRings were awarded, the prize for employees working in catering. The Golden CateRings are awarded each year in the categories ‘Most Fun Team’, ‘Best Location’, and ‘Most Fun Colleague’. The winners have been announced and the Golden CateRings were presented at Buitenplaats Kameryck in Utrecht. The winners of the Golden CateRing   Most Fun Colleague: Carry de Vree | Cirfood   Best Location: Fontys | Limburg Catering   Most Fun Team: Plukon Ommel | Smaak bedrijfscatering On our Facebook page, you will find the photo album of this award ceremony.  Expert jury The jury consists of Harry de Wit (union representative FNV Catering), Michiel Meier Mattern (Advisor Food and hospitality), Jan Jaap Schmitz (former Hospitality officer Radboudumc) and the winners of The Most Fun Catering Team 2022/2023. Part of The Week of Catering The presentation of the Golden CateRings is part of The Week of Catering (DWVDC). During this week, from 20 to 24 November, catering employees are celebrated in various ways, with the highlight being the presentation of the Golden CateRings. DWVDC is organised by FNV Catering.

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FNV Horecabond considers your health very important and also that healthcare remains accessible and affordable. Therefore, we offer all our members a collective health insurance in collaboration with independent insurance advisor Alpina through the following insurers: Nationale Nederlanden, Salland, VGZ, and OHRA. Benefits of collective health insurance Personal and appropriate advice after assessment by healthcare specialists Easy and quick online or telephone comparison and sign-up Telephone helpdesk with specialists for questions and advice without selection menu or waiting times On average, helped 5 weeks earlier thanks to waiting list mediation Assistance with invoices and claims, so you receive answers to your questions faster Competitive premium and extensive coverage thanks to the collective health insurance Healthcare advice line Need help or extra information? Call the advice line on 088 – 12 10 255 or check tips for choosing the right health insurance. If you are not yet a member of FNV Horecabond, join to take advantage of this great member benefit, which allows you to earn back a large part of your contribution! Compare and sign up for your health insurance online yourself Do you want to know if you can get better coverage for a lower health premium? Make a non-binding comparison here! Based on your Updates policy and specific preferences, you will discover which health insurance suits you best. You will immediately see if you can also save on your premium.Can't figure it out? Call the specialists at Alpina for personal advice or participation in the collective health insurance of FNV Horecabond via 088 – 12 10 255 or contact via the chat function.TIP: Have your Updates policy at hand for a good comparison! Stay with your own health insurer and benefit from the advantages? Are you already insured with Nationale Nederlanden, Salland, VGZ, or OHRA and not yet using a collective discount on your health insurance? Then you can switch to the FNV Horecabond healthcare collective at any time during the year. Your premium benefit is often settled in the first month after registration. Go directly to the comparator

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After hundreds of hospitality enthusiasts cast their votes at the GastvrijheidsTOP, the team from Landal Rabbit Hill was able to take the stage to receive the first prize and hold the title of the Most Fun Hospitality Team in the Netherlands 2023. The election of the most fun hospitality team in the Netherlands was once again a great success this year, with entries and nominations from all over the country. At trade fairs such as Horecava, Gastvrij Rotterdam, and the BBB in Maastricht, visitors could nominate their favourite hospitality team. Various hospitality education institutions also participated, allowing students to nominate their internship company, for example. Closed due to circumstances The Landal Rabbit Hill team travelled to the GastvrijheidsTOP with no fewer than 35 employees to enjoy the hospitality event and the final. For General Manager Martijn Belt, it was enough reason to announce on social media that Landal Rabbit Hill would be closed on Tuesday due to the final. Ultimately, the Rabbit Hill team was able to receive the trophy amidst loud cheers, along with a value cheque for €1,000 to be spent on a team outing and an amount of €1,000 to be spent in the SVH academy. Prior to the final, the three finalists were visited by jury members Milo Berlijn and Patrick Treichl, who engaged with the teams on themes such as team Your career, job satisfaction, and personal growth. Both Restaurant Dimples, Restaurant Moustique, and Landal Rabbit Hill demonstrated that they are fantastic teams that exude a great deal of pride and enthusiasm. Collaboration between hospitality education and the business sector The election is an initiative of the Week of Hospitality, with a shared goal; to convey how beautiful and interesting the hospitality industry is to study and work in. The election generates positive attention for the participating hospitality teams and the sector as a whole. At the same time, hospitality students are actively involved by making them part of the nomination process. “Just like during the Week of Hospitality itself, it is important for us to involve as many hospitality students as possible in this election. Strengthening the connection with the field and showing students what wonderful and fun hospitality companies exist is an important goal for us,” said initiator Lennart Maas. The final was organised for the second time at the GastvrijheidsTOP, the hospitality event of FNV hospitality where hundreds of hospitality professionals gather each year for workshops, training, and this year a fantastic show by Milo Berlijn. FNV hospitality has been a proud partner of the Week of Hospitality and the election for years. “It is wonderful every year to see the joy of the finalists and especially the pride they show for each other and for our beautiful profession. We wholeheartedly support this election to jointly create positive attention for the hospitality worker and to show that the hospitality industry is a fantastic sector to work in,” said Edwin Vlek, union representative FNV hospitality.

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Today, the Central Bureau of Statistics announced that the number of union members in the Netherlands has decreased by 4% this year compared to two years ago. De Horecabond does not recognise this trend and has actually achieved a net membership growth of 3.6% over the past two years, up to September 2023.  Dick Koerselman, chairman of De Horecabond: “According to the CBS study, 54% of non-members have never considered a membership. De Horecabond does not wait for them to consider membership but actively seeks these people out in the companies. In recent months, thousands of people have provided input for a new CLA hospitality. With our campaign ‘Tigo the hospitality pro’, we have travelled across the country.” About De Horecabond De Horecabond is the union in the field of work, income, and Your career for all workers in the hospitality, catering, and recreation sectors, which advances potential skilled workers in every stage of life.

The nominees for the recreation elections 2023/2024 have been announced. The competition takes place between (in random order): Best Training Company Buitenplaats Beekhuizen Thermae 2000 Recreatiepark TerSpegelt Recreation Talent Maaike van der Molen, Landal Drentse Lagune Joyce Hansler, Landal Aelderholt Julia Kuijpers, Landal Hunerwold State The nominees in the category of best practical trainer in recreation will be announced soon. Congratulations in advance on these nominations!  The professional jury includes Johan Bijlsma (FNV Recreatie), Alwin Mulder (S-BB), Peter Verhaaf (TOP Animation), Herbert van Oord (HISWA-RECRON), Margreet Toonen (De Rooi Pannen) and the winning training company 2022/2023: Familie Resort Molenwaard. The festive award ceremony will take place on Wednesday, 6 December 2023 during The Day of Recreation in Archeon, Alphen aan de Rijn. A small selection of reactions from the nominees TerSpegelt: “How cool, super happy with it!!” and nominator Helga Goettsch about Julia Kuijpers: “We are so happy with this, because she really deserves it!” About the election FNV Recreatie organises the elections on behalf of Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. With these elections, ambitious practical supervisors, entrepreneurs, and recreation employees from across the country can showcase their talent. This demonstrates that they are an example of good practical guidance in the industry and puts the company in the spotlight for (future) employees. One can qualify for the election by being nominated or self-nominating. The professional jury then nominates three per category. For the Training Company elections, the nominees are visited by the jury.

After an exciting preliminary round, jury members Milo Berlijn and Patrick Treichl have selected Restaurant Moustique in Haarlem as a finalist for the competition of the Most Fun hospitality team in the Netherlands 2023. The preliminary rounds started early this year, with dozens of entries for the competition coming in throughout the year. Hospitality teams across the Netherlands showcased through creative submissions why they are the most fun team and should have a chance at this coveted title. At the Horecava and Gastvrij Rotterdam, visitors could also nominate their favourite hospitality team, and various hospitality schools participated with students. After much deliberation, Milo and Patrick stated that Restaurant Moustique demonstrated why they deserve to compete as a finalist for the title. “It is fantastic to see how this team dedicates themselves with so much enthusiasm and teamwork every day for the guest and for each other. In their submission, they have shown this in various ways, and during our jury visit, we will delve deeper into this,” said Patrick Treichl. The final will take place at the Hospitality Summit on Tuesday, 7 November, where the finalist teams will be treated as VIPs, and the hundreds of attendees will be able to cast their votes for the finalists. The winner not only receives the coveted title but also €1,000 to spend on a team outing. In addition to the cash prize, there are also various training sessions and workshops to be won. There is still a wild card available for the fourth finalist, so sign up quickly or nominate your favourite via weekvandehoreca.nl

After the House of Representatives, the Senate also approved the Future Pensions Act (Wtp) on 30 May 2023. The new law came into effect on 1 July 2023. Pension schemes must comply with this new law by 1 January 2028 at the latest. These are the three goals of this new pension law: pensions through a job move with the economy (can rise faster, but also fall), pension accumulation is more personal and clearer, and it better aligns with people changing jobs more often or starting for themselves. Pension is income after someone has retired. In addition to the pension through a job, there is AOW: the pension from the government. This remains the same. Milestone Social partners (employer and employee associations) in the accommodation recreation, swimming pools, and swimming schools sectors had been preparing for possible adjustments and exploratory discussions for some time. To work together and in collaboration with the Pension Fund Recreation on how the new pension scheme will look. Social partners have reached a preliminary agreement on this. We are one of the first sectors in the Netherlands to have come this far. The new pension scheme as of 1-1-2025 is an important milestone for social partners. This elaboration of agreements aims to provide a stable and future-proof pension for all participants in our sectors. Before it becomes final, the social partners consult their members. FNV Recreation offers the negotiation result with a positive recommendation. During the extra sector council meeting on Wednesday 11 October, we presented this, and they agreed.  Sectors' needs are central The collaboration between social partners has led to a new pension scheme specifically tailored to the needs of the accommodation recreation and swimming pools sector. Consideration is given to the characteristics of these sectors, such as many young participants. Solidarity remains important In the new pension scheme, you get a personal pension capital. This pension capital is built up by the contributions you make, together with your employer, and by the return (which is the result) achieved by investing that capital. In the new pension scheme, it is clearer to see how much pension capital you are building up and what that means for your pension income later after retirement. At the same time, there are still solidarity and collective elements: whether you are young, old, or in between. You share risks with each other, such as disability or death. Risk-sharing should ensure a stable, understandable, and fair pension. Protecting pension payments against fluctuations As the pension date approaches, the investment risk is reduced. Young people can take more risks because they have more time to recover from any setbacks. To protect retirees' pension payments, there is a solidarity reserve. It acts as a buffer to ensure that retirees continue to receive a stable pension as much as possible, even if the return on investments is disappointing. Strong points remain Not everything changes. The strong points of the Updates rules for pensions in the Netherlands remain. You build up a pension through your employer. That remains the same. You receive a pension as long as you live. In addition to a pension, you will later receive AOW from the government. That remains the same. If you die, your partner often receives a pension. Even if you die before you retire. You also continue to build up a pension if you become disabled. You can also start your pension earlier. Just like a number of other choices, such as choosing only an old-age pension at the pension date or a slightly lower old-age pension and a slightly higher partner pension. What does change? The main changes Starting to build up earlierAs of 1-1-2024, pension accumulation legally starts at 18 years old. Due to this legislative change, the minimum age for participation in a pension scheme is lowered from 21 years to 18 years as of 1 January 2024. This legislation affects all pension funds in the Netherlands and certainly also our sectors. Young employees aged 18, 19, or 20 will start building up their pensions from 1 January 2024. Employers will also pay contributions for these young employees. Since the retirement age remains 68 years, these young people will therefore build up a pension over more years than now. Pension with agreements about contributions, no promise about the amount in advanceUnder the new pension rules, pension funds must adopt a contribution scheme. In this, no agreements are made about the payment, but about the contribution. However, social partners determine the level of the contribution concerning their ambition. This is still determined in your CLA. The amount of your personal pension pot depends on the result achieved by investing the contribution. Retirees receive a lifelong pension based on the accumulated pension capital. For our sectors, the Updates contribution of 21.8% remains leading and will not change for the time being as a result of the new rules. You build up a pension capitalThe contributions made are invested. Investments are made according to the investment policy set by the board of the Pension Fund Recreation. You cannot choose where to invest or determine the risks yourself. Pension Fund Recreation invests all contributions collectively. By investing, you receive a return on your contributions. This is how your pension capital grows. This already happens in the Updates system. In the future, you will be able to see better how much money the employer and employee contribute and how it grows. Pension moves with the economyIf the economy is doing well, your pension can rise faster. But your pension can also decrease if the economy worsens. The younger you are, the more your pension capital will move with the economy. That's not a problem because you also have more time to build up a pension capital and make up for any setbacks. If you are retired, the pension moves as little as possible. But your pension can change a little every year. It is expected that pensions will rise more often and sooner than now. ReserveThe principle of solidarity and the idea that we all take care of each other is traditional. In the new pension scheme, everyone has their own personal pension capital, and there will also be a mandatory reserve. This is a collective reserve with which financial ups and downs can be shared together. The reserve is used to supplement pension capitals or payments in the event of major setbacks and to spread risks. This prevents unlucky and lucky generations and is expected to keep large fluctuations in pensions out. In addition to the reserve, the board of Pension Fund Recreation has instruments in the new scheme to mitigate or spread negative effects over time. This prevents economic setbacks from having a direct major impact on pensions. Personal pension capital cannot run outWhen you are retired, we pay your pension monthly from your pension capital. That capital cannot run out. You always receive a pension, no matter how old you get. If you live longer than expected, we will supplement your pension capital. The money comes partly from people who died earlier than expected. Survivor's pension: now standard arrangedThe survivor's pension is arranged in the event of death before the pension date and in the event of death after the pension date. In the new scheme, the amount of the partner's pension in the event of death before the pension date depends on the salary. The partner then receives a lifelong payment of 10% of the salary. In the Updates scheme, the amount of the partner's pension in the event of death before the pension date depends on the salary and the number of years of service (the number of years between the date of employment and the pension date). For people with few years of service, this is an improvement.  In the event of death after the pension date, the amount of the partner's pension mainly depends on the pension capital you have built up on your pension date and the choice you make for the distribution of your capital over an old-age and partner's pension. By default, the amount of the partner's pension in the event of death after the pension date is 70% of the old-age pension, but you can choose a different percentage. Your partner must co-sign for this. The orphan's pension in the new scheme in the event of death before the pension date is 5% of the salary (doubled for full orphans), in the Updates scheme this depends on the salary and the number of years of service. In the event of death after the pension date, the orphan's pension is a fixed percentage of the partner's pension after the pension date. (and therefore depends on, among other things, the accumulated pension capital). The orphan's pension is paid until the 25th birthday. Finally, there is the voluntary ANW gap insurance, a supplement to the partner's pension. This remains unchanged. The amount is a fixed amount, based on the statutory Anw benefit. The benefit is temporary and runs until the partner's AOW age. This remains unchanged. Transition: converting from Updates to newAll pensions of working people and all commenced pensions are converted into personal pension capitals. It is a choice of social partners to do this and thus follow the so-called standard option from the law. Choosing to convert based on the legal standard rule is generally in the interest of the participants. This keeps the pension built up from the Updates scheme and the pension capital in the new pension scheme together and keeps the payment of that pension executed from the same organisation. This is more advantageous than two administrations side by side. Buffers have been built up with the Updates pension capital. Part of this is used for the (initial) filling of reserves in the new pension scheme. The rest of those buffers becomes available for distribution to the personal pension capitals. Because all three reserves are immediately filled, they all work immediately. It concerns the following reserves: 1. Minimum required own funds: a legal obligation. 2.  Operational reserve: financial safety net for absorbing unexpected setbacks. 3. Solidarity reserve: intended to protect the level of pension payments. Compensation where necessaryThe introduction of the new scheme may have adverse consequences for some groups of participants. There is a group that paid a relatively high contribution in the first years but no longer benefits from the advantages of this in later years due to the new system. For some groups, these effects offset each other or are even expected to lead to a positive outcome. For the youngest participants, the positive effect of more money for their contribution in the new scheme is expected to outweigh the negative effect of conversion. But in between, we expect a group of active participants, especially those older than 47 years, for whom the negative effects are greater than the positive effects of conversion. They are therefore expected to be disadvantaged in the new scheme. For this group, compensation applies. If sufficient capital is available, they will therefore receive compensation. This compensates for these consequences. Pension in the Netherlands, how does it work again? The pension in the Netherlands consists of three pillars: The so-called basic pension, better known as AOW. Every Dutch person who lives or has lived in the Netherlands and reaches the AOW age receives this basic pension from the government. Even if you have never worked. The amount depends on how long you have lived in the Netherlands and whether you live together or alone. At the moment, the amount of the AOW for a cohabiting person is €920.98 net and for a single person €1,353.11.  If you work in the recreation sector or swimming pools sector, you build up an old-age pension through your employer. This is also the case in many other sectors. During your working life, you and your employer pay a contribution every month – this is done automatically through your salary payment. This goes into the collective pension capital of the sector, which is Pension Fund Recreation. Pension Fund Recreation invests the collective pension capital. This leads to returns that are added to the collective capital. This becomes more valuable due to positive results. In this way, you build up a pension that you receive from your retirement age, on top of the AOW. This pension amount varies per person.  It is also possible to provide for an additional pension yourself. This does not go through your employer, but for example through an individual pension insurance. This can be wise if you foresee that you will not have enough after your retirement date with the AOW and the pension via Pension Fund Recreation. In addition, there are two possible extra ways to build up a retirement provision. A house of your own is one of them, because it builds up capital that you can use later. Finally, working after the retirement date is also a way to obtain extra income. This is not a pension, but it is extra capital for the retirement provision. The new pension rules concern that second pillar: the pension that is built up through employers at Pension Fund Recreation.   More information Go to the theme page on www.pensioenfondsrecreatie. On 27 September, a webinar took place about the new pension rules. You can easily watch this webinar again.            

Marlotte Ferouge (36) has been a 'trainee union representative' at FNV Horecabond since 1 October. Together with union representative Edwin Vlek, she will soon be conducting negotiations on behalf of FNV hospitality as the second negotiator with the employers' organisation KHN about a new hospitality CLA effective from 1 January 2024. In this blog, Marlotte introduces herself. Standing up for the rights of 'citizens' and employees is very important and interesting to me. And this is reflected in my career. After starting as a legal advisor at the Legal Aid Office, I entered the world of unions. At FNV Mooi (the largest union in personal care), I worked on individual issues, but I discovered that my heart lies more with matters for larger groups of employees. So when FNV Horecabond was looking for a legal advisor for collective matters eight years ago, I seized that opportunity with both hands. Not only advocating from behind a desk but also getting onto the work floor! In recent years, I have legally advised/assisted the union representatives in the hospitality, recreation, and catering sectors in CLA processes and in cases such as bankruptcies, takeovers, and reorganisations of companies. A recent success we achieved was the case against Artis, where we managed to have unpaid CLA salary increases paid retroactively for a large group of employees. Some employees were owed as much as 20,000 euros. Additionally, their Updates wages have been increased by 14.7%. I love the hospitality industry, enjoy visiting it, and know many people in my environment who work in this beautiful sector. I have seen up close the direct consequences of the workload, long days, and low wages within the hospitality industry. My husband worked as a pastry chef in a hotel and left the sector years ago for those reasons. I have a tremendous drive to improve the working conditions in the hospitality industry. The employees deserve it; without them, there is no hospitality! And soon, I will be in a position to contribute directly to that. I am really looking forward to conducting the CLA negotiations for the hospitality industry together with my colleague Edwin Vlek. We complement each other very well. Edwin has a lot of experience as a union representative, comes from the hospitality industry himself, knows what he's talking about, and has an extensive network. And I know 'everything' about employment conditions, the legal issues in the CLA, and the upcoming changes in laws and regulations that we need to consider in the new hospitality CLA. It is also great that an active member of ours is part of the negotiation delegation, so hospitality employees truly have a voice at the table. In recent months, we have asked you via a survey which points we should bring up during the CLA negotiations according to you. 'A significant salary increase' is at the top of the list for both members and non-members. I expected nothing less, as the hospitality industry lags significantly behind other sectors in terms of wages, causing the purchasing power of hospitality employees to continue to decline. Additionally, you indicate that work and private life need to be better balanced. The return of an allowance scheme is also frequently mentioned. The survey runs until mid-October, so be sure to fill it in! Your input is needed. Together with our CLA committee, we will then review the survey results and determine our position at the negotiation table. I have a warm heart for all hospitality pros and will unconditionally commit myself in the coming months to significantly improve the employment conditions in the hospitality industry. So that the sector becomes attractive again to work in (and stay in)! Kind regards, Marlotte Ferouge

Hospitality experts Jeannine Sok and Sven Heijkoop have launched the very first hospitality quality mark for the hospitality industry named ‘Gezellig’ during the hospitality trade fair Gastvrij Rotterdam 2023. Together with various partners, they aim to inspire the hospitality sector to excel even more in hospitality. “We missed a quality mark that reflects the hospitality across the entire hospitality industry. Every level deserves recognition,” says hospitality expert Jeannine Sok, who, together with Sven Heijkoop, is the initiator of the very first hospitality quality mark for the hospitality industry: ‘Gezellig’. During the week of the hospitality industry and on the third day of the Gastvrij Rotterdam fair, the name for the quality mark was unveiled, and plans for a top 100 of hospitable hospitality businesses and a magazine were announced. Excelling in hospitality"With this quality mark, we want to encourage hospitality businesses to excel in hospitality and show their guests that they are committed to providing the best possible experience," says Jeannine Sok. "There should be more attention for the ladies and gentlemen at the ‘front’,” believes Sven Heijkoop. “This quality mark will not only help exceed guests' expectations but will also contribute to the professionalisation of the hospitality industry." Mystery visits by studentsTo assess hospitality, both hospitality experts have drawn up a checklist with several points. Through mystery visits, hospitality businesses that wish to qualify for the quality mark are visited. A pilot will soon start. Students from Drenthe College in Emmen will carry out these mystery visits. Partners and independent quality markIn addition, Albeda in Rotterdam, De Rooi Pannen in Eindhoven, ROC Nijmegen, and ROC van Twente have pledged their cooperation. As have various partners and companies from the hospitality industry such as the Week of the Hospitality Industry, the MBO Raad, Emixion, SVH, Gastvrij Rotterdam, Horecava, FNV, Bidfood Nederland, Brinks CoffeeRoasters, Marie Stella Maris, VHC, and Wijnkooperij De Lange. “We want to be an independent quality mark, so we are looking for more partners to promote the quality mark widely.” A great initiative for the entire professionThérèse Boer from the three-star restaurant De Librije in Zwolle is an ambassador for the hospitality quality mark. “It is a great initiative that I am happy to embrace,” says the SVH Master Hostess/SVH Wine Master. She finds the name ‘Gezellig’ accessible and well applicable to the entire field of hospitality. “Nowadays, guests want good food and drink and to have a good time. Hospitality is an important part of the experience.” Magazine and top 100 in 2024The initiators of the new quality mark want to publish a consumer magazine next year in which they will announce the top 100 most hospitable hospitality businesses in the Netherlands. A website is also being developed where more information about the quality mark will soon be available. About Jeannine Sok and Sven HeijkoopJeannine Sok is the owner of Gastologie in Nijmegen. Through this hospitality philosophy and training method she developed, she helps people optimise hospitality. She is the creator of the board game Gastologie and author of several books such as ‘How Hospitable Are You?’. Sven Heijkoop is maître, sommelier, and itinerant footman at the Royal Household.

'Broadly supported, thus stronger together'. Just before the summer, employers' and employees' organisations in hospitality and contract catering took an important step by reaching a preliminary agreement on a new pension scheme. At the beginning of September, members and boards of CNV Vakmensen, De Unie, FNV hospitality, FNV Catering, Koninklijke hospitality Nederland, and Veneca approved this renewal. This new scheme is set to come into effect from 1 January 2025 and will replace the Updates pension scheme. Joint benefits remain preserved The renewal opts for the solidarity pension contract: a more personalised pension while retaining collectively supported elements. This is of great importance for employees in hospitality and contract catering, as well as for those already retired. This includes, for example, the protection of pension payments for retirees, exemption from premium payments in the case of full incapacity for work, and collective investment. Additionally, every employee will receive coverage for a survivor's pension, which is new. The pension premium remains low, and employers are fully relieved of administrative burdens thanks to the payroll tax chain. The new pension scheme will be implemented according to the rules of the new Pension Act. The aim is to transfer everything built up under the Updates pension scheme to this new scheme, which is in everyone's interest. Follow-up agreements to reach a final agreement In the coming weeks, agreements on the new scheme will be further refined, both among the involved parties and with the Pension Fund for Hospitality & Catering. This will also consider compensation if the transition to the new statutory system negatively impacts the expected pension. Employers' and employees' organisations are pleased with the support received and look forward to finalising the agreements and implementing the new pension scheme by 1 January 2025.

In this third edition, an extensive report at Grand Hotel De Draak in Bergen op Zoom. How do they keep the profession attractive for staff there? A story about enjoyment, togetherness, and constantly getting opportunities. Bart Switijnk talks about his work at Diergaarde Blijdorp in Rotterdam. In the section The Household Book of... Corine Buurstee (47), working at café Onder de Toren, talks about her work and expenses. Additionally, you can read more about pensions and the Hospitality Summit. You will also find some great member benefits. Happy reading! Download the magazine.

If your company wants to train MBO students, official recognition by SBB is mandatory. Without the recognition 'SBB Recognised Training Company', the company is not allowed to train MBO students through an internship (BOL) or a work-study programme (BBL) under any circumstances. From 1 September 2023, the company must have a trained practical trainer to qualify for SBB recognition. Practical Trainer Training A new practical trainer training has been developed for this purpose. Developments in education, the labour market, and companies are happening rapidly. After attending this new training, you will know how to effectively guide a student in the BOL or BBL. SBB requires participation in this new training as a condition for recognising a company as an 'SBB Recognised Training Company'. HISWA-RECRON partners - Endurance and Recreation Training - both conduct the new Practical Trainer training. The content, duration, completion, and costs of the training are the same at both training organisations. You can choose which organisation you want to follow this training with. Social Fund Recreation The Social Fund Recreation reimburses the costs for participation in the Practical Trainer training from Endurance and Recreation Training. You can claim the costs for this training afterwards from the Social Fund Recreation. This only takes a few minutes of your time. Click here for the reimbursement of the training via KiKK Recreation Are you attending a training with Endurance or Recreation Training after 1 September 2023? SBB recognises your participation in this training. Have you completed another training to become a practical trainer before 1 September 2023? SBB recognises your participation in this training. You do not need to attend another training.   Watch the videos - two practical trainers speak: Practical Trainer Molenwaard Practical Trainer 't Mölke Questions? Send your question via email to HISWA-RECRON, Herbert van Oord: h.vanoord@hiswarecron.nl Course Description Practical Trainer as of 1 September 2023.pdf (83.28 KB)

For many, the summer holiday is about to start or has already begun. It's time to relax with your friends or family and recharge after all that hard work. Often, this time also provides the opportunity to put things in perspective and look towards the future. To think about and feel what is truly important to you in terms of work and personal life. How wonderful would it be if employees and employers could bring their wishes and ideas to the workplace. In our wonderful sector, this unfortunately happens far too little, in my experience. People enter hospitality with certain (rosy) expectations, thinking they know what the other finds important. While unjustified assumptions and a mismatch in expectations often lead to misunderstandings and, in the worst case, even a departure from the sector. I like to compare this to a couple in love. In the beginning, everything is wonderful and beautiful. You have a certain image of the other and only see the positive things in each other. Love is blind, after all. But as the relationship lasts longer, you also see each other's negative traits. And if you want to build a future together, you will have to talk about it and work on it together. I believe the solution lies here: engage in dialogue from the start and talk about: who are you really, what do you want, and what are you worth? Sometimes this is 'asking the obvious', but usually, it is not. Because everyone is different, and everyone has their individual needs, often depending on the life stage they are in. For example, many young people need flexibility in their work and want to earn a lot of money in a short time, while those in their thirties seek income stability to pay their mortgage. And as people approach retirement, it's nice if the work is physically less demanding. So no 'one size fits all', but individual customisation in hospitality!! What we need to move towards is creating an atmosphere where everyone wants and dares to empathise with others. Understanding and genuine interest in each other ensures a safe and warm workplace where people work with great pleasure and want to continue working. This sometimes leads to beautiful and unexpected outcomes that make all parties happy. This necessary change in corporate culture takes time and happens in small steps. And you can make an important contribution to this. By not sitting back and letting others determine your future, but by actively participating yourself. You hold the key. Even though conversations may not always be easy, true collaboration on an equal level offers the greatest chance of success. Without a shot, no goal! Edwin Vlek Union representative hospitality

Here you will find all the information about your pension. 

The Senate approved the Future Pensions Act (Wtp) bill on 30 May. The new law will come into effect on 1 July 2023, and pension funds, together with social partners, have until 1 January 2028 to adjust all Updates pension schemes to the new law. The FNV is pleased with this. The path to a new pension system can now continue, and the minister has given pension providers an extra year to implement the new pension schemes. This new pension system is quite complex, which is why the FNV has set out all the frequently asked questions on this subject on the website.  Watch the webinar on the Wtp from 15 June 2023 On Thursday 15 June, the major Pension Webinar of 2023 took place. There was again a lot of interest in the webinar, and many questions were asked by participants and answered by expert pension administrators. You can watch the entire webinar via the button below. Please feel free to share this information with other interested parties in your area. Pensions are a subject that concerns everyone over the age of 18, especially with the upcoming new pension schemes under the Wtp. View all information on the FNV website  

As announced in the new Alcohol Act, a new Register of Social Hygiene will be introduced. This new register will definitively replace the old SVH register on 1 July 2023. The new register will be managed by the National Commission for Social Hygiene (Lcsh). What exactly is changing for whom? And where can you go in the future? Self-registration from 1 July 2023 Everyone who obtains an Lcsh-recognised diploma from 1 July 2023 will register in the new Register of Social Hygiene. After registration, the applicant will receive a 'Declaration of Social Hygiene'. Registration costs €92. Reconfirming registrations from the old register Everyone who was already registered in the old SVH register before 1 July 2023 has 5 years to reconfirm this registration free of charge. If the Lcsh can match the registration with the old register, a confirmation will be received and included in the new register. Diplomas recognised by Lcsh Only Lcsh-recognised diplomas are eligible for a 'Declaration of Social Hygiene'. For educational institutions that offered a Social Hygiene course before 1 July 2023 with an SVH-recognised diploma, nothing changes. SVH-recognised diplomas will then be Lcsh-recognised diplomas. New educational institutions will follow the Lcsh recognition procedure for issuing a Social Hygiene diploma from 1 July 2023. This procedure will be available on the Lcsh website from 12 June. Consulting the register Everyone can consult the Register of Social Hygiene. This is particularly important for municipal employees who issue alcohol permits. They can check in the register whether the managers of the business are registered. The register can be searched using a combination of initials, surname, and date of birth. The Lcsh The Lcsh (National Commission for Social Hygiene) is an independent administrative body acting on behalf of the Ministry of Health, Welfare and Sport. The establishment of the Lcsh ensures independence regarding the recognition of Social Hygiene diplomas. The Lcsh also manages the new Register of Social Hygiene. The new register is necessary to meet government quality requirements and to keep the register future-proof. More information For more information about the new Register of Social Hygiene or the Lcsh, you can visit www.registersocialehygiene.nl. NOTE: It is important that everyone currently listed in the Updates register reconfirms this free of charge and, if necessary, corrects it. A period of five years will be allowed for this from 1 July 2023. After that, unconfirmed registrations will be cleared. Therefore, it is important to reach the registered individuals. So share this information with colleagues who are also registered! Frequently asked questions and answers   Why is there a new Register of Social Hygiene? From 1 July 2023, the tasks of the LEC-SVH will be taken over by the National Commission for Social Hygiene (Lcsh). One of the activities carried out by the Lcsh is the establishment of a new register. This is necessary to meet government quality requirements and to make the register future-proof. What happens to the registrations from the old register? The Lcsh takes over the old SVH register. This register will be managed alongside the new register for 5 years. This gives everyone who was in the old register before 1 July 2023 enough time to be included in the new register. This reconfirmation of registration is free of charge and can be done from 1 July via the website of the new register: www.registersocialehygiene.nl/registratie-herbevestigen Why does registration in the new register cost money? The Alcohol Act stipulates that a cost-covering fee must be charged for registration. In the old situation, the costs incurred by LEC-SVH for managing the register were largely reimbursed directly by the Ministry of Health, Welfare and Sport. Registration in the new register costs €92. Can I also see who is in the register? Yes, from 1 July 2023, everyone can search the register via www.registersocialehygiene.nl/register-raadplegen using a combination of initials, surname, and date of birth. This is particularly necessary for municipal officials to determine whether managers of a business are registered to qualify for an alcohol permit. Who is the Lcsh? The Lcsh is the National Commission for Social Hygiene. This commission manages the new register. Registration in the Register of Social Hygiene is confirmed by the Lcsh with a 'Declaration of Social Hygiene'. Additionally, the Lcsh recognises Social Hygiene diplomas. Only Lcsh-recognised diplomas entitle registration in the register. Where can I find more information about the new Register of Social Hygiene? All information about the Register of Social Hygiene and the Lcsh can be found at www.registersocialehygiene.nl. From when do all changes regarding registration and reconfirmation take effect? All changes take effect from 1 July 2023.  

Workplace trainers have an important role. They ensure well-trained professionals and serve as the business card of companies in the sector for students from vocational education. Therefore, it has been decided to reimburse the costs of the Workplace Trainer training from 1 January 2023. Additionally, the Updates training will receive an upgrade. To professionally guide interns and students within training companies, the sector has had its own Workplace Trainer Training for years. However, developments in education, the labour market, and within companies are progressing rapidly. To adapt the training to these developments, work is currently underway on an upgrade. The Updates programme will be supplemented with several new themes. The new version of the training will be available this autumn. Business card of the sector Workplace trainers have an important role. By transferring their Insights and experience, they ensure that the next generation of professionals enters the labour market well-trained and prepared. Additionally, they are also the business card of companies in the sector for students from vocational education. They are the point of contact for students and interns and act as ambassadors for the company. A good workplace trainer can play an important role in attracting new talent to the company. It is therefore important that workplace trainers learn how to make their company positively visible and how to establish contacts with schools in their region to actively approach students. Workplace trainers thus have an important role in engaging and retaining students in the industry. New components Various components of the Updates Workplace Trainer training will remain, such as creating a training plan, providing instruction, and conducting two-way conversations correctly. The new training includes the following components: Promoting intake Selecting Onboarding Guiding Assessing Professionalising Guiding practical assignments Testing competencies SBB recognition Social partners endorse the great importance of professional guidance for interns and students. It is expected that the Workplace Trainer Training will become mandatory from autumn 2023. From that moment, SBB will only recognise companies as training companies if they have a workplace trainer employed with a recognised certificate. Companies that are already recognised will retain their SBB recognition. The SBB recognition is mandatory if you want to guide a student as a company. Reimbursement of costs Due to this Your career, social partners have decided to reimburse the costs of the Workplace Trainer training from 1 January 2023. This applies to all participants working in a company that contributes to the Social Fund Recreation (KIKK) in accordance with the CLA Leisure Recreation. Have employees followed the Workplace Trainer Training since 1 January 2023? Then you can apply for reimbursement within 3 months after completing the training via the KIKK website. More information? Contact KIKK recreation (info@kikk-recreatie.nl, reimbursement procedure), HISWA-RECRON (info@hiswarecron.nl, obligation) or Endurance (info@endurance.nl, content and planning). Or request the reimbursement here. 

You have a say as a member of the FNV. Our Members' Parliament of 102 members makes the decisions. Each of our sectors has one or more elected or appointed representatives in the Members' Parliament. This way, you as a member have direct influence on our policy. What does the Members' Parliament do? The Members' Parliament determines our long-term course. The Members' Parliament decides on proposals from the board. The Members' Parliament oversees the board. FNV Horecabond has two seats with members representing our union in the Members' Parliament. Due to the departure of one of these members, Carlo van den Wijngaard is now nominated as a candidate for the Members' Parliament.  Carlo van den Wijngaard (1994) ​​Position: General Manager at Brothers hospitality Group  My motto: "I find it important to ensure the labour market becomes fairer and I want to do this by being a voice for employees." Goal within Members' Parliament: "Through the Members' Parliament, I will represent that voice and commit myself to more equality."   Election during Members’ Meeting Monday 22 May During the Members’ Meeting at the Railway Museum Utrecht, this election is on the agenda. As a member, you have an important vote in this. Additionally, we will update you on developments in our sectors and you can attend two interactive workshops!    Register for the Members’ Meeting  

On Monday, 17 April 2023, employees, employers, and clients engaged in discussions during the conference 'Catering and hospitality: staying on course together' about how the agreements from the CLA catering/hospitality are being implemented in practice. It was an inspiring day with informative sessions, good conversations, and valuable insights! What next? During the conference, much was discussed about how the sector should further develop in terms of employment conditions, but also topics such as image, Your career and training, and communication between the shop floor and management were central. Broadly speaking, it became clear that the connection and involvement between employers and employees need improvement. This will need to happen through more open communication, seeing and understanding each other. In the coming period, all the input gathered during the conference will be further developed. Social partners will use this input during the CLA negotiations later this year. Organisation The conference was organised by industry partners Veneca, VOC Cateraars, CNV Vakmensen, De Unie, and FNV Catering and was led by the day's chairman Harry Glotzbach. Speakers included Ard van der Steur - Veneca, Michiel van der Eijk - KCS, Roy Odekerken - VOCC, Inga Blokker - FSIN, and staff members Marisa Kleinee and Peter Stoute. Thanks to contributions from both employees, employers, and clients, it was a success. View a photo report of the day.                          </p  

Erwin Gosselink is now remunerated as the secretary-treasurer of De Horecabond. 

This is an old article. Download the latest CLA Albron Center Parcs here.

Here we are, on the eve of a new year. A moment to reflect together on everything that has happened over the past year. And that is quite a lot. Both in the world around us and in our beautiful recreation sector. We 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.  Many of these developments also impacted the sector. Due to corona, the Netherlands as a holiday destination was extremely popular over the past three years. The number of bookings was sky high, and you noticed that. A lot was asked of you, our recreation staff. And that in a time when we – like many other sectors – are struggling with major staff shortages and a tight labour market. Something we as a sector are very concerned about. Research shows that employees are leaving or want to leave our sector. And there is little intake in the training courses, even though people are proud of the work. But the hard work, high workload, and minimal employment conditions are really too much for many. Together with HISWA-Recron and education, we have therefore started to put recreation back on the map. By talking to each other about: how can we jointly ensure that we prepare the sector for the future and improve its image. With enough skilled and enthusiastic employees who want to commit to the sector for a longer period. We will use the outcomes of the congress ‘Recreation back on the map’ to make further progress next year. This year we were confronted with high energy prices and price increases, and consequently a decline in purchasing power. Even though recreation staff will receive a 2% increase from 1 January 2023, this pay rise and the government's compensation schemes are insufficient to offset the decline in purchasing power. As a union representative of FNV Recreatie, I have worked hard recently to persuade employers' organisations to do something for the employees as a sector. But unfortunately, they are not responding. They expect inflation to fall in 2023, making compensation unnecessary. And if a gesture is to be made, it should come from individual employers. I find this really disappointing, a missed opportunity and bad for the image of our sector. Then a look ahead to 2023. The expectation is that economic growth will slow down and that the number of visitors will decrease because people can spend less. We are already seeing this happening in the declining number of bookings. The growth of the corona period will level off. Hopefully, this means that employees will get a bit more breathing space and it will become more pleasant and enjoyable to work in the sector. 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! And we will continue with the course set to put recreation back on the map through research, activities, and a follow-up congress. Finally: I wish you all a good Christmas with your loved ones and a happy and healthy 2023. And for those who have to work: give it your all and make it a fun time with your colleagues! Johan Bijlsma Union representative FNV Recreatie  

Download the CLA catering with the latest information. 

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

On Tuesday, 6 December, during the conference ‘Recreation back on the map’, the winners of the recreation elections were announced at Burgers’ Zoo. After a few exciting weeks, these are the winners of 2022/2023:  1. Best Training Company Recreation  Vakantiepark Molenwaard      2. Best Practical Trainer Recreation  Imaany Vledder, Kennemer Duincamping De Lakens      3. Most Enjoyable Colleague Recreation  Elly Janssen     The professional jury deliberated extensively over their choice for the winners leading up to the awards. What did they find most important? That learning is the top priority and that there is ample room for students to grow. Making mistakes is allowed, as this is the only way students get the opportunity to develop as well as possible. Additionally, creativity and a unique contribution were significant factors for the jury.  The winners of the most enjoyable colleague and best practical trainer each receive a dinner voucher worth €150 and, of course, the prestigious title. The best training company receives, in addition to the title, €500 for a company outing. Congratulations to all!  First reaction from the winning training company Vakantiepark Molenwaard  “Hooray! We have fantastic news. Vakantiepark Molenwaard has been named Best Training Company Recreation 2022/2023. “The jury was looking for the most excellent company, and there was only one,” said one of the jury members. We are immensely proud of winning this award and this wonderful jury commentary!”  Praise for Imaany Vledder and Elly Janssen  Before the winning practical trainer was announced, two students of Imaany spoke. “With Imaany, you can be completely yourself and share everything, even if personal issues arise,” mentioned one of them. Elly Janssen was also praised on behalf of her colleagues for her years of tireless dedication! “Elly is an energetic, dedicated, loyal colleague who is retiring this year after 28 years.”  Professional Jury  The professional jury included Johan Bijlsma (FNV Recreation), Alwin Mulder (S-BB), Peter Verhaaf (Beachresort Julianahoeve), Herbert van Oord (HISWA-RECRON), Margreet Toonen (De Rooi Pannen) and the winning training company 2021/2022: Vakantiepark Mölke from Zuna.  About the elections  FNV Recreation organises the elections on behalf of Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. With these elections, ambitious practical trainers, entrepreneurs, and recreation employees from across the country can showcase their talent. This demonstrates that they are an example of good practical training in the industry and puts the company in the spotlight for (future) employees. 

On Monday, 5 December, SVH, on behalf of the Best Hospitality Training Company committee, announced which mentors are in the Top 3 of the competition. The mentors in the running for the title of Best Hospitality Mentor 2022/2023, in no particular order, are Marisca Stam from 't Voorhuys in Emmeloord, Mark Benneker from 't Kruisselt in De Lutte, and Best Hospitality Mentor 2019/2020 Nita Huning-Koster from Het Noorden van Aalten. This year, too, the competition committee, consisting of representatives from SVH, SBB, KHN, FNV hospitality, the MBO Council, and previous winners Van der Valk Sassenheim-Leiden and 't Havenmantsje, had the pleasant task of determining which mentors have advanced to the finals. Praised by students The mentors came into focus during the visits by the professional jury to the training companies in the Top 10 of the Best Hospitality Training Company competition. “The title is intended for that mentor who stands out with his or her own qualities. They stand out positively and are praised by their students for their enthusiasm and personal attention,” said Ricardo Eshuis, director of SVH and chairman of the competition committee. “Just like in football, sometimes you don’t just want to reward the best club with the title but also distinguish the best player. Sometimes a mentor excels so much that it makes a difference in a company. We see Nita, as the first winner of this title, back in the Top 3. It is great to see that the quality remains extremely high.” On Thursday, 1 December, SVH presented the Top 3 training companies competing for the title of Best Hospitality Training Company 2022/2023. The winning training company and the winning mentor will be announced during the final at the Horecava in 2023. Why this competition is so wonderful The parties sitting together in the competition committee all see the importance of on-the-job training and support companies to improve students and other employees through guidance and training. The aim of the competition aligns well with their vision and goals, ranging from a safe learning and working environment to increasing professional competence in the industry as a whole and of individual employees in particular. "Training companies and good mentors are of great importance to achieve this goal. For a student gaining experience as a hospitality employee for the first time, they can make a big difference. They serve as role models and also leave an important mark on the skills and attitude of the student towards the hospitality profession. Good mentors and training companies are therefore indispensable for training a new generation. That is why SVH organises this competition on behalf of the industry," said Eshuis. More than 100 participants The Best Hospitality Training Company competition is held annually and started in early September with the nomination round. Mentors, students, teachers, and employees from the hospitality sector could nominate their favourite training companies for the coveted title during this round. Nominated training companies then completed assignments to show why they deserve the title. For this competition, which skipped two editions due to the pandemic, over 100 training companies were nominated this year. The full list of recognised training companies nominated for the title of Best Hospitality Training Company 2022/2023 can be seen at www.besteleerbedrijfhoreca.nl/ranking For more information about the competition, visit www.besteleerbedrijfhoreca.nl

Next week, 21-25 November 2022, the Week of Catering will take place. During this week, catering staff will be celebrated. Prior to this, we searched for the Most Fun Catering Team, the Best Catering Location, and the Most Fun Catering Colleague in the Netherlands. A professional jury has nominated three entries for each category. The nominees for the Most Fun Colleague will remain a surprise for now. The nominees in the running for a Golden CateRing for the Most Fun Team or Best Location in catering are, in no particular order: Nominees for Most Fun Team Albron - Stadhuis Zwolle Cirfood - Wibauthuis Schoolcatering de Waal/Vital - Fons Vitae  Nominees for Best Location Albron - Sint Franciscus Gasthuis Hutten - Castella Appél - Xylem   Congratulations on your nomination! The festive award ceremony for all nominees of the three Golden CateRings will take place on Thursday evening, 24 November.  Professional Jury The jury consists of Harry de Wit | union representative FNV Catering, Michiel Meier Mattern | Advisor Food and hospitality, Jan Jaap Schmitz | former Hospitality officer Radboudumc, and the winners of the Most Fun Catering Team 2021/2022: Albron | Huntsman Botlek.

On Thursday, 10 November 2022, SVH (Stichting Vakbekwaamheid hospitality) announced the Top 10 of the Best Hospitality Training Company competition. For this competition, which skipped two editions due to the pandemic, over 100 training companies were nominated this year. Until Sunday, 6 November, nominated training companies could complete assignments and score points to reach the first milestone of the competition: the Top 10 best training companies in the Netherlands. With the announcement of the Top 10, the first phase of the competition has concluded, and in December it will be known which of these training companies have made it to the Top 3.    The competition, organised by SVH on behalf of the hospitality sector, began in early September with the nomination round. Mentors, students, pupils, teachers, and staff from the hospitality industry could nominate their favourite training companies for the coveted title during this round. Nominated training companies then completed assignments to demonstrate why they deserve the title. The Best Hospitality Training Company competition committee congratulates all nominated training companies. A nomination for this title is a token of appreciation towards the training company. A remarkable achievement that the entire company can be very proud of. The training environment, the involvement of the training company with the student, and the vision on training are points on which the training companies are assessed during the first round of the competition. A video pitch, the training plan, and a testimonial from a student are important components. Additionally, training companies could score extra points with bonus assignments by, among other things, creatively urging their network to vote for them. The points from all these assignments together determined the training company's position in the ranking.  This is the Top 10 of the 2022/2023 edition in alphabetical order: De Hof, Renswoude De Werf, Veere ’t Kruisselt, De Lutte Nakal, Meijel Nederheide, Milheeze ’t Noorden, Aalten Ron Gastrobar, Amsterdam TerSpegelt, Eersel The Lemon Tree, Deventer ’t Voorhuys, Emmeloord The competition committee is impressed by the number of companies that, in these challenging times for the sector, give learning on the job a prominent place in the company. Ricardo Eshuis, director of SVH and chairman of the competition committee, said: “We notice that training companies participating in the competition often already have an incredibly good training environment and are highly involved with their students. We see this reflected in the training plans, where there is much focus on personal Your career and growth of the student. We also see some familiar faces returning in the Top 10. These companies continue to develop themselves further as training companies and therefore stand out positively in the competition again this year.” Further competition progress  The training companies from the Top 10 will be visited this month by a committee member of the competition. This is to get a good impression of the training company. Additionally, the committee member will talk to students and mentors during the visit about the implementation of the training plans and the training vision. The experiences of the committee members are discussed in the full competition committee, consisting of representatives from SVH, SBB, KHN, FNV hospitality, the MBO Raad, and previous winners of the competition Van der Valk Sassenheim-Leiden and ’t Havenmantsje. Based on the top 10 ranking and the experiences of the committee members with the training companies, the competition committee determines which three training companies will reach a place in the final. We are also looking for: the best mentor The role of the mentor is being highlighted again this year: they have a chance to win the title of Best Hospitality Mentor 2022/2023. The best mentor comes into view during the committee visit to the training companies that reach the Top 10 of the Best Hospitality Training Company competition. It is not surprising that the best mentors often work at one of these top training companies. These training companies realise how valuable the mentor is and therefore invest in their skills. Training applies not only to students; the mentor themselves is never done learning. The best mentors take the time and space to bring out the best in both themselves and their students. Winner 2022/2023  The winning training company and the winning mentor will be announced during the final at the Horecava in 2023. This training company will not only hold the title of Best Hospitality Training Company 2022/2023 for a year but will also win the award with an accompanying wall plaque. Additionally, they may spend a day with an SVH Master of their choice, including a wonderfully catered lunch, and they will receive a tailor-made academy full of new e-learnings from SVH. Why this competition is so important The parties sitting together in the competition committee all see the importance of training on the job and support companies to improve students and other employees through guidance and training. The goal of the competition aligns well with their vision and goals, ranging from a safe learning and working environment to increasing professional competence in the industry as a whole and of individual employees in particular. “Training companies and good mentors are of great importance to achieve this goal. For a student gaining their first experience as a hospitality employee, they can make a significant difference. They have a role model function and also leave an important mark on the skills and attitude of the student towards the hospitality profession. Good mentors and training companies are therefore indispensable for training a new generation. That is why SVH organises this competition on behalf of the sector,” said Eshuis. View the full list of recognised training companies nominated for the title of Best Hospitality Training Company 2022/2023 at www.besteleerbedrijfhoreca.nl/ranking For more information about the competition, visit www.besteleerbedrijfhoreca.nl Previous winners of Best Hospitality Training Company 2022/2023: ? 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 of Best Hospitality Mentor 2022/2023: ? 2019/2020: Nita Huning-Koster from 't Noorden in Aalten The 2020/2021 and 2021/2022 editions could not take place due to the prevailing corona measures at that time.  

After a thrilling finale at the GastvrijheidsTOP of FNV Horecabond, Van Rossum from Woerden was chosen as the winner of the competition for the Most Fun Hospitality Team in the Netherlands last Tuesday. Van Rossum is part of the Axivate hospitality Group. THREE FINALISTS This year, the preliminary rounds again took place during the Week of Hospitality, with jury chairs Patrick Treichl and Milo Berlijn reviewing the various entries. Hospitality teams registered with a creative submission, showing why they are the most fun hospitality team in the Netherlands. More than four hundred hospitality enthusiasts cast their votes. From all entries, Van Rossum from Woerden, Suzie Q from Scheveningen, and De Golfslag from The Hague emerged as finalists. Patrick and Milo then paid a jury visit to the finalists, during which they spoke with the teams and the management of the hospitality venues. “The hospitality industry has so many amazing hospitality teams! Once again, we encountered incredibly fun hospitality teams that are well-trained, enjoy their work, and care for each other. This competition once again shows that we, as an industry, have an enormous number of beautiful and fun hospitality teams,” said an enthusiastic Milo Berlijn. THE VALUE OF A GOOD HOSPITALITY TEAM The competition is set up as a positive contest for the hospitality industry, to put both the teams and the hospitality venues themselves in the spotlight. Each year, hospitality teams are nominated by several prominent figures from the industry, but dozens of hospitality teams also register themselves. This year, the finale took place at the Gastvrijheidstop, where the three finalist teams were fully spotlighted. “With great pleasure, we highlighted the finalists once again at the GastvrijheidsTOP and provided a platform for this wonderful competition. I am already looking forward to next year, to see all those enthusiastic hospitality teams again during the preliminary rounds and the finale,” said Vlek Sectorbestuurder FNV hospitality. According to jury chair Patrick Treichl, the value of truly well-cooperating hospitality teams is still greatly underestimated. “A good location, menu, or interior, yes, that's all important, but the staff really make the difference. They create the experience, they increase spending, and they are much more influential for operational optimisation than a nice terrace or attractive decor. With this competition, we want to draw even more attention to the hospitality professional and the teams in which they work every day,” said an enthusiastic Treichl. THE MOST FUN HOSPITALITY TEAM IN THE NETHERLANDS Van Rossum Woerden is thrilled with the first prize, and the team received the value cheque worth €1000 to spend on a team outing under thunderous applause. Of course, the other finalists Suzie Q and De Golfslag also won prizes, and it was announced that the competition will be organised on a grand scale again in 2023.

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Robotic arms play an important role at the cocktail and wine bar of Mr. Mofongo in Groningen. However, owner Patrick Beijk emphasises, they will never replace the staff. A glimpse into the kitchen of an establishment that is as progressive as it is atmospheric. “The robotic arms ensure that the work becomes more pleasant for the staff.”It is an early afternoon in the wine bar of Mr. Mofongo in Groningen, as a robotic arm extends into the venue. Just before, owner Patrick Beijk promised a visitor to select a wine for him. And now the mechanical limb finds its way in the ‘glass wine cellar’. A little later, a perfect glass of wine is on the table, chilled and served precisely by two robotic arms. An Italian pinot grigio, the description on the glass floor reveals. “Amazing, isn’t it?”, says Patrick. “You wouldn’t believe how many people come here daily to see these kinds of innovations. That says something about how special they are.” Download our member magazines. 

The nominees for the recreation elections 2022/2023 have been announced. The competition will take place between (in random order): 1. Most beautiful training company Holiday park Landal Sluftervallei Camping Geversduin Holiday park Molenwaard 2. Best practical trainer Maaike de Koning, Landal Hoog Vaals Imaany Vledder, Kennemer Duincamping De Lakens Henny Kuipers, Roompot, Hunzepark 4 Gasselternijveen 3. Nicest colleague Bart van der Meijden Monique Senders Elly Janssen Congratulations in advance on these nominations! The professional jury includes Johan Bijlsma (FNV Recreation), Alwin Mulder (S-BB), Peter Verhaaf (Beachresort Julianahoeve), Herbert van Oord (HISWA-RECRON), Margreet Toonen (De Rooi Pannen) and the winning training company 2022: Holiday park Mölke from Zuna. The festive award ceremony will take place on Tuesday, 6 December 2022 during a special event for the recreation sector at Burger’s Zoo in Arnhem. More information will follow soon. A small selection of reactions from the nominees: “What a surprise this nomination, we are so proud and honoured!” and “Me nominated, I am really speechless, amazing!” About the election FNV Recreation organises the elections on behalf of the Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. With these elections, ambitious practical trainers, entrepreneurs, and recreation employees from across the country can showcase their talent. This demonstrates that they are an example of good practical training in the industry and puts the company in the spotlight for (future) employees. One can qualify for the election by being nominated or by nominating themselves. The professional jury then nominates three per category. For the Training Company elections, the nominees are visited by the jury. The nominees in the Best Practical Trainer and Nicest Colleague elections are given an additional task. The winners of the recreation elections 2022/2023 have now been announced!

From Monday 21 November to Friday 25 November 2022, De Week Van De Catering (DWVDC) will take place once again! During this week, catering staff are given extra recognition because staff in catering are worth their weight in gold! This year, we have no less than three competitions: the most fun catering team, the best catering location, and the most fun catering colleague. These competitions will conclude with a festive award ceremony for all nominees of the three Gouden CateRingen on Thursday evening, 24 November, at the beautiful location Buitenplaats Kameryck in Kamerik. You can register for the competitions until Thursday, 10 November. And who knows, you might win one of the three Gouden CateRingen! The award ceremonies will take place on Thursday evening, 24 November, so make sure to mark this date in your diary. See below for a look back at last year's Gouden CateRingen award ceremony! 1. Who is the most fun catering team? Which team can call itself the Most Fun Catering Team in the Netherlands this year? During De Week van de Catering, we're once again looking for the most fun team! So does everyone in your catering team always have a big smile, is no guest's question too crazy, and do you always stand ready for each other and the guest as a team? Then you might be a member of the most fun catering team in the Netherlands, and the Gouden CaterRing will shine in your restaurant from the end of November. Register your catering team! 2. Is your catering location the best? This competition was held for the first time in the previous edition and was a success. That's why you can participate again this year in the 'Best Catering Location' competition. Is your catering location simply the best place where your guests can score breakfast, lunch, dinner, or a snack or drink in between? And is that something you're incredibly proud of? A Gouden CateRing is ready for you. Register your location! 3. Who is the most fun catering colleague? This year, we're once again looking for the most fun catering colleague, a great addition to the other competitions. Is your colleague always willing to lend a hand? Do they know exactly which guest needs a little extra attention, or who can be cheered up with just that nice sandwich, drink, or snack? Then your colleague is a candidate for the Gouden CateRing for the Most Fun Catering Colleague. Or don't be too modest, maybe it's you. Can you already see it shining, that Ring? Register your colleague!

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Are you covered by the Contract Catering CLA and are you within 36 months of your state pension date? Then you can apply for an RVU benefit and possibly stop working earlier. The duration of the RVU benefit is a maximum of 36 months. There is no minimum duration.  Scheme as of 1 January 2026 The RVU scheme ends on 31 December 2025. This means that the last benefit can commence on 31 December 2025. If you want to make use of the RVU scheme this year and you meet the conditions, you must submit the application to us by 30 September at the latest. It has not yet been decided whether the scheme will continue after 1 January 2026.  If the scheme does continue, different conditions will apply. The emphasis will be more on 'heavy occupations'. It may be that no new intake is possible temporarily. It could also mean that intake is only possible for a limited number of functions. ​Do you want to know more about the scheme? Then quickly check ietsvoorjou.nu Who is eligible for the RVU? Have you worked continuously for at least 15 years for one or more employers in contract catering? Then you may be eligible for the RVU benefit. Have you: had one or more periods where you did not work and/or worked outside contract catering; and are these periods together a maximum of 6 months? Then these count towards the determination of the 15-year reference period. Are the periods of interruption together more than 6 months? Then you do not meet the reference period of 15 years of service. The benefit can only commence once you have left your employer in contract catering. How much is the benefit? In 2025, the benefit amounts to a maximum of €2,273 gross per month. On an annual basis, this is a maximum of €27,276. If you work part-time, the benefit is determined pro-rata. For more information on this, check ietsvoorjou.nu. How do you apply for an RVU benefit? You apply for an RVU benefit digitally via ietsvoorjou.nu. What is the application period? For a benefit in November, the application period is 2 months. For a benefit in and from December, the application period is the normal period of 3 months. An application cannot be submitted earlier than 4 months before the desired date of retirement.

Who is the most fun colleague, the best training company or the top practical trainer 2022/2023? This year, various elections are being held in the recreation sector. We are looking for the best training company, the top practical trainer, and the most fun colleague. 1. Training Company Recreation  With the 'Training Company Recreation' election, ambitious practical trainers and entrepreneurs from across the country can showcase their talent. This demonstrates that you are an example of good practical training in the industry and puts your company in the spotlight for (future) employees. The winner receives the title ‘Training Company Recreation 2022/2023’, a trophy, a certificate, a framed photo of the company, and a place on the jury for the next elections. Additionally, the best training company wins 500 euros for a company outing. But of course, it's also about the honour! With this title, you show that you are invaluable as a practical trainer in our field. Have you had a special experience with a training company as a teacher, internship supervisor, student/intern, or industry representative?  2.  Practical Trainer Recreation Practical trainers are indispensable in our industry and serve as role models for future employees. A good practical trainer passes on the craft to the next generation with attention and care. It is important that the practical trainer is given the time and space for this. It's more than just ticking off a task list. How wonderful it is when an intern looks back on their career and remembers that one practical trainer. The winner receives the title ‘Top Practical Trainer Recreation 2022/2023’, a trophy, and a cheque for a dinner arrangement*. But of course, it's also about the honour! With this title, you show that you are invaluable as the top practical trainer in recreation.  Do you know a practical trainer who does everything possible to help students achieve their best?  3. Colleague Recreation All recreation employees work hard. You should also think about yourself and your colleagues sometimes. That's why FNV Recreation is organising the 'Your Most Fun Colleague' competition again! The winner receives the title ‘Most Fun Colleague Recreation 2022/2023’, a trophy, and a cheque for a dinner arrangement. But of course, it's also about the honour! With this title, you show that you are invaluable as the most fun colleague in recreation.  Do you have a colleague who you think is truly the most fun?  Toolkit On the toolkit page, you will find various communication tools to share the elections within your organisation. Go to the toolkit.  Expert Jury The expert jury includes Johan Bijlsma (FNV Recreation), Alwin Mulder (S-BB), Peter Verhaaf (Beachresort Julianahoeve), Herbert van Oord (HISWA-RECRON), Margreet Toonen (De Rooi Pannen), and the winning training company 2021/2022: Vakantiepark Mölke from Zuna. FNV Recreation organises the elections on behalf of the Stichting Sociaal Fonds Recreatie (SFRecreatie) in collaboration with social partners, namely HISWA-RECRON and CNV Vakmensen. Aftermovie Awards 2021/2022      

If you stop working at a certain point, you want to ensure that you and your loved ones have enough income to live and enjoy your retirement without worries. The Netherlands has one of the best pension systems in the world. However, the Updates pension system no longer meets the needs of this time. The aim is to implement the new pension schemes at all pension funds by 1 January 2027 at the latest. You can attend a regional meeting in the coming month where we will inform you about the new pension system.  View all information

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Where alcohol flows freely, sexually inappropriate behaviour lurks. A risk for the hospitality sector, as research from Rutgers Insights centre on sexuality shows that alcohol and drug use is linked to experiencing sexually inappropriate behaviour. According to FNV hospitality, the problem is underestimated and therefore advocates for a reporting point: "Everyone knows that the behaviour currently happening in hospitality is not always okay and at the very least pushes boundaries." "Every evening something could happen, from a comment to a slap on your bum to more intense things like squeezing your breasts," Brechje Bevers tells AT5. She worked from age 19 to 23 in a pub in Amsterdam and experienced all sorts of things there. Since the broadcast of BOOS about The Voice of Holland, there has been much attention on sexually inappropriate behaviour and questions have flooded into the Centre for Sexual Violence. "We received six times as many questions," says Vera Schüller, network coordinator of the CSG. Edwin Vlek from FNV hospitality is concerned about the behaviour in the hospitality industry: "It's an unspoken subject. Unwanted behaviour and sexual harassment are not always recognised and acknowledged." From FNV hospitality, he wants to start a reporting point: "To make it as accessible as possible for employees who experience this to report it." "At first, I laughed it off" Brechje confirms that this happens more often: "Colleagues experienced it too." She regularly faced sexually charged comments, but sometimes it went further. Like when she was tidying glasses at the bar: "I asked a guy if I could Card, and he turned around and squeezed my breasts." Initially, she laughed it off, but later in the evening, she felt uncomfortable. "I realised I had almost never felt so cornered." Reporting is difficult There is currently no reporting point for reporting sexually inappropriate behaviour. However, various organisations offer help and advice. Bevers could have reported it to her manager: "But then I ultimately felt 'What would he do with it?'." Within the hospitality business, employees can turn to managers or the occupational health doctor. "It's not literally in the contract, but the employer is obliged to inform an employee upon hiring about which occupational health service they are with and which company doctor is available," says Paul Schoormans, policy advisor of Koninklijke hospitality Nederland. Koninklijke hospitality Nederland facilitates employers with model regulations and codes of conduct to prevent inappropriate behaviour. Hospitality businesses with more than 50 employees are required to appoint a confidant, in case incidents occur. The Centre for Sexual Violence also offers advice and help to all employees who encounter sexually inappropriate behaviour. "We can also connect you with therapists," says Schüller.    "Tap on the bum" However, Vlek thinks more is needed because, according to him, there is often a power dynamic, making reporting more difficult; he sees it as a cultural problem in the sector. Last year, FNV hospitality received dozens of reports from employees who experienced sexually inappropriate behaviour: "It ranges from 'oh you have a nice bum' to 'you look good' to a tap on the bum." According to Vlek, both men and women reported to FNV hospitality. However, Paul Schoormans from Koninklijke hospitality Nederland sees little in such a reporting point. "We are not eager, because again the question is what exactly that contributes and what it prevents." Former hospitality worker Bevers sees another solution: "I would be more in favour of a mandatory confidant within hospitality, who must then report it." "The biggest problem is the culture and the fear that currently exists on the work floor to report anything at all," says Vlek. By starting a reporting point with FNV hospitality, he hopes to contribute to awareness and prevent inappropriate behaviour: "Every little bit helps." Source: AT5

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By now, Victor Abeln might be the most famous bartender in the Netherlands. Not surprising, as the host of First Dates, he attracts millions of viewers annually. A conversation about the hospitality profession and its societal importance. ‘As a bartender, you are like a Swiss army knife, you must be able to handle all situations.’ Ask Victor Abeln about the key qualities of a good host and the beautiful aspects of the profession, and his bright blue eyes shine even more than they usually do.Being a bartender and host on First Dates is not a role, it’s who he is, he emphasises.Abeln, who grew up in Epse, near Deventer, but has been living and working in Amsterdam for years, studied sociology and ended up in hospitality. He was a bartender at café De Wetering, manager and bartender at Sexyland. It’s all about the guests He knows the ropes and understands what makes a bartender a good host. “I’m not about entertaining, it’s not about me, but about the guests and their experience.” Even now that he is often recognised, he knows how to quickly turn the conversation around. “Behind the bar, I’m always at ease.”That’s also what he does with his First Dates guests: make them feel at ease. That’s necessary. “You get a microphone, you’re powdered. Everything is different, and it’s also a blind date. I try to bring the world back to the bar and a bartender, which is a familiar environment for most people. Then you see them relax. They forget the cameras and just have a conversation.”Actually, he saw how hospitality works as a ten-year-old boy in Domburg. “There, I went with my parents and sister to a luxury restaurant for the first time. The waiter then told us that they also brought up mammoth teeth while fishing. I thought that was something. Come back tomorrow, he said.” With a big smile: “Then I got such a mammoth tooth. If you’re talking about service.” Want to read more? You can find the rest of the article in our revamped hospitality Info. Download it here for free! 

The Updates CLA runs until 1 April 2022. Over the past few months, we have had various negotiation rounds about a new CLA with agreements for different groups of employees. The Updates employees who now fall under the contract catering CLA and (new) employees who work in contract catering and hospitality. This will then become the CLA Hospitality with a broader scope than the Updates contract catering CLA. Social partners have, in addition to the discussions about the entire CLA, simultaneously also held talks about the specific situation and employment conditions for the inflight sector. The end is in sight Last Monday, 21 March 2022, employers and unions spoke again about the employment conditions for Updates employees in contract catering and the (new) employees in hospitality. We are almost there and just need to dot the i's. We are still awaiting final legal advice from the 'Scope' working group and the group informing CLA parties about a generation pact arrangement for the sector and inflight. Social partners are keen on these arrangements. However, we still need advice on how to organise this. Next Wednesday, 30 March, we will continue negotiations. Inflight Sector There have also been negotiations about the separate section in the CLA for inflight. The main topics were salary and travel allowance. We have made some progress towards each other, but we are not there yet. The negotiations on this will continue. If we do not reach an agreement, there is a real possibility that there will no longer be a sector CLA for contract catering, hospitality, and inflight. Employers have linked the existence of the employers' association Veneca to the realisation of the CLA hospitality. What do you think? What do you think of the state of negotiations for contract catering/hospitality and inflight? Or do you perhaps have any questions? We would love to hear your opinion. You can reach us via catering@fnvcatering.nl.

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Approximately 8,000 employees covered by the CLA Swimming Pools will receive at least a 2.7% pay increase this year. After an earlier offer from the employers was rejected two weeks ago, a better offer was made following pressure from the union. The new CLA will take effect on 1 January 2022 and will last for one year. Hanan Yagoubi, CLA negotiator on behalf of FNV: ‘We are pleased that the employers' organisation (WiZZ) was receptive to the employees. They also see how hard the employees work and that the responsibility swimming instructors have is significant. The Updates situation in the swimming pool sector is very concerning, despite the various government support packages. This demands a lot from both employees and employers. We will continue discussions on this matter soon.’ Lower pay scales will benefit moreAs wages increase by 2.4% on 1 January 2022 and by 0.3% on 1 July, and with a one-time payment of €200 agreed, employees in the lowest pay scales will see an average increase of 3.5% this year. This is above the 2021 inflation rate (2.7%). Equal work, equal payImproved agreements have been made for the new CLA. However, the salary of swimming pool employees covered by the CLA Swimming Pools still lags far behind the salary in municipal swimming pools. Yagoubi: ‘We have therefore been advocating for a single CLA for all swimming pools for some time. The work and responsibilities are the same, but the salary is not. Our principle is: equal work deserves equal pay. We are drawing national attention to this, as it also concerns how swimming education is funded by the government. If you want quality swimming education, you need to invest in it.’ Sustainable swimming educationNow that there is a new CLA, it does not mean the union will rest. Members are actively involved in the future of the sector and have already highlighted their profession through actions. Frannie Verwaal, member of the FNV Branch Council: ‘We will certainly continue to draw attention to the training and recruitment of swimming instructors. An attractive salary is important, but in these CLA negotiations, we also raised concerns about our working hours and our safety, as well as that of the guests.’ Sustainable employabilityFNV also continues to advocate for sustainable employability and higher quality of work. For example, the union wants more permanent contracts with more hours, so staff retention is improved and young people do not have to juggle multiple jobs. Next month, the unions and employers will draft and discuss future scenarios. Otherwise, the unions foresee a significant outflow of swimming instructors to other sectors. The outcomes of these discussions will be considered in the next CLA.8,000 employeesThe CLA Swimming Pools applies to approximately 8,000 employees working in about 70% of all swimming pools. These are mainly employees in commercially operated swimming pools such as those of Optisport and Sportfondsen Nederland.

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

Position regarding the call from the FNV Members' Parliament to exclude PVV and FvD from participating in municipal election meetings This week, we received several questions from our members about a message released by FNV. The FNV Members' Parliament reportedly called on the board not to invite the PVV and Forum for Democracy to FNV meetings ahead of the municipal elections. This was the message. Our members are wondering whether we support the essence of that call. As an independent union, we have a good and strong collaboration with FNV, but we are not part of FNV. As a result, FNV and FNV Horecabond may differ in opinion on certain issues. This is an example of such a difference in opinion. As a union, we have always fully committed ourselves to all workers in our sectors and will continue to do so based on our core values of solidarity, social justice, education, Your career, and sustainability. We value that everyone working within our sectors feels welcome with us. We will never exclude people, not even based on political conviction. This means that we, as FNV Horecabond, do not support the call from the FNV Members' Parliament. Of course, there are individuals and parties who choose to exclude people or groups of people themselves. Whether it is on the grounds of political or religious belief, orientation, race, or gender. However, this does not mean that we believe we should exclude those individuals or parties in return. We value engaging in dialogue in such cases. Only by approaching each other without prejudice, engaging in a constructive dialogue, respecting each other's opinions, and accepting differences can we truly embody our core value of solidarity together. Do you feel the need to be part of that dialogue? Great! Then definitely make your voice heard! We are always looking for members who not only endorse our core values but also want to promote them within their company, sector, or our wonderful union.

Around the festive season, I find it important to reflect on what has happened over the past year, but especially to look forward to the things to come. Just like last year, 2021 was a good year for the recreation sector. Despite all the corona-related issues. Or should I say: thanks to the corona measures. The absence of our eastern and southern neighbours was more than compensated by our own compatriots who have rediscovered 'holidaying at home'. Many companies had already achieved their turnover for this year by October as a result. The downside is that this year - even more than usual - a lot was demanded of our recreation staff. Especially in terms of flexibility and commitment. Each time, they had to adapt to new and adjusted corona measures. And this in a time when there is - also in recreation - a tight labour market and significant staff shortages. Everyone worked extremely hard and successfully this year to offer all guests an unforgettable time. And it’s not over yet: many are faced with an extra week of work due to the early Christmas holidays. Hard work deserves good appreciation and reward. Now and in the future. And I am committed to this as a union representative of FNV Recreation with heart and soul. At the moment, we are negotiating with the employers' organisations about a new CLA Recreation from 1 January 2022. Our aim is that all recreation staff should see a structural improvement in their purchasing power. I hope we manage to reach an agreement before Christmas. That would be a nice Christmas present. The discussions about a new CLA for zoos will resume early next year. This year, I visited various companies and spoke with employees about the future of recreation. How can we ensure together - employees and employers - that we prepare the sector for the future? With enough skilled and enthusiastic staff who want to commit to the sector for a longer period. 'What is needed to make the sector future-proof?' This question will be central during a conference organised in April 2022 on the initiative of FNV Recreation for and by employers, employees, and educational institutions. During this meeting, the Awards planned for the Day of the Recreation Worker 2021 will also be presented. A previous live presentation could not take place due to corona restrictions. Finally, I would like to thank you all for your efforts in 2021 and wish you much happiness and health for 2022. And for those working these days: good luck with the final stretch! Johan Bijlsma Union representative FNV Recreation

Last week, the FNV held a small-scale action in an emptied swimming pool. From all over the Netherlands, a few indispensable swimming instructors travelled to Oss to draw attention to their poor working conditions. Beside the statue of The Indispensables, Anique, they expressed that they are in dire straits. The action also marked the launch of the petition for a better CLA.  Role under pressure The role of swimming instructor is under pressure. The pay is poor and employers from the CLA swimming pools are unwilling to add even a euro, not even this year. In recent years, swimming pool employees have received so little pay increase that they have actually fallen behind by 3%. FNV union representative Ingrid Koppelman: “I would have preferred to see hundreds of people travel to Oss. Apart from corona, that's practically impossible because every swimming instructor is currently needed in the pool. Today we are drawing attention to the indispensable swimming instructor.” Will the profession soon disappear? Pascal Caenen came from Maastricht and emphasised the great responsibility you have as a swimming instructor. “You not only teach, you are a first aider, a rescuer from drowning and a host; all for a salary that does not match that responsibility.” He fears for the future of the profession: “All young entrants disappear after four years. They go for a job with less workload, less responsibility and more salary. The old guard is retiring and the expertise is being lost.” Frannie Verwaal from Krimpen aan de IJssel shares that concern. She said she loves her profession, and she has also infected her daughter with the swimming virus. But her job satisfaction is currently under great work pressure. “We are currently working almost around the clock to get all the schedules sorted. We do the work with passion and pleasure, but it deserves more appreciation.” Tendering = stripping That is why the present swimming instructors, together with the FNV union representatives, called for a careful examination of whether tendering is not too detrimental to the swimming pool staff. Swimming is a public duty and a responsibility that also serves a greater interest, namely the safety of our children and anyone swimming without a diploma.  One CLA The FNV has long been calling for one CLA for all swimming pools. Koppelman: ‘There are currently too many differences between the CLAs. And where one employer clearly shows appreciation to their employees, as in the concluded CLA for the sports and nature sector, another employer is not responsive. If public money has to be added all the time to keep a commercial pool open, you might question whether privatising a public duty was such a good idea.”  

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Last July 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. Following that study, I have addressed several themes in blogs that play a key role in the discussion about the future of our wonderful sector. Today, the final theme: training and Your career. Building a career in hospitality, as in any mature sector. This desire is shared by many hospitality workers, as revealed by the study. Unfortunately, advancing through interim vocational training is not the norm in hospitality, with all the consequences that entails. What a shame! It is high time we all take a good look at our Updates system. In which the majority of skilled workers have not pursued further training after obtaining their vocational diploma. While there is so much to learn and develop in our wonderful profession. Not only in the interest of the employer who gains a more versatile employee, but especially for the employees themselves. For example, when they want to transition to another role within their own hospitality company or beyond. The enormous staff shortage we are facing did not come out of nowhere. Many hospitality workers move to other sectors for a reason. Often due to better pay and working hours elsewhere, but also because they have to keep doing the same trick in hospitality for years. Without challenge and with boredom. If we want to become a mature sector where employees are eager to stay, something really needs to change. And the social partners – employers and employees – should, in my opinion, take the lead here. In transport and logistics, this proactive approach has already paid off. Where we should start is by prioritising training and Your career. This theme should be central both in individual companies and in the hospitality CLA. Training and Your career should be a given and not a 'must'. We need to challenge and motivate employees and keep them engaged. Ignite their passion. After which employers can 'market' them. Resulting in satisfied guests and higher revenues. I realise that a turnaround requires a lot from everyone. But one thing is certain: muddling through is not an option and efforts will more than pay off. We need to teach the 16-year-old girl, trembling as she holds a full tray with both hands, the passion and skill for the profession. So that she no longer faces sheer terror when serving snacks and drinks, but actually enjoys it. The initiative to offer training often lies with the employer. It usually involves training that is convenient for the boss, such as first aid, etc. Unfortunately, it is still far too rare for employees to indicate which vocational training they want to follow. This is mainly due to a lack of awareness about the available training options, because they do not clearly see the personal benefits of training, or because employers do not convey that they are open to it, often due to costs. We need to move towards a change in mentality where both parties see the benefit and necessity of continuous Your career. Training costs should not be an issue here: there are various government subsidies that employers can access. Many hospitality entrepreneurs prefer to hire employees who can do everything and can start immediately. So they don't have to worry about them. I understand the choice for this convenience approach, but in the Updates times of staff shortages, it is often no longer feasible. And I also genuinely wonder if this is the path we should continue to follow. Because it perpetuates the staff shortage. Wouldn't it be wonderful for the sector to train people ourselves? So that we - in addition to the regular influx of skilled workers from vocational education - can also make use of, for example, career changers in hospitality? Think of people who are practically minded, who struggle with learning, but are highly motivated. The time we now need to invest a bit more in them will pay off in the long run. Definitely! Also consider successful projects where refugees are trained for a role in hospitality. Not endless programmes, but practical training so they can start working motivated and qualified in our society. This also addresses the staff shortage structurally. If we want to get hospitality back on track, 'training and Your career' should not feel like a 'must', but as an opportunity. An opportunity to train, appreciate, and motivate employees. So that they go to work with pleasure every day and remain in the sector. Edwin VlekUnion representative FNV hospitality

The hospitality sector has been struggling with a poor image and a significant staff shortage for years due to the continuous outflow of skilled workers. On behalf of FNV hospitality, independent research agency Kien asked nearly 3,000 Updates and former hospitality employees what is needed to make the hospitality sector more attractive and future-proof. Edwin Vlek, union representative FNV hospitality: “The voice of hospitality staff is essential and indispensable for us in the discussion about the future of the sector. In the research, hospitality employees give their opinion on working in the sector and how we could achieve a sustainable hospitality industry with enough motivated and trained staff.” Research results Important aspects to continue working in hospitality For hospitality employees, several aspects regarding salary play an important role in staying in or returning to the sector: a higher basic salary, a good income after retirement, and allowances for working irregular hours and public holidays. A permanent contract with a fixed number of hours also plays an important role, as does the ability to better combine work and private life. Additionally, the employer's attention to the employee is an important element in the choice to remain active within the sector. Reasons to leave the sector For both former employees and those planning to leave the sector shortly, the main reasons for leaving are: higher salaries in other sectors, the combination of working in hospitality with private life, and the physical inability to sustain the work. For those in their thirties, salary and work-life balance are even more frequent reasons. For young people under 30, the opportunity for further Your career is also a reason to leave the sector. One-fifth of hospitality employees expect to leave the sector within the next two years. These are mainly employees under 40. Of those who have already left the sector, only a small portion expects to return. Seven out of ten employees are also concerned about the quality of hospitality, and more than six out of ten would not recommend others to work in hospitality. Conclusion of the research The higher salary that can be earned in other sectors is particularly a significant driver for young people under 40 to leave hospitality and work elsewhere. This group also sees few opportunities for Your career within the sector. Although salary is an important point, the certainty of a permanent contract and fixed hours seems even more important for employees. The right work-life balance is also very important to remain in the sector, especially for those in their thirties and forties. However, the Updates staff shortage is causing high work pressure, which is expected to lead to even more outflow from the sector. FNV hospitality's response to the research results Edwin Vlek: “The hospitality sector needs a drastic overhaul. We already knew this, but it is further emphasised by these research results. The sector needs to grow up and rid itself of the part-time job culture. A culture that has caused the sector to be saddled with a huge staff shortage for years. A culture that often only looks at what something costs and not what it yields. And a culture in which quality and the Your career and maintenance of a sustainable staff policy are of secondary importance. While employees are precisely the capital and ambassadors of a company. Because the better trained, the higher the turnover.” According to FNV hospitality, the sector must adapt to the needs of employees and provide them with certainties to finance a home. Or to combine work and family well, for example, through a four-day workweek. Employees indicate in the research that they are willing to work longer days if it means they have to work fewer days. Vlek: “Hospitality employees cannot pay their bills with just love and passion. If we do not offer them certainty, then particularly those in their thirties - who are vital for the sector because they mainly train the workers of the future - will leave for other sectors that do provide this. All this calls for a significant revision of the employment conditions.” The claim that corona is the cause of the problems in hospitality is incorrect, according to the research. Vlek: “Corona has only magnified problems, uncertainties, and fears that have been present in hospitality for years. Almost half of the outflow respondents indicated that they – apart from the corona crisis – already did not want to work in hospitality anymore.” Next steps FNV hospitality uses the research findings as a guideline in discussions with employers on how to jointly come up with sustainable and concrete proposals to make the sector future-proof.  Read here the entire research report from research agency Kien.

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Roompot Holiday Parks is in discussions with Landal GreenParks about a possible acquisition. The acquisition still needs to be approved by the Authority for Consumers and Markets (ACM). The ACM will check whether an acquisition harms competition, potentially creating a dominant position. If the ACM gives approval, then FNV Recreation (together with other unions) will be involved when there are changes to employment conditions or when drafting a social plan. Both employees of Landal GreenParks and Roompot Holiday Parks are already covered by the CLA recreation. If you already have questions, concerns, or wish to Card on other signals, you can easily contact us.  

In March 2021, we investigated how you, as an employee or pensioner, think about risk and sustainability. How much risk is the Pension Fund Recreation allowed to take with its investments? And how important is a sustainable policy to you? We would like to tell you more about the results of the research and what this means for our investment policy. The desire: sustainability and low risk The research shows that the risk appetite of employees and pensioners is relatively low. What does that mean? Employees and pensioners want to take relatively low pension risks. They do not want the pension fund to take a lot of risks with its investments. More than half of the research participants find it important that the Pension Fund Recreation considers sustainability. Notably, 66% say they are not at all familiar with the Updates sustainability policy. The coronavirus crisis has a limited impact on opinions about sustainability. Where should the pension fund invest? Does investing in sustainable companies and countries yield better results for the pension fund and ultimately for your pension? A remarkably large portion of the research participants have no opinion on this. However, 44% of participants say: do not invest in companies that do not respect human rights. Or in companies that violate other general principles.  Investing in companies involved in the production or trade of weapons? No, says 28% of the participants in our research. We also asked if they would sacrifice some pension for more sustainability. Opinions are divided on this. Investment policy under review again We asked over 9,000 people to participate in the research. Of those 9,000, 671 employees and pensioners (44% men and 56% women) completed the questionnaire entirely. That is sufficient for reliable research. We can therefore use the results.  Therefore, the board of the Pension Fund Recreation will review the investment policy based on the results. Is the Updates policy not in line with the preferences of the employees and pensioners? Then we will, of course, adjust our sustainability policy! Source: Pension Fund Recreation

The RVU scheme, which allows catering employees to retire earlier in contract catering, will commence on 1 May 2021. Who is eligible for the RVU scheme? All employees covered by the CLA contract catering who are up to 36 months away from their state pension age can stop working. It is also possible to stop working closer to the state pension date. The benefit duration is a maximum of 36 months. There is no minimum duration for the benefit. To qualify for an RVU benefit, the employee must have been continuously employed for at least 15 years by one or more employers in contract catering. One or more periods of not working and/or working elsewhere may collectively amount to a maximum of 6 months and will then count towards the determination of the 15-year reference period. If the periods collectively exceed 6 months, the 15 years of service reference period is not met. Furthermore, an employee must have left employment with the employer in contract catering at the time the benefit commences. Want to know more about the scheme? Quickly visit ietsvoorjou.nu or go directly to the application form for the RVU benefit. How to apply for an RVU benefit? Applications for an RVU benefit can be submitted digitally from 1 May 2021. Step-by-step plan First check the conditions on ietsvoorjou.nu. On this site, you will find what information is needed for an application. The full scheme is also available there. Apply for the scheme via the application form for the RVU benefit Have you applied for a benefit? Do not immediately resign from your job, but always wait until you have received a written approval following your application. Has the RVU scheme been granted? Then you will need to provide a 'statement of termination' signed by your employer. Such a statement serves as proof that the employment has indeed been terminated. You can find this statement on the website ietsvoorjou.nu. What is the application period?   For a benefit in June, the application period is at least 1 month. For a benefit in July, the application period is at least 2 months. For a benefit in and from August, the application period is the normal period of 3 months. An application cannot be submitted earlier than 4 months before the desired retirement date.

Pensioenfonds Recreatie values the opinions of employees and pensioners highly. Therefore, some employees and pensioners have received an invitation to participate in a survey. About the survey The survey covers two topics. Firstly, the pension fund wants to understand the risk attitude of the participant and pensioner. To this end, they ask several questions about the financial situation. Additionally, they ask some questions about perspectives on risks.  The second topic concerns sustainability. In recent years, the pension fund has taken several steps towards sustainability. If you consider sustainability important and already take it into account in your daily life, you probably also find it important that the companies in which the pension fund invests are sustainable.  Pensioenfonds Recreatie shares the survey results Curious about the results? Then keep an eye on the Pensioenfonds Recreatie website, www.pensioenfondsrecreatie.nl.

How does it work again with roster-free and ADV days? Roster-free days According to the CLA catering, roster-free days from the catering CLA are generally always taken or scheduled in the year they are accrued. Article 22 of the CLA catering states that you are entitled to 13 roster-free days based on a full-time employment contract. In November, six roster-free days must be agreed upon for the following year. Additionally, the employer may reserve four roster-free days per year to compensate for deficit hours based on article 17a of the catering CLA. If a roster-free day is not needed to compensate for the deficit hours, the employer may schedule the roster-free day in the upcoming quarter. This day must be scheduled within 14 days after the end of the quarter. The employer can also collectively determine three roster-free days per location (article 22 section 4). Reduction of working hours (ADV) To ensure that older employees remain fit and enjoy going to work, employees aged 55 and over are entitled to a reduction of working hours (ADV). The older you are, the more ADV hours you receive. The same rules apply to these days as for roster-free days. If these hours are not determined in November for the following year, this may no longer be allowed. Read more about roster-free and ADV days.  

This is an old article. Download the latest CLA recreation and check all Updates agreements.

2020 is a year for the catering sector to quickly forget. We were already increasingly facing competition from hospitality and supermarkets that also cater to needs, and this year, corona was added on top. The guests in our company restaurants stayed away because they were required to work from home. In 2020, many large-scale reorganisations were therefore initiated, with significant consequences for the staff. Fortunately, with various employers, we were able to make agreements via social plans that ultimately worked out 'better' for employees who were made redundant than the statutory transition compensation. I got out of it what I could, although that is cold comfort for the colleagues who were forced to leave. It felt incredibly bittersweet for me to have to conduct such negotiations. Because we don't want to lose you, our passionate and experienced staff, at all! And certainly not in these uncertain times. Fortunately, I also received signals from staff that they have found another job. In 2021, we face new challenges. The biggest is: How do we make our beautiful sector future-proof? How do we tackle the increasing competition? We will therefore start working on a vision for the future of the sector and on employment conditions that match it. And we need your help with that. You are the experts, knowing the opportunities and threats like no other. You will soon receive a survey in which we ask for your opinion. We will also use the survey results this spring in the discussions about a new CLA for catering. After all, the Updates CLA runs until 1 April 2021. I will conduct the CLA negotiations together with my colleague union representative Harry de Wit, who will resume his work for catering from 2021. Finally, I have nothing left but to wish you very happy holidays with your loved ones. And a good and healthy 2021. Enjoy what is possible in these special times. And for those working these days: I wish you much success and enjoyment at work! See you next year! Johan BijlsmaUnion representative FNV Catering

The catering industry is in a tough spot. There's no point denying it. Reports about the future of the sector are flying around. Companies and researchers are listing trends (Grab & Go), predictions (healthy), and expectations (not great). Employees are not often the focus, even though they are the beating heart of catering during these challenging times and in the future. Therefore: the 7 skills of the catering employee of the future. AdaptabilityIn corporate catering, healthcare, or educational institutions, you encounter guests ranging from highly educated individuals in a hurry to the assembly line worker or laundry staff at the end of their shift. You know them, recognise them, and easily adapt to whoever is in front of you. And if you need to work in a different location, you know what to do and seamlessly join in to provide a healthy meal for your guests. FlexibilityIn preparation for one of the shifts when your guests come for their meal, you have everything in order. But at the hour when everything happens at once, the queue at the counter grows. Being flexible, you step up in these moments. You also know that a bit more is expected of you during these hours and that these are the moments when you need to be there for your guests. TeamworkAs a catering employee, you are a true team player. Together with your colleagues, you ensure that all tasks are completed, from cleaning to preparation, from serving at the table to setting up a buffet and preparing meals. You coach your colleagues and work with suppliers to keep your own shop in order. Additionally, you are the link between the company or institution where you work and the company you work for. Together, you ensure satisfied guests. All-roundThe word says it all: you master various tasks. From designing and preparing meals, setting up the lunch area, cashier duties, and much more. You use your communication skills to make everyone happy and, as a flexible team player, you can step in where needed. You can quickly switch between all these tasks and see what is needed to keep things running smoothly. Moreover, you are accustomed to working in processes: you know what is required to ensure food safety. Service-orientedYour guests come to you because they need new energy, a brief moment of respite on a busy day. You know better than anyone how to make them happy. You give them attention and have the knack for pointing out that delicious sandwich or the soup of the day. You know how to surprise and entice your guests. And hey, by being hospitable and commercial in that way, you also know how to increase turnover. InnovativeInnovative thinking and being creative. Yes, that's you. You have an eye for trends and can respond to them. If the company and guests ask for healthy alternatives, you know how to make them in a surprising way. You come up with new concepts and can easily adapt. Seasonal meals with a nod to the region where you work? No problem at all. ResilienceAnd because you possess all the previous qualities, you have this one too. In catering, it's about taking action, quickly switching, going the extra mile, and adapting rapidly. As the all-rounder you are, you don't let things get to you and ensure that every guest gets what they deserve, no matter what happens. 'Use your qualities' With these skills, catering employees are ready for their profession in the future. Karlijn Kneepkens, training and education manager at FNV Horecabond, is convinced of this. “They make you very valuable to your employer,” the experienced trainer states. Even more than that. “These are qualities that are very attractive to employers in other sectors. That has always been the case. It is good to realise that these skills make you powerful.” 

This is an old article, but this agreement still applies!

Partner leave? Does that exist? Absolutely, because as a father or partner you are equally entitled to leave. Officially, this is called birth leave. Previously, partners received 2 days of leave after the birth of a baby. Birth leave had already been extended to the number of hours of 1 working week. From 1 July 2020, you can get an additional 5 weeks of leave. The WIEG Act The additional partner leave is arranged in the Act on the Introduction of Additional Birth Leave (WIEG Act). This is good news for the whole family, because a lot changes with the arrival of a baby. As a partner, you automatically receive the hours of one working week as leave. You must take this within 4 weeks after the birth. That might be insufficient. Because you want to support the new mother after the birth. Also, many practical matters need to be arranged. Leave from 5 days to a total of 6 weeks From 2020, the leave scheme has been further expanded and you can take up to 5 weeks of additional birth leave. The aim is to make more birth leave for partners more common.  Taking additional birth leave There are a number of rules for taking the additional birth leave: You must first take the regular partner leave. You can take up to 5 working weeks of additional birth leave. You must take these extra weeks of leave within 6 months after the birth. (Note: during the extra leave, you receive a maximum of 70% of your salary from the UWV.)  When are you entitled to partner leave? You can apply for birth leave if you are the partner of the child's mother. According to the law, this is the case if you: Are married to her. Are her registered partner. Live with her unmarried. Acknowledge her child. Applying for additional leave Are you sure you want to spend more time with your family after the birth? Then arrange it immediately with your employer. Are you still unsure or do you want to see how everything goes after the birth first? You can also do it after the birth. Just make sure you do it at least 4 weeks before you want the leave to start. Find more information about leave here.  

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The eighth edition of De Week Van De Catering has concluded. During this week, employees in contract catering were celebrated by their guests and FNV Catering. The catering team at Appèl location Gemeente Den Bosch has been named the Most Fun Catering Team in the Netherlands 2019 and wins the Golden CateRing. A unique trophy that can shine proudly at work. The winning team 112 catering teams competed for the title of the Most Fun Catering Team in the Netherlands 2019. New this year was that guests and acquaintances could vote for the teams. Nearly 12,000 people voted for one of the teams. Through a weighting of the votes and the judgement of the expert jury, Appèl location Gemeente Den Bosch was chosen as the winner! The jury's verdict: “This is about working with a human touch, understanding each other and knowing what is happening and needed.” “We never expected to win this prize, but we are a very close-knit team and very proud of this award,” said the winning team. Small locations This year there was also a prize for the small catering locations. This was won by BaxerStorey location BAT Amstelveen. “Clear division of tasks, good coordination, and satisfied customers are great elements for good team spirit,” according to the jury report. Expert jury The jury consists of Harry de Wit | union representative FNV Catering, Michiel Meier Mattern | Advisor Food and hospitality, Jan Jaap Schmitz | Hospitality officer Radboudumc, and the winners of the Most Fun Catering Team 2018.

Find more information here about your hospitality or catering pension or your recreation pension. 

Employees of KLM Catering Services (KCS) held a work stoppage this morning from 8.00 am to 10.00 am for a better CLA catering. The willingness to take action was high, with half of the KCS employees who were working participating in the work stoppage. KCS employees interrupted their work for 2 hours, resulting in multiple flights being cancelled or delayed, and some even departed without food. The KCS work stoppage coincided with the work stoppage of FNV Ground Staff of KLM. However, it concerns a different conflict; KCS falls under a different CLA than the ground staff, but it is 100% a subsidiary of KLM. Next actions for a better CLA catering With the work stoppage, KCS employees have shown that they have had enough and are fighting in this way for better pay, higher travel allowance, and arrangements to sustain the work properly in the future. FNV Catering is proud of the activists. In the coming period, we will continue with actions in the catering sector.

Employees of KLM Catering Services (KCS) will hold a work stoppage on Wednesday, 4 September from 8:00 to 10:00, fighting for a decent CLA catering. Trade unions FNV Catering, de Unie, CNV Vakmensen, and employers' organisation VENECA have not reached a negotiation result for a new CLA catering after difficult negotiations. Connection with FNV Ground Staff of KLM After several punctuality actions at KCS and various actions at company catering locations, employers' organisation Veneca has not come up with a better offer. The work stoppage at KCS aligns with the work stoppage of FNV Ground Staff of KLM. However, it concerns a different conflict; KCS falls under a different CLA than the ground staff, but is 100% a subsidiary of KLM. With the work stoppage, KCS employees show that they have had enough and that they are fighting in this way for better pay, higher travel allowance, and arrangements to sustain their work in a good manner in the future. About FNV Catering FNV Catering is the largest trade union for all 20,000 employees in catering. FNV Catering represents the collective interests of catering employees in the areas of work and income, employment conditions, working conditions, and developments in the labour market.

As of 1 July 2019, a new fund CLA Recreation has been concluded. This means that for all employers in the Residential Recreation sector, TKP will again collect premiums from 1 July 2019. For employees, this means that employers may again deduct premiums from their employees' wages from 1 July 2019. The premium percentage has been set by the social partners at 0.5% (split 50% employers - 50% employees). TKP will inform all employers about this in writing. If you have any questions about this, you can contact the secretariat of KIKK recreation on 0183-645035 or info@kikk-recreatie.nl. 

No time for breaks, being paid cash in hand, and tips unjustly ending up in your boss's pocket: hundreds of young people tell NOS Stories that things don't always go by the book at their hospitality side jobs. About five thousand people filled out a questionnaire on Instagram about this. Many of them say they are happy with their work, but things do sometimes go wrong. At least 1200 minors report not always getting breaks, even though they are legally entitled to them. Due to the busyness, there isn't always time, but by law, minors are entitled to a break every 4.5 hours. But what is allowed and not allowed in hospitality? And what about the new rules regarding on-call workers? In the video below, NOS Stories investigates this for you, from the kitchen of the Hospitality & Tourism College of ROC Midden Nederland: Merel (16) worked as a dishwasher in a café and hardly had time to sit down. "Sometimes I worked eight hours without a break because it was so busy. If I did have a half-hour break, I was often asked if I could still do something." Additionally, five hundred 15-year-olds report doing work that is not legally permitted. For example, they work as dishwashers with washing machines or serve alcohol. Christian Paul (16) started in service last year and was immediately put behind the bar for the first four days. "I had to serve alcohol there, which is actually not allowed. I had no idea how to do that and was really thrown in at the deep end." Moreover, over 400 hospitality workers report being paid in cash. The likelihood is high that they are working off the books. If you then fall ill or have an accident, you as an employee bear the costs yourself. A lot is happening in the hospitality sector: last week, the Senate passed the Labour Market in Balance Act. This new labour law aims to ensure that flexible workers or people with zero-hour contracts gain more rights from next year. An important change for hospitality in the new law is the standby shifts: currently, on-call workers must come whenever the boss calls. From 1 January 2020, this will change: employers must schedule a shift four days in advance. This can still be reduced to one day in the CLA negotiations. If a hospitality boss does not adhere to this period, an employee may refuse the call. You don't know in advance when it will be busy or if someone, for example, needs to cover for a sick colleague. Koninklijke hospitality Nederland If you, as an employee, are informed less than a day in advance that you don't need to come in after all, because, for example, it will be quiet, you are still entitled to at least three hours' pay with a zero-hour contract, even if you haven't actually worked. According to CLA negotiator Jacqueline Twerda of CNV Vakmensen, the four-day protection is an important step for employees. "Imagine you have exams: it's almost impossible if you're suddenly required to come in. That's why scheduling four days in advance is very important." Employers are not keen on this, says Koninklijke hospitality Nederland. "Of course, scheduling in advance is better for everyone. But often it can't be done because you don't know in advance when it will be busy or if someone needs to cover for a sick colleague. The weather is also unpredictable." CNV also finds it important that it doesn't become too difficult for employers to deploy staff. "If an employer calls someone at short notice and they are happy to work, then of course there's no problem. But it's important that hospitality entrepreneurs don't force someone, so no conflict situation arises." If you said no, it didn't give you a good feeling. Merel (16), dishwasher And this does happen sometimes, as our survey shows. Young hospitality workers tell NOS Stories that they sometimes find it difficult to say no. For example, Daniel (18) who worked in service. "Employers usually tried to force it by saying there would be sanctions. Or they pushed very hard, making you feel bad if you didn't come." Dishwasher Merel (16) was occasionally called while she was on holiday. "I could just say no, but you noticed that he was very grumpy with you then. If you said no, it didn't give you a good feeling." NOS Stories distributed a survey for this story via its own Instagram account. About 5000 people filled it in, but the research is not fully representative. Source: NOS

Are you 32 years old or younger, a member of FNV hospitality, and eager to further develop within the union? Then the masterclass from our Young Academy is for you! That's why they chose the Young Academy... Seven meetings at inspiring locations Following last year's successful masterclass, we will start a new series of meetings in March 2019. We will meet a total of seven times. The sessions last the whole day and take place at different inspiring locations in the Netherlands. It's all about Insights and practice During the masterclass, various themes are covered, including solidarity, influencing, collective strength, rights and obligations, the added value of the union, and pitching. It focuses on acquiring Insights and skills that you can immediately apply in practice. Start this autumn and receive a certificate The first meeting takes place on Monday 18 March 2019 and the last on Monday 24 June 2019. If you complete the masterclass, you will receive a Young Academy certificate from us. No costs involved There are no costs associated with attending the masterclass. Additionally, your travel expenses will be reimbursed by FNV hospitality. Furthermore, this masterclass from the Young Academy is only available to our members. Curious about what we will discuss? Below you will find the programme: Programme starts 10.30-17.00 Dinner 18.00-20.00 Theme Keywords Method Date You, others, and the world around you Past, present, and future Personal Mapping The value of solidarity Different communication styles in relation to your personality. Get to know the trade union movement, an inspiration assignment, reflect on the meaning of solidarity for you, now and in the future. Monday 18 March Trade Union Museum De Burcht Amsterdam Restaurant Koosje Legal assistance and rights and obligations Rights and obligations, individual and collective, added value of the union Lawyer tour at the court, introduction to labour law and union, with union representative about individual and collective. Monday 8 April 2019 De Branding Utrecht Influencing Influencing, mass mobilisation, collective strength Theory and practice, visit to the House of Representatives and a personal tour by a Member of Parliament. Monday 20 May 2019 De Haagse kluis The Hague Tell your story and listen to others Communicating, presenting your view of the union, pitching Overcome the barrier to start a conversation and prepare and deliver a good pitch. Monday 3 June 2019 Posttheater Arnhem Restaurant Goed Proeven You are the union How do you show and express that? What is your message? And what will you do now? Creating a personal plan. Monday 24 June 2019 Union House Dordrecht Restaurant Post     Interested? Sign up! Send an email to vereniging.collectief@fnvhoreca.nl. We will ensure you can start in March.

On Tuesday, 15 January 2019, the court in Amsterdam delivered a verdict in the two lawsuits that the union FNV had filed against meal delivery company Deliveroo. The judge upheld FNV's claims in both cases. The union filed a lawsuit against Deliveroo because the meal courier employs bogus self-employed workers. In 2018, Deliveroo required all its meal couriers to become self-employed if they wanted to continue working for the company. The meal couriers and FNV took action at the time to stop this. ‘The meal couriers are not entrepreneurs,’ says Willem Dijkhuizen, union representative of FNV Transport and Logistics. ‘And if they are not entrepreneurs, then they are employees, because there are no other options.’ Judge: couriers are not independent entrepreneurs The judge agrees with this and rules that ‘the nature of the work and the legal relationship between the parties since the beginning of 2018 has not changed to such an extent that it no longer involves performing work based on an employment contract. When work is done, there is still an employment relationship. Although technological possibilities allow for great freedom regarding availability for work, this still fits within the character of the employment contract, even if work is done at times chosen by the employee. The dependency on Deliveroo is still considered by the court to outweigh the independence of the courier’. Dijkhuizen: ‘The judge also concludes that Deliveroo's couriers are not independent entrepreneurs. This means that meal couriers can now claim an employment contract’. Deliveroo ordered to comply with CLA By employing self-employed workers, Deliveroo also evades the CLA for Professional Goods Transport. The judge also sides with FNV in this matter: ‘The company Deliveroo falls under the scope of the CLA for professional goods transport’. This CLA covers both motorised and non-motorised transport of goods. The judge orders Deliveroo ‘to comply with the CLA, providing FNV with proper salary specifications and payment proofs to former employees who have approached Deliveroo for compliance with the CLA’. Impact of the ruling on the platform economy The judge's interpretation regarding the fulfilment of the personal obligation to perform work and the employment relationship in relation to the operation of the app affects the discussion about other platforms. Zakaria Boufangacha, FNV union representative board: ‘The judge's reasoning as to why there are no independent entrepreneurs at Deliveroo (second ruling) is also very important for similar roles in the platform economy. The ruling supports us in the fight against other platform companies that operate in a similar manner to Deliveroo and where independent entrepreneurs do not work’. Deliveroo liable for contributions ‘It is inevitable that the tax authorities will soon be at the door, because these rulings make Deliveroo liable for contributions,’ says Dijkhuizen. ‘This could well mean the collapse of Deliveroo's Updates business model’. He continues: ‘It is a very important ruling and touches the core of our entire social security system and its erosion. In the Netherlands, we have agreed that people who are economically dependent should be able to rely on social security and that employers should contribute to it. Companies like Deliveroo evade their responsibility by making their employees self-employed. These so-called self-employed, on the other hand, can only rely on social assistance, but that is not intended as unemployment benefit.’

As of 1 January 2019, the reimbursement per kilometre travelled has been increased to € 0.15 per kilometre travelled. For employees who receive a personal travel allowance and, based on this new arrangement, are entitled to a higher travel allowance from 1 January 2019 than they were entitled to on 31 December 2018, the difference will be deducted from the personal travel allowance. However, as an employee, you should not be worse off. The allowance is only paid on days when work is actually performed. This is prescribed by the tax authorities. The travel allowance scheme does not apply to inflight catering; company arrangements apply to this sector. Do you have questions about your work and income? Please contact us! We are happy to help you.  

Leaving a tip after a night out? Waitresses can usually count on some greasy coins, but what do you give an invisible chambermaid or the paperboy without a penny to his name? The hairdresser or the heating engineer? No, says Maarten van Garderen, consumer economist at ING’s Economic Bureau, you don’t necessarily need to tip them in the Netherlands. "In Anglo-Saxon countries like the US, tipping is part of the payment. If you walk away from the table there without leaving a tip, you’ll have an argument. In the Netherlands, we’ve agreed that the tip is included in the minimum salary, and an extra tip is just a nice bonus. It’s not really necessary. We have excellent CLAs here, and it’s not necessary to slip something extra to people with a paid job. That’s different in other countries." That’s right, says Canadian Sally Koldenhof, who works in Eindhoven. "You give about fifteen to twenty percent in a restaurant, and you also tip taxi Union representative, delivery people, hairdressers, or after a beauty treatment." In China and Indonesia, tipping is not customary at all, say expats Wynne Zhou and Crystal Paruntu. Paruntu: "Most restaurants have already included it in the bill, and some places have a strict 'no tipping' policy. Tipping is not encouraged in Indonesia." Less tipping due to card payments and prepaid arrangements In the Netherlands, we’re getting signals that tips are decreasing, says a spokesperson for FNV hospitality. "According to staff, this is due to the digitisation of payment transactions, such as card payments. It’s also increasingly common for arrangements to be booked and paid for in advance." "The payment no longer takes place after the meal, and the payment moment between the guest and staff is no longer there, resulting in fewer direct tips being given to the staff." That digital payment, says the ING economist, makes you forget to add a tip. "Additionally, it requires a different kind of action than just leaving some coins or saying 'keep the change'. You have to make the effort to quickly calculate what you want to give and then say what someone can make of it. That can be an awkward moment." More than half of hospitality guests never tip The last survey on tipping in hospitality was conducted in 2015 by Misset hospitality. It shows that 38 percent of guests always tip in hospitality, and 42 percent do so regularly. Rounding up the bill is the favourite form of tipping: 41 percent of guests pay a little extra this way. There are no legal provisions regarding tips, says FNV hospitality, except for the provision that tips received by staff also belong to the staff. The employer can never withhold tips. Tipping is becoming a thing of the past, suspects Van Garderen. "The paperboy who used to bring my paper before seven every day always got a good tip from me, certainly about five to ten euros. Now I read my newspapers digitally. Even if he were at the door, I probably wouldn’t have cash in the house to give him something." Tips are being distributed less in hospitality, but in many professions, an extra is not even allowed to be given. In healthcare, for example. Not allowed in healthcare We don’t accept money, says Janneke van Koperen, who works in home care. "We sometimes receive small amounts, and we put that in a joint pot for outings. It’s not for ourselves. We have to curb generous clients. Recently a client said: but who should I give my money to then? I have no family, no children, I can’t spend it anymore and enjoy your stories when you come back from an outing." A group that does receive significantly more tips are taxi Union representative: We gave over ten percent extra tips to taxi Union representative in the past two years: an average of 5.86 for a trip to the airport. That’s really a holiday service we’re willing to pay extra for, thinks Van Garderen, and moreover, a service where cash must be paid. "Then it makes it easier to give a tip. I can imagine that the hospitality industry will soon come up with something for those declining tips. A digital tip jar where you can determine the amount yourself and pay contactlessly somewhere separately." Source: Nu.nl Want to know everything about tipping in hospitality? Read here what is arranged regarding tips in the Netherlands.   

Hotel cleaners have had enough. The workload is extremely high and the pay is less than that of fellow cleaners. On top of that, hotels consistently opt for the lowest price. This often leads to distressing situations, intimidation, and unpaid overtime. The turnover in hotel cleaning is therefore alarming, and cleaning companies are struggling to attract new workers. That’s why today they are visiting cleaning employers CSU and EW in Amsterdam by bus. Doing more in less time ‘Market forces should mean that wages go up,’ says hotel cleaner Nurdan Özkan, ‘but the opposite is true. We have to do more and more in less time, and we don’t even receive the irregularity allowances that other cleaners do. While we are the ones working those irregular hours and holidays.’ Equal allowances The hotel cleaners are demanding equal allowances for all cleaners. Hotel cleaners currently receive a lower weekend and holiday allowance. FNV and CNV have put these demands forward in the CLA negotiations. Additionally, hotel cleaners demand that the cleaning bosses join them in insisting that hotels sign the Code of Responsible Market Conduct. Herrie Hoogenboom, union representative FNV Cleaning: ‘The cleaning bosses want normal employment relations, and we support that. It starts with respect and taking people seriously. And by stopping the impossible demands.’ CLA with respect At the end of October, negotiations for the new CLA for 150,000 cleaners began. Key points for the cleaners are a 5% salary increase, a scheme for older cleaners to work shorter hours and have more leave, including a day off on 1 May, Labour Day. Additionally, they want equal rights and quicker permanent contracts for temporary workers. ‘Respect takes many forms,’ says Khadija Tahiri, president of FNV Cleaning. ‘The cleaning bosses must take cleaners and our CLA seriously. We want normal treatment of sick colleagues and we want unwanted behaviour such as discrimination and intimidation to be addressed. Unfortunately, this still occurs in many places. Respect should also be evident in recognising our right to stand up for ourselves.’

Registration for the National Championships for Mentor-Student duos and for Young Chefs up to 25 years old is open. These competitions will take place during the Horecava 2019 at RAI Amsterdam on Tuesday, 8 January and Wednesday, 9 January 2019, respectively. Following a successful edition of both competitions at the beginning of 2018, where De Nederlanden* won the National Championship for Mentor-Student and Sebastiaan Schreuder won the National Championship for Young Chefs, the Gastronomic Guild will organise these competitions again in 2019. Sustainability as a central theme The battleground is the Horecava (from 7 to 10 January 2019 at the RAI in Amsterdam). The competition cooking will take place in a spectacular setting in the Guild Arena. The central theme of the competition is sustainability, where all creativity can be utilised. The team will cook various dishes with a black box containing different (mandatory) ingredients for each course. The ultimate test for the team's skills in collaboration, product Insights, technique, and creativity. The winners will not only take home the title but also some great prizes. Registration Would you like to participate in one of these two competitions? Sign up via the secretariat of the Gastronomic Guild (info@gastronomischgilde.nl). You will then receive a registration form. Registration is open until 1 October 2018.

Pizzerias are eager for skilled chefs. But where can you find 'pizzaiolos', pizza bakers in Italian, who understand the Italian culinary art? To reduce the shortage, Dok030 started a special pizza baker training course two years ago. After a successful pilot in Utrecht, the course will expand in September with a location in Nieuwegein. There are also plans for a learning-working pizzeria in the new NPD strip Your career in Overvecht. To give the craftsmanship the recognition it deserves, the founders are also striving for recognition as a full-fledged course with an SVH quality mark. It seems that this will succeed. Pizza baker will thus become a recognised profession in the Netherlands that falls under the hospitality CLA. There are more and more artisanal pizzerias and pizza chains in the Netherlands, says project leader Abdel Harchaoui. But too few people master the ancient craft from Italy. In collaboration with the GAK institute, the municipalities of Utrecht and Nieuwegein, WIL, and Rabobank, he therefore started the pilot. Twenty people with a distance to the labour market were trained as pizzaiolos. With the expansion to Nieuwegein, even more skilled workers must now be prepared. Students learn to make airy dough and traditional sauce, use the right ingredients, and handle the pizza peel properly, says Harchaoui. “But what we mainly impart is a passion for the craft.” They also receive theory lessons from an Italian about the history of pizza. They learn hospitality skills such as cutting techniques and obtain a hygiene certificate. Utrecht is a national leader with the pizza baker training, says SVH director Ricardo Eshuis. At the request of Dok030, the hospitality industry organisation is investigating whether there is a need for recognition of the pizza baker's craftsmanship elsewhere in the country. “That indeed seems to be the case,” says Eshuis. Recognition would mean that the pizza baker becomes an official profession and gets a place in the hospitality CLA. “The profession would then have a clear job profile, training requirements, and a national exam with an industry diploma.” Recognition is also important for the image of the pizza chef, who is currently classified in fast food, says Eshuis. Most importantly, of course, is that pizzerias gain competent staff. Source: De Telegraaf

It has been dry, predominantly warm and sunny for weeks. Good news for the outdoor swimming pools, which are experiencing a top year. Many pools are now reaching visitor numbers that they would normally see over an entire season. And that's even before the holiday has started. At De Hoge Vier pool in Winsum, there have already been more visitors than in the past two seasons. 'And this year we opened two weeks later,' adds Arie-Geert Timmers. Extra staff Due to the busy period, the pools need more staff. In Scheemda, they work a lot with volunteers: 'The kiosk and ticket office need extra staffing and we patrol the grounds more often. It's difficult to find people, but we manage.' In Leek, extra staff are also brought in: 'Now we place four or five people in a spot where normally there would be two. There's a clear peak between 12:30 and 16:30. You have to respond to that.' Lifeguards To ensure safety, more lifeguards are sometimes deployed. The approach varies: 'For us, they are paid staff that we call in through the council,' we hear in Scheemda. 'Fortunately, there are still enough of them.' In Grijpskerk, they work with a fixed pool of five lifeguards: 'Every day we have at least two, and if necessary, we call in a third,' says Astrid Smit from De Griffioen. She also mentions that finding trained staff is not a given: 'Everyone is asking for them, including indoor pools, and it is very seasonal. But we have managed again this year.' Read more on RTV Noord

FNV hospitality is closely monitoring the employment dispute involving several employees with party café La Bastille. The hospitality company has apparently not implemented a CLA increase in salaries for at least some of the staff over the past five years. This is not permitted. The employment dispute between staff member Victor Gomes and La Bastille owner Sacha Vinke has been dragging on for a year. Vinke has owned several establishments in the city since the death of her husband, the well-known hospitality boss Marcel Vinke, in 2015. After seven years, she wants to dismiss the 51-year-old employee because he drank too much on two occasions in 2017. The parties were in court yesterday. The head waiter, who was in charge of staff and money when the manager was away, referred to the CLA to see what his rights were. He was shocked. He was disadvantaged on several fronts. For instance, he had been working for six years for the same salary of less than eleven euros per hour. FNV union representative Marco Bouma, who attended the court case between Gomes and Vinke, said: "We see this happening more often in Amsterdam's hospitality sector. If someone is performing well, they are entitled to a two percent CLA increase per year. I am cautious, but a salary of around twenty euros per hour would be more appropriate for this employee." Gomes indicated that he never had a performance review with the management. After discovering his violated employment conditions, he reported sick. The company doctor concluded that Gomes was suffering from burnout. The disgruntled staff member complained, among other things, about misconduct by one of the managers. He has filed a police report against this man. The company doctor stated that a mediation process should be initiated, in which the conflict with the manager should be resolved. Only months later did the management of La Bastille attempt to do so. It remained at one joint meeting. It became clear in the courtroom that things would never be resolved between the parties. A settlement was not reached. The judge will rule in three weeks on the conditions under which the parties will separate. La Bastille recently made the news due to covert camera surveillance near a urinal for male staff. Secret audio recordings were also made. Employees were required to sign a new house rule and agree to such recordings. At least five people refused to sign this regulation. Source: Telegraaf

Sick leave in the Netherlands was at its highest level in the first quarter of this year since the first three months of 2007, mainly due to the flu epidemic. In the hospitality sector, sick leave is once again the lowest at 2.3 percent. This was reported by the Central Bureau of Statistics (CBS). Sick leave varies by industry. It was highest in healthcare, at 6.5 percent. In particular, sick leave was high in nursing and care homes. There was also relatively high absenteeism in public administration and industry. Sick leave in hospitality throughout 2017 Employees in the hospitality sector also stayed home the least due to illness throughout 2017, as research showed at the time. Then, sick leave in hospitality was at 2.2 percent, and the civil service had the highest sick leave. According to CBS, there is low sick leave in hospitality because there are relatively many young employees in the sector. Additionally, the hospitality industry has many on-call workers with zero-hour contracts. Since employers with such contracts do not always have to continue paying in case of illness, this has no effect on the absenteeism rate for the employer, even if the employee is ill. In hazardous professions such as firefighting, police, and defence, there is relatively more absenteeism. Furthermore, in healthcare, there is often physically demanding work, which also leads to higher absenteeism. Read more on Misset hospitality

Have you always wanted to see giraffes, elephants, and zebras from your bed? From now on, you no longer need to go to Africa for that. Safari Resort Beekse Bergen, Europe’s largest wildland experience, opened its doors on April 18. From now on, you can wake up among the wild animals and sleep in lodges, safari tents, and treehouses. Last week, the Recreation Pension Fund visited this beautiful resort of Beekse Bergen. And because the pension fund manages the pensions for the resort's staff, we took this opportunity to personally meet some new participants. We spoke with, among others, two Rangers from the resort (see photo). Of course, we didn’t arrive empty-handed. All staff at Beekse Bergen received a delicious bar of sustainable chocolate as a welcome from the Recreation Pension Fund. Because enjoying now is just as important as later! Source: Recreation Pension Fund

It's annoying, having to repeat your entire order in English to the Spanish waiter on an Amsterdam terrace. But for now, we should be grateful that there's still someone to take our drink orders at all. The onset of spring comes with a few certainties: cows head out to pasture, tulips bloom, and terraces are packed. In Amsterdam, there's now another certainty to add: you'll place your order in English on that terrace. Amsterdammers who already view the city's extensive internationalisation with dismay might think: even for the Dutch-speaking waiter, there's no place anymore. Many are annoyed by service staff who only speak English. Especially in the city centre, you can often - after a 'Excuse me?' from the waiter - repeat the order for the entire football team in English. Different background But all that English-speaking staff isn't entirely strange. "There are so many different nationalities and tourists in Amsterdam, so it's logical that you hire someone with a different background more quickly," says Bernadet Naber of Koninklijke hospitality Nederland. Yet nowadays, even far outside the centre, we have to switch to English to make ourselves understood. This isn't due to internationalisation, but the growth of the hospitality industry - where at the same time, fewer and fewer staff are willing to work. Many proprietors have to abandon the requirement that an employee speaks Dutch. "The tight labour market is a big problem," says Naber. "Finding good hospitality staff is difficult." Michiel van der Eerde, owner of restaurants Baut, C, and Zuid, agrees. "It's a daily challenge to find and retain good staff. So many restaurants have opened. We are now really considering whether to hire English-speaking people." "There are permanent vacancies, so we're basically saying: let them come. It's not a matter of wanting, but a matter of necessity," says Van der Eerde. Flexible contract The flourishing economy is causing a tight labour market across the board. There is a high demand for (practically trained) staff in many sectors. Young people, in particular, are being pulled from all sides: from ICT to retail and healthcare. "Due to the poor working conditions, it's very unattractive to work in hospitality," says Edwin Vlek of FNV hospitality. "For young people, stocking shelves yields just as much, while in hospitality, they often work long days and at odd hours. And more experienced hospitality workers often quit when they reach the age to buy a house and have children. Then they realise that a flexible contract doesn't provide enough for a normal life. And I'm not even talking about the lack of a social life due to those working hours." In Amsterdam alone, there were 2,798 hospitality job vacancies in March. Nearly half of those were for serving staff. The fact that the need is so high that speaking Dutch becomes less important is also noticed by recruitment and staffing agencies. "Our clients are increasingly willing to accept that a staff member doesn't speak Dutch," says Jeroen Spierings, operational manager at Randstad. "The most important thing is whether someone is suitable for the position. However, it also creates other problems, for instance, if a proprietor doesn't speak English. How can you address your employee then?" A virus Communication between employee and employer is one thing, communication between guest and host or hostess is even more important. The average terrace visitor couldn't care less about arguments like a tight labour market. They just want to order bitterballen instead of 'bitterballs'. And how do you explain in English that you have a gluten allergy? Or that you'd like a smooth, fruity red wine? Especially if you're not proficient in English, it can create an uncomfortable feeling. Annette de Groot, emeritus professor of experimental language psychology at the University of Amsterdam, calls the Anglicisation of Dutch society 'a virus'. "Everyone is adopting it. We have a rich language and language tradition. It's an important part of our identity. It's gradually weakening, and I think that's a very bad thing." According to De Groot, instead of becoming more diverse, the city is becoming more homogeneous because more and more English is being spoken. "By allowing people from different backgrounds to work in hospitality, it becomes more diverse, but if everyone speaks English, you introduce homogeneity. Just let staff learn Dutch. That shouldn't be a terrible effort in hospitality, should it? The vocabulary is limited. Mistakes in grammar aren't a big deal." Sexy sector "At Leidseplein, Rembrandtplein, and in the Red Light District, I expect English to be spoken," says Pim Evers of the Amsterdam branch of Koninklijke hospitality Nederland and proprietor of eleven hospitality businesses in Amsterdam. "But if I'm addressed in English in a restaurant in Oost or West, I no longer think: this is still that nice Amsterdam neighbourhood." In his own businesses, he prefers to work with Dutch-speaking staff. "We focus on Amsterdammers. And foreign staff are often temporary. We look at which people can grow in our organisation." According to Edwin Vlek of the FNV, proprietors need to make the sector attractive again. "Do something about the working conditions and training and ensure you offer just a bit more than other sectors. There are still unemployed people in the Netherlands. Make hospitality more attractive for them. Increasingly hiring staff from abroad is a regrettable alternative. It doesn't benefit the quality of hospitality." Source: Het Parool

On 1 July 2018, the Updates term of the union representative representing the pensioners will end. You can apply for this position. The new union representative will be appointed for a period of four years. Application Candidates can be nominated by employee associations and associations of the elderly. Candidates can only be nominated by associations of the elderly if the association can demonstrably prove to the election committee that they represent at least 50 pensioners of Pensioenfonds Recreatie. Additionally, individual eligible pensioners of Pensioenfonds Recreatie can apply. These pensioners must have at least 50 signatures from other pensioners of Pensioenfonds Recreatie supporting the application. Who can apply Candidates must be at least 18 years old and have demonstrable affinity with working in the recreation sector (not as a consumer) and with employment conditions and pension in the recreation sector. Candidates can apply until 29 March 2018 at the latest. The application, including the list of signatures with at least 50 signatures, motivation, and CV, can be sent to: Pensioenfonds Recreatie The union representative Office c/o Montae Attn: Ms. C.M. Vriend Verrijn Stuartlaan 1-F 2288 EK Rijswijk e-e-mail: BestuursbureauSPR@montae.nl Job profile Candidates must meet the job profile of a member of the board representing pensioners. You can find this job profile here. After receiving the motivation, in which the candidate must extensively justify why they meet all the educational, competence, and experience requirements from the job profile, and the CV, a delegation from the board will assess whether the candidate meets the job profile. Once the candidate has been assessed against the job profile, the candidate will be informed of the outcome of the assessment and the further procedure. Procedure Below is a brief outline of the procedure: A delegation from the board assesses whether the nominated candidate(s) meet the job profile. The board makes a preliminary decision on the appointment of the candidate(s). The candidate(s) are submitted for approval to the Supervisory Board. The Supervisory Board can prevent the intended appointment if it believes that the candidate significantly deviates from the requirements set out in the job profile. If there are multiple suitable candidates, elections are held. All candidates will be informed of this. If there is one suitable candidate, no elections will take place. The candidate is then deemed to be elected. Subsequently, the candidate is submitted for approval to the supervisor De Nederlandsche Bank (DNB). Only after DNB has given its approval is the procedure completed. Source: Pensioenfonds Recreatie

FNV hospitality has reached an agreement with Harold van Workum, owner of Van Heeckeren Group and also a board member of Koninklijke hospitality Nederland (KHN) Ameland Branch for a company CLA. The motivations of the largest hospitality employer on Ameland are clear: “An employer must be good to their employees, and that includes decent employment terms and secondary conditions.” According to Edwin Vlek, union representative FNV hospitality, it is a positive Your career that employers recognise that the employment terms in the Updates CLA hospitality are too minimal. “It is good to see that there are employers who want better employment terms for their employees and find it important that they can continue to develop. The Van Heeckeren Group is such an employer. FNV hospitality has therefore created a tailor-made company CLA that fits his organisation and employees. Harold van Workum is an example for many employers. He is the first to receive the Good Employer 2018 recognition from FNV hospitality.” Presentation of the 1st Good Employer recognition On Friday 16 March, the signatures will be placed under the CLA agreement, and Harold van Workum will be the first to receive the Good Employer 2018 recognition. FNV hospitality wants to give good employers the recognition they deserve. In addition to the recognition, good employers receive a certificate, a mention in the Good Employer list on the FNV hospitality website, and the opportunity to share their vacancies via FNV hospitality. Main agreements from the CLA Salaries in the initial scales are one percent higher than in the CLA of KHN and CNV. This will again be reflected in the increase that follows in July. Additionally, future increases from the CLA of KHN and CNV are part of this CLA. Employees aged 18 and over are considered skilled after six months and are entitled to a higher salary more quickly. Concrete agreements have been made for a performance bonus of 1, 2 or 3%. Training is an important component, so there is a reimbursement for training courses. A good travel allowance, such as reimbursing the crossing from the mainland to Ameland. Employees receive a 20% staff discount on expenses within the Van Heeckeren Group.   About Van Heeckeren Group The Van Heeckeren Group consists of four hospitality venues: Van Heeckeren Hotel, Grandcafé Van Heeckeren, Rixt, and Beachclub The Sunset, all located on Ameland. During the summer period, approximately 140 hospitality staff work at these hospitality businesses.

"I feel that I do a lot of work for not very much money," says Femke (35). ‘Since I was 28, my salary in various roles with different employers has only increased by 30 euros.’ It’s easy to guess that Femke works in hospitality. As a pastry chef, she is in charge of the bakery in a restaurant. ‘I bake the bread, the pastries, and make the desserts for the restaurant. I have eleven years of experience as a chef and three years as a pastry chef.’ Femke holds the necessary diplomas in social hygiene and emergency response and is qualified to act as a mentor for trainee chefs. She currently earns 1,970 euros gross and is allowed to spend 50 euros per month on Your career. ‘That can be anything as long as it’s related to food.’ Femke has a six-month contract, which will soon be extended. Is there more in store? Register of Reference Functions in Hospitality Jacco van den Berg: ‘Since this year, hospitality has a new CLA, and it can be easily found online. In this CLA, it has been agreed that salaries will increase by 1 percent on 1 July 2018 and 2019. These salary increases already offer you more than those of the past seven years. You feel that you work a lot for not very much money. With the help of the Register of Reference Functions in Hospitality, you can substantiate your feeling further. In this register, you’ll find the information and tools to classify your role within the hospitality CLA’s group system. If you can’t figure it out, you can contact SVH (Stichting Vakbekwaamheid hospitality). Based on the information received, it’s difficult for me to determine which group your role is classified in. If it’s in scale 6 or 7, there’s still room for growth. After 11 years of experience in hospitality in various roles, you are quite skilled. My advice is to consult the hospitality CLA, the register, your payslip, and employment contract. Then, during the conversation when your contract is extended, present a well-substantiated salary request. By the way, what is the reason your contract isn’t being converted into a permanent one? You independently run the bakery and have a good position in the restaurant, and it seems you deserve to earn more than you currently do.’ Job Satisfaction Maud Schaapveld, Berenschot: ‘Working in the hospitality industry often means working long hours, for low pay, and under high pressure. You also wonder if you earn enough. Given the number of years of work experience and the minimal salary increase you’ve received in recent years, I understand why you’re asking this question. The salary you receive isn’t unusual, but it is somewhat at the lower end of what we typically encounter for such roles. We see in the market that a salary between 1,900 and 2,300 euros is common. This excludes variable rewards like tips, which can significantly increase in the hospitality sector. The monthly allowance you receive to spend on your own Your career stands out positively. Both in practice and in scientific research, it appears that not only salary is an important aspect of job satisfaction, but also Your career opportunities, appreciation, and autonomy are important. Nevertheless, I advise you to have a conversation with your manager and ask about the possibilities for a salary increase.’ Sample Letters Marco Bouma, union representative FNV hospitality: ‘Femke works as a pastry chef in a restaurant. Her employment contract does not declare any CLA applicable. From 1 January 2018, there is a new hospitality CLA. This CLA has (not yet) been declared generally binding. If Femke were covered by the CLA Hospitality 2018-2019, her role would best be compared to the role of chef de partie. A chef de partie is classified in job grade 5. The salary for a skilled worker, which Femke is with her fourteen years of work experience, is at least 1,813.96 euros and at most 2,230.96 euros gross per month based on a 38-hour workweek. Femke works 35 hours per week. Proportionate to the number of hours she works, she should earn at least 1,670.75 euros and at most 2,054.83 euros gross per month. Femke’s salary of 1,950.58 euros gross per month for 35 hours per week seems proportionate to the work. Femke holds several professional diplomas, including her mentor qualification. If Femke has more responsibilities, such as supervising trainees in the absence of the head chef, her role would be classified in job grade 6 based on the hospitality CLA. The salary is then at least 2,021.94 euros and at most 2,486.76 euros gross per month for a 38-hour workweek. Femke indicates that her salary Your career over the past seven years with various employers has been minimal. During the CLA-less period from 2014-2017, there were no salary increases unless otherwise agreed. From 1 July 2018, the hospitality CLA grants a 1 percent salary increase. Femke’s employment contract will be extended next month. We advise Femke, given her work experience and her perceived good position within the company, to negotiate well over her employment conditions and aim for a higher salary. FNV hospitality did not agree to the new CLA due to the deterioration of various agreements and the lack of a real improvement in purchasing power for hospitality employees. Important proposals from FNV hospitality included improving purchasing power, more security, and no further deterioration of collective employment conditions. FNV hospitality finds the salary Your career in the hospitality sector concerning, with the lowest wages of all sectors in the Netherlands. The salary increase in the new hospitality CLA is only 1 percent over two years and only for skilled workers. FNV hospitality aims to promote good employment practices. Sample letters have been developed for hospitality employees to engage in discussions with their employer and colleagues to reach better agreements.’ Source: Intermediar.nl

Are you filing your tax return for 2017 soon? Then you might need your pension growth (factor A). You can find this on your Uniform Pension Overview (UPO) 2017. You received this overview from us last summer. Where can you find your factor A? Factor A represents the growth (A) of your pension in a calendar year. Your pension growth shows how much more you will receive each year upon retirement compared to the previous year. The amount of factor A is important if you have not yet reached the state pension age and want to save additionally for extra pension. Or if you are already saving extra (with, for example, an annuity policy) and are completing your tax return. With factor A, you can check whether all tax allowances have been utilised. The amount of your factor A is on your UPO 2017. You can find your UPO 2017 in your personal area on www.mijnphenc.nl under 'Archive/documents'. Log in with your DigiD. Your factor A is on the last page of the UPO. Are you retired but worked in 2017 in hospitality or catering or are you still working in the sector? Then you can find your UPO 2017 in your personal area on www.mijnphenc.nl/gepensioneerd under 'Archive/documents'. Log in with your DigiD. Note: For the tax return, you need the factor A for the previous year. For the tax return for 2017, you need the factor A for the year 2016. This is on the UPO you received in 2017. Have you received pension overviews from different pension providers? Then add up all the amounts of factor A on these pension overviews.

Hospitality entrepreneurs are pulling out all the stops to prevent having to close their establishments due to a lack of staff. They entice employees with housing, a scooter, or let them choose their own salary. Instead of fighting each other for scarce employees, several hotel owners in Amsterdam have joined forces to find a solution to their staffing problems. Together, they are looking for a vacant care home or other building where they can house employees. Because in the capital, affordable housing is about as scarce as good hospitality staff.  Gym membership Owner Hans Vugts of Hotel Casa bought a house 2.5 years ago to accommodate interns and new employees. Those eight rooms are a drop in the ocean. "I employ 140 people and have to seize every opportunity to find staff." He contributes to gym memberships and gives a 100 euro bonus to employees who refer a new colleague. In the hospitality sector, there are as many as 37,000 vacancies, nearly two-thirds of which remain open for more than three months. There is a particularly acute shortage of chefs. Hospitality entrepreneurs are anxiously awaiting the first rays of spring sunshine. As soon as the beach bars and terraces open, chefs and waitresses will be even harder to find. Already, there are restaurants that are forced to close floors or cancel lunch because they can't complete their schedules, says chairman Robèr Willemsen of KHN. "It's a battle. The situation forces entrepreneurs to be creative." The cause is not only the significant growth in the number of jobs due to the success in the hospitality sector. The industry also struggles with a negative image as an employer. Staff turnover is high. Annually, the industry seeks 90,000 new employees, while only 11,000 young people obtain an MBO hospitality diploma. Ron Blaauw Even top chefs are struggling to fill their vacancies. Star chef Ron Blaauw sought staff last autumn with the message 'house, job, scooter'. His offer of a job including housing and scooter lease attracted 280 applications. He employed sixteen for his Gastrobar. "We need to get rid of the image that you have to work very hard in hospitality and earn little," he explains. With overtime, employees of his Gastrobar can also save for things like a knife set or a weekend in London. In Brabant, many hospitality entrepreneurs are also at their wits' end. At Dick van Ostaden's restaurant Boshuys Hermitage in Oisterwijk, the situation was so dire last year that he had to place 'reserved' signs on tables because the kitchen couldn't cope. "When I placed an expensive advert, I only got responses from 61-year-olds with a job application requirement or people who want to work from nine to five. That, of course, is not possible in our industry." Chefs from Spain   Through a contact, he recruited chefs from Spain. Now, four Spaniards are working in his kitchen. His phone is now constantly ringing; colleagues from all over the country are calling to ask if he can also provide them with a Spanish chef. "Yesterday, I received nineteen requests, from a Michelin-starred restaurant to a beach bar." Through the network he set up with his Spanish chef, he has now brought in 'several dozen' chefs from Spain. The Eindhoven hospitality entrepreneur Albert Pronk lets his employees choose their own salary scale. Surprisingly, most do not choose the highest, but the middle one. "Many people are modest. They don't want to create too high expectations. Apparently, a high salary is not the most important thing." No experience required The Groningen Steakhouse André Dokter took a different approach. When two years ago, staff with extensive hospitality experience were sought for a new location, more than a hundred people applied. Last year, a vacancy yielded only a single response. "Then we turned it around. We now explicitly ask for young people without experience and train them ourselves," says manager Peter Havinga. "In six days, they go through all the components: from how a cow is put together to how to make a good cappuccino. We test that with an exam." There is also a growing number of lunchrooms that consciously seek people with intellectual disabilities, asylum seekers, or people distanced from the labour market for service roles, notes industry organisation KHN. "Think of Brownies & Downies and Tosti van Josti." Many hospitality entrepreneurs complain about the mentality of young people, who are no longer interested in long, hard-working days in hospitality. The Eindhoven hospitality entrepreneur Albert Pronk has given up the ambition to find only hospitality pros. "Many students are just looking for a part-time job. They have other passions than hospitality. That's just how it is." To bind and retain those students, he offers them courses that have nothing to do with hospitality. Ranging from Spanish to guitar lessons. "They appreciate that tremendously. Young people want flexibility. That's why they can decide for themselves when they work with us. And if they want to backpack in Asia for three months, we guarantee them a job upon return." To make the work more enjoyable, Pronk has outsourced the cleaning of his businesses Usine and De Vooruitgang. Night shifts earn the staff a bonus. With success. "Last year, we regularly had to keep entire floors closed due to staff shortages. Now, there is hardly any turnover." Hospitality: hard work for little? Should hospitality entrepreneurs simply pay more to find staff? Since this month, the industry finally has a CLA again, after entrepreneurs and trade unions could not agree on employment conditions for four years. In the new salary scales, the hourly salary for those over 21 ranges between 9.59 and 14.87 euros. A joke, says manager Peter Havinga of the Groningen Steakhouse André Dokter, which pays its employees more. "In hospitality, you earn less than at a call centre, while you often work late into the evening and on weekends. Hospitality staff are undervalued in the Netherlands. In France, where many waiters are older men in suits, it's very different." The enormous demand for staff has resulted in more and more chefs working as self-employed (freelancer). As freelancers, they can demand higher hourly rates and have more control over their schedules. Agencies for freelance chefs are mushrooming. Hospitality entrepreneurs view this Your career with dismay. "They sometimes demand bizarre rates and have many demands. But if you're really in a bind, you sometimes have to go along with it," says Hans Vugts of Hotel Casa. He is now considering paying his employees more on Saturday evenings and public holidays. "But there's a limit to that. If you spend too much on salaries, you price yourself out of the market and lose customers." In addition to good pay, hospitality entrepreneurs must also offer their staff training and flexible working hours, says chairman Robèr Willemsen of Koninklijke hospitality Nederland. "We've all let it happen that the hospitality sector has gained a negative image. Now we must ensure that the industry becomes attractive to work in again. If you're not willing to take good care of your people, you deserve to be without staff."   Source: Algemeen Dagblad

Your vote also counts in the election for Training Company Recreation 2018! On the KIKK Recreation website, the three nominated training companies explain why they are the training company of the year. Who convinces you? Cast your vote now.  

Lately, there has been a lot in the news about unwanted intimacies and behaviour in the workplace. What exactly does this entail, and how can you, your colleagues, and your employer act on or even prevent this? Forms of sexual harassment When it comes to sexual harassment, it is not only about physical contact. Verbal and non-verbal intimacies can also be very unpleasant. Consider remarks or gestures. Moreover, it is not about how the "perpetrator" intends it, but how the victim experiences the situation. Some examples of harassment: Verbal: sexually suggestive comments, text messages, intimate questions about your private life, requests for dates for sexual contact. Non-verbal: staring, showing sexually suggestive images, making sexual gestures. Physical: grabbing, pinching, kissing, restraining someone, assault, rape. What can you do? It is, of course, very important that when you find yourself in an unwanted situation, you indicate that you do not feel comfortable and ask the person in question to stop their behaviour. The sooner you indicate this, the better. Often, an unwanted situation starts with small things; a touch or a remark. This can easily escalate if you do not immediately make it clear what your boundaries are. You can keep a written record of what happens. Are others perhaps also affected by this? Together you are stronger. You can be more observant or see if others also have the same type of contact with the person in question. Involve a confidant. This can be through your work, but it could also be, for example, your GP. If all this is still not good enough, you should file a complaint with your employer/manager. Finally, you can report it to the police. What must your employer do? Your employer is legally required (under the Working Conditions Act) to implement a policy to combat bullying and unwanted behaviour. They must assess the risks of bullying. When there are problems related to bullying, the employer must develop a plan to counteract the behaviour. Upon a report of bullying/unwanted behaviour, the employer must also take actual measures. If they do not, you can report it to the Inspectorate SZW (Social Affairs and Employment).

As a pension fund, PH&C does everything possible to take good care of our participants' pensions. Good, affordable, hospitable are the core values they dedicate themselves to with great energy every day. With the aim of achieving the best possible pension. A benchmark among Dutch pension funds shows that PH&C is still affordable! Message below from PH&C website Benchmark by Lane Clark & Peacock Netherlands B.V. Every year, Lane Clark & Peacock Netherlands B.V. (LCP) conducts a benchmark study among Dutch pension funds. In this study, they provide insight into the pension management, asset management, and transaction costs of the pension funds. LCP is an actuarial consultancy and advises pension funds, (international) companies, works councils, and insurers. Proud to be affordable Of course, we know that we are one of the most affordable pension funds in the Netherlands. The benchmark shows this once again. Our pension management costs were €57 per participant in 2016. And that is slightly less than half of the €115 mentioned in the benchmark. We are really proud of that! Especially because we focus daily on cost savings and efficiency by working digitally and automating processes. Are you digital yet? That has helped We achieve these great results not only with the approximately 140 dedicated colleagues in Zoetermeer. We are more than aware that our participants and employers also make an important contribution. They do this by being digitally accessible and using our portals. So are you a participant and already using your account mijnphenc.nl? Or are you an employer and already using your online environment GRIP? Fantastic! Because then you have certainly contributed to our low pension management costs. Not digital yet? Do it today! If you are a participant, go to mijnphenc.nl, log in with your DigiD and leave your e-e-mail address. If you are an employer, register at grip.phenc.nl.  This is really important to maintain the low cost level for our fund. Good news again next year? LCP conducts this benchmark annually. We do everything we can to proudly announce this good news again in the coming years.

"The passion of Miss Ellen still shines through"  She comes from a passionate swimming family, got a job as a teenager in 1977 at De Lieberg swimming pool in Hilversum, has fulfilled almost every role there, and after 40 years she still lovingly teaches the little ones. For team leader Martijn Caumon, there were enough reasons to nominate Ellen Grob for the Funniest Colleague competition organised by FNV Recreation. The jury agreed with him, and we surprised the winner while she was unsuspectingly teaching. Ellen: “This is the best job in the world.” Union representative Johan Bijlsma presents the prize to Ellen Grob Ellen inherited her love and fun for swimming from home. Her 15-year-older sister Adrie Lasterie was a Dutch and European champion in swimming in the sixties and even won a silver medal at the Olympic Games. Little Ellen was often there when her sister trained in the pool, and her love for this sport naturally grew from there. 87 applications At 18, Ellen started in cleaning at De Lieberg swimming pool in Hilversum, but soon she was allowed to teach swimming lessons. Forty years later, Miss Ellen is still there. Not because she has to, but because she still enjoys it so much. When she walks through Hilversum, she is well-known, as many residents have had lessons with her. Team leader Martijn Caumon really wanted to put Ellen in the spotlight and nominated her for our Funniest Colleague in Recreation competition. We received no fewer than 87 applications. Martijn: “Ellen has been giving AquaMini lessons with great enthusiasm and passion for years and has been connected to De Lieberg all her life. Recently, Ellen welcomed the third generation of a family during one of these lessons.” Ellen (FNV member): “I haven’t worked here continuously. In the past, if you became pregnant, you were honourably dismissed. But my son was not even six months old when I was asked if I could come back. And the same happened with the next son. Until 1985, because then the money ran out. In '90, they asked me back for school swimming. That's fine, I said, but I want to be home at lunchtime and after school. And I want a permanent contract. Twenty years ago, the pool came into the hands of Optisport, and I became head of swimming affairs. At fifty, I thought, I’ll quit. Martijn persuaded me to stay, fortunately. I work fewer hours and teach the little ones. I see parents and grandparents returning who had lessons with me as babies or children. You build such a beautiful bond with those little ones, and you can teach them everything.” Great team of colleagues Ellen hired Martijn ten years ago when she was still head of swimming affairs. Now Martijn has recently become her manager. Ellen: “Martijn and I brainstorm about how things could be better or different. He appreciates my expertise. We are a great team of about 25 colleagues, we can say a lot to each other, everything is open for discussion. That also makes me love working here. And then I’m also named Funniest Colleague!”

The sixth edition of The Week of Catering starts next week. From 13 to 17 November, contract catering staff will be celebrated by their guests and FNV Catering. Across the Netherlands, wherever professional catering is active, attention is drawn to the work that catering staff provide day in, day out. Together they serve more than 2 million healthy and tasty meals and dishes per day. That certainly deserves an extra compliment! The Most Fun Catering Team in the Netherlands! This year, we are also looking for The Most Fun Catering Team in the Netherlands! Already 50 teams have signed up via the website www.deweekvandecatering.nl. Teams can submit a photo and explain why they are the most fun team in the Netherlands. This not only gives them a chance to win the title of The Most Fun Catering Team in the Netherlands 2017, but also a stylish night out with the whole team. After The Week of Catering, an expert jury will choose the winning team. FNV Catering The Week of Catering is made possible by FNV Catering. FNV Catering is committed to making work as enjoyable as possible for catering staff. Catering employees can turn to FNV Catering for questions about work and income, employment conditions, working conditions, and developments in the labour market.

As of 1 January 2018, the government is raising the age at which you can retire according to pension schemes in the Netherlands (pensionable age) to 68 years. The average age of Dutch people is increasing. Once the average Dutch person lives another year longer, the government will consider whether the pensionable age needs to be increased. Implications for the pension scheme Representatives of employers and employees from the hospitality and catering sectors choose how to incorporate the increased pension age into the pension scheme. They can choose to raise the pensionable age in the pension scheme or to lower the accrual rate of the pensions. As of 2018, it has been decided to raise the pension age to 68 with an increase in the accrual rate from 1.65% to 1.701%. This means that you will accumulate more pension overall without paying more premium, but your pension will start a year later. What does this mean for you as a participant? The target age for 'retiring' is going to 68 years. You will receive a notification from the Pension Fund for Hospitality and Catering 9 months before your state pension (AOW) begins, asking if you want your pension to start. At the Pension Fund for Hospitality and Catering, you can start your pension up to 5 years before and up to 5 years after your state pension age. You can therefore choose when to start your pension, for example, when your state pension begins. This decision does have financial implications for the amount of your pension because you are starting it earlier. Whether this is possible depends on your financial situation. Make sure you are well-informed before making a choice. You can do this via www.phenc.nl. There you can see exactly what the consequences are for the amount of your pension if you stop working before the age of 68, or if you continue working longer. We will inform you personally before the end of this year.

Fletcher Hotels, EHP Holding BV and Princess Hotels have seriously violated the Merger Conduct Rules of the SER (Social and Economic Council) by failing to notify the unions in advance about the merger plans with Princess Hotels. As a result, the unions were informed too late, which meant that the interests of the employees could not be safeguarded. FNV hospitality immediately reported this to the SER. Unacceptable behaviour FNV hospitality finds it unacceptable that they were not informed in advance about the merger plans of Fletcher Hotels and immediately took action by reporting this misconduct to the SER. In addition to filing the complaint, FNV hospitality contacted Fletcher Hotels to initiate discussions. Fletcher Hotels showed no initiative to engage in dialogue with FNV hospitality, even when FNV hospitality explicitly and repeatedly requested it. Judgement of the SER The complaint by FNV hospitality has been upheld by the SER. The violation is of a serious nature and is considered seriously culpable, according to the judgement of the SER's Merger Conduct Rules Disputes Committee. Compliance with Merger Conduct Rules Fletcher Hotels believes that the Merger Conduct Rules need only be followed on a voluntary basis. However, a consensus has been reached between employers' and employees' organisations and independents on the Merger Conduct Rules to protect the interests of employees during a merger, with the aim of achieving proper self-regulation in the sector. Compliance with the Merger Conduct Rules is therefore not entirely optional. The unions must be informed in a timely manner by the merging parties about an impending merger, so that they can influence the consequences for the employees. The unions can inform the works council about their opinion on the merger. With this information, the works council can provide advice to the entrepreneur. Read the full decision of the SER here

On Wednesday, 4 October, works council members from the recreation sector gathered at the national works council Platform FNV Recreation at Inn Style in Maarssen. They exchanged Insights and experiences with each other. From Ameland to Limburg, the works councils of recreation parks, swimming pools, and amusement parks were represented. Union representative Johan Bijlsma updated everyone on the CLA's for holiday recreation, day recreation, and swimming pools, as well as the Health and Safety catalogue (theme: workload and stress). Additionally, advisors from FNV and the SER informed participants about the new Health and Safety Act, the whistleblower policy, co-determination, and mergers within the recreation sector. It was a beautiful and diverse group gathered together. Thank you for coming! View the photos on our Facebook page. The next works council Platform Recreation will take place in 2018. View the presentations from the speakers New Health and Safety Act (Rik van Steenbergen, FNV) Whistleblower Policy (Rik van Steenbergen, FNV) Flowchart second opinion Checklist basic contract for health and safety services Extra protection for the whistleblower Co-determination & Merger Conduct Rules (Christiaan de Koning, SER) Would you like to actively participate as a works council member? Do you work at a recreation park, campsite, amusement park, or swimming pool? Do you enjoy actively advocating for your colleagues' interests? Or are you a member of the works council within your company? Then take a look at our 'works council' page.

Do you work at a holiday park, campsite, amusement park, or swimming pool? Do you enjoy actively advocating for your colleagues' interests? Or are you a member of the works council within your company? Then the OR-Platform Recreation is definitely for you! Exchange Insights and experience On Wednesday, 4 October 2017, we are organising the national OR-Platform Recreation in Maarssen. Be inspired on this day and exchange Insights and experience with other works council members. We will also update you on the CLAs for holiday recreation, day recreation, and swimming pools, as well as the health and safety catalogue (theme: workload and stress). Additionally, advisers from the SER will tell you everything about the new Health and Safety Act, the whistleblower scheme, employee participation, and mergers & acquisitions within the recreation sector. Practical info Wednesday, 4 October 2017 from 10.00 am to 5.00 pm for members of FNV Recreation and non-members location Inn Style in Maarssen route description participation is free including lunch and drinks as this afternoon is focused on sharing Insights and strengthening your position as a works council member, this day can be scheduled as training for works council members. Programme 10.00 – 10.30 am Reception with coffee and tea 10.30 – 10.45 am Opening & introductionFrans Wendelgelst (general union representative FNV Horecabond) 10.45 – 11.15 am Updates status:- CLA holiday recreation (implementation of agreements)- CLA day recreation (implementation of agreements)- CLA swimming pools (social agenda)- Health and safety catalogue (workload and stress)Johan Bijlsma (union representative FNV Recreation) 11.15 - 11.30 am Short break 11.30 – 12.30 pm New Health and Safety Act and Whistleblower SchemeRik van Steenbergen (FNV) 12.30 – 1.15 pm Lunch 1.15 – 2.15 pm Mergers and acquisitions & the role of the SERChristiaan de Koning (SER) 2.15 – 2.30 pm Short break 2.30 – 3.30 pm Employee participation & the role of the SER(SER) 3.30 – 4.00 pm Q&A & closing 4.00 – 5.00 pm Networking drinks   Register You can register yourself and any colleagues by email. You do not need to be a member of FNV Recreation. If you have any questions, you can contact Frans Wendelgelst by email or by phone on 06-53171968. See you on Wednesday, 4 October!

Have you, as a teacher, internship supervisor, or industry representative, had a special experience with a training company? Or have you, as a student/intern, had a fantastic internship? Then show your appreciation for this training company now and nominate the company for Training Company Recreation 2018 at KIKK recreation. Do you want to know what it means to be Training Company Recreation? Then read the interview with the 2017 winner: Kennemer Duincamping de Lakens.

SVH offers a solution for expired Social Hygiene diplomas. To operate a beverage-serving hospitality business, the SVH Social Hygiene Diploma is essential. Without this diploma, a Liquor and Catering Licence will not be issued. However, there are people working in hospitality businesses with diplomas that became invalid due to a change in the law in 2015. SVH (Stichting Vakbekwaamheid hospitality) offers these employees and entrepreneurs the opportunity to convert their old diplomas into the Updates SVH Social Hygiene Diploma. This can only be done with the correct documentation and until 1 May 2018, as this is the end of the transition period. Since 2011, anyone wishing to apply for a Liquor and Catering Licence from the municipality must be registered in the Social Hygiene Register. This is a national register that includes everyone who meets the Social Hygiene requirements. Municipalities consult this register when issuing a Liquor and Catering Licence. If someone is not listed in the register, the Mayor cannot issue a Liquor and Catering Licence or register someone as a manager on the Liquor and Catering Licence of a beverage-serving business. Proof of registration in the register is provided by the so-called Statement of Insights and Understanding of Social Hygiene, issued by the National Examination Board of SVH (LEC-SVH). Old diplomas expired in 2015 In mid-2015, State Secretary Martin van Rijn of Health, Welfare and Sport tightened the registration requirements in the Liquor and Catering Act. As a result, many people in the industry are still working without being listed in the register. They work as owners or managers based on old diplomas that previously allowed registration but no longer do. Often, these individuals already had a business or managerial position before the requirement to be in the register was introduced. For these people, a transition period has been agreed upon to prevent existing licences from potentially being revoked or everyone having to take an SVH Social Hygiene exam. Transition period until 1 May 2018 For employees and entrepreneurs with now outdated diplomas, SVH offers the possibility to apply for the Updates SVH Social Hygiene Diploma based on their old diploma, so they can be properly registered in the Social Hygiene Register. This must be done before 1 May 2018, as the municipality may withdraw the Liquor and Catering Licence upon application for an extension or to open a new business. The correct documentation must also be provided so that SVH can determine whether an old diploma qualifies for the Updates SVH Social Hygiene Diploma. More information regarding the procedure and the conditions under which certain old diplomas qualify can be found on the website http://www.svh.nl/nieuws/wijzigingsocialehygiene. For applying for the Updates diploma, visit http://bit.ly/aanvraagSVHsh

Recently, you had the opportunity to vote for your favourite #RecreationVlogger by liking, sharing, or commenting on our social media channels. It was an exciting race, especially on Facebook, with many reactions per post. Voting was open until 30 June at 12 noon. After that, all votes were tallied, and Youri & Anouk from Recreatiepark TerSpegelt emerged as the winners. On Thursday, 13 July, the winners were surprised during a craft morning. We dropped by with cake! Youri and Anouk were unsuspectingly dancing with the kids when Hanneke interrupted to share the news. Were they excited? You can see it in this video: Want to watch the vlogs again? The other participants, Kim & Kim from Landal Lommerbergen and Naomi from Camping Bakkum, also made fantastic vlogs and received many likes. Want to watch all the vlogs again? Check out our YouTube channel or the news articles per vlog: Vlog 1: #RecreationVloggers introduce themselves Vlog 2: A look in the kitchen Vlog 3: Like a fish in water Vlog 4: Working with pleasure Vlog 5: Topic of choice Training Company Recreation The vloggers are interning at one of the training companies that won the Training Company Recreation award. Registration for 2018 is already open; if you want to know more or register, click here! About the #RecreationVlogger project The aim of the #RecreationVlogger project is to present a broad and realistic picture of working in the recreation sector. In this way, we want to give young people and future professionals a good understanding of what working in the recreation sector entails. Through vlogs, the interns share their experiences, offering other young people a realistic insight into the recreation sector. A project for and by young people.

The Top 25 of the largest caterers compiled annually by Misset Catering has a new number 1 this year: Albron. Number 2, Sodexo, reports a higher total turnover, but this also includes revenue from other facility services such as cleaning and security. For Albron, it purely concerns the f&b revenue achieved in the Netherlands. The f&b revenue rose significantly from 244 million euros in 2015 to 255 million euros in 2016. The merger of the caterer with Facilicom, in mid-2016, ensured that this latter company parted ways with its 'own' catering branch Prorest and continued its activities under the name Albron. Albron grows profitably again For commercial director Catering Corno Stam, the business high and low points for 2016 are close together. According to him, the partnership provides 'a fantastic starting position in the Business & Government segment. It also offers opportunities for further growth in the Hospitality & Leisure segment and for further engaging healthcare institutions. At the same time, the partnership also resulted in the creation of multiple dual roles, leading to farewells with colleagues. There were 3344 employees left (1922 FTEs). According to Stam, the trend among clients is that both added value and financial advantage are requested, and there is more focus on output. The caterer must now primarily relieve burdens and show a high degree of loyalty by continuously improving itself. Due to declining subsidies, guests ultimately pay more for their lunch and expect higher quality in return. 'Among clients in the Business & Government segment, this leads to more risk-bearing contract forms for us.' Yet he is indeed optimistic. 'Albron is growing profitably again by creating valuable moments with food and drink from a positive perspective for all involved.' Source: Missetcatering.nl

On the TEA connect lists for 2016, De Efteling is again in fourth place among the largest European amusement parks. De Efteling swaps positions with Tivoli Gardens in Copenhagen. Worldwide, De Efteling, with its 4,764,000 (+1.8%) visitors, ranks 23rd. This is according to the annual Theme Index and Museum Index by TEA and AECOM, which also explain the latest trends. Two Dutch museums appear on the European rankings. The Rijksmuseum is in 15th place with 2.2 million visitors (-6.6%). In 17th position is the Van Gogh Museum with 2.1 million visitors (+11.2%). The Tikibad at Duinrell is listed in the European ranking for water parks in 8th place with 700,000 visitors. View the full list on Pretwerk

From yesterday (30 May 2017), the panda enclosure Pandasia in Ouwehands has opened to the public. The zoo in Rhenen expects a lot of interest, especially in the first few weeks. To somewhat control and spread the visits, the park has taken various measures. Some measures to regulate the crowds: The Giant Pandas can only be visited with online tickets. The reservation requirement also applies to season ticket holders. A maximum of 10,000 visitors is set for the park. So far, it seems that the crowds are manageable. In the park's reservation system, only the tickets for the first week (up to 4 June) were sold out on 30 May. Read more on Pretwerk

On Monday, 22 May, the coordination group for the CLA Swimming Pools met to discuss a new CLA for swimming pools. No negotiation result has been reached yet. Employers' proposal The employers' organisation Wizz made the following proposal: Duration of 2 years: 1 July 2017 to 1 July 2019. A salary increase of 1% per 01-01-2018 and 1% per 01-01-2019 Addition of minimum training requirements for swimming instructors and supervisors (Revised) social agenda   Trade unions' response Trade unions responded that they are willing to agree to a CLA with a duration of 2 years, but employers must then come up with a better salary proposal. The proposal of a total of 2% for a two-year CLA is insufficient. Employers are now consulting with their members to request more salary space. On Thursday, 29 June 2017, employers and employees will meet again to continue discussions about the new CLA for swimming pools.

Today, the trade unions (including FNV Recreatie) and the employers' organisation RECRON have reached an agreement for a new CLA. The CLA will take effect on 1 July 2017 and will run until 31 December 2018. FNV Recreatie members are positive The members of FNV Recreatie have indicated that they agree with the negotiation result. The vast majority of the votes cast were positive. Salary increase of 2.75% The main points are a salary increase of 1.75% on 1 January 2018 and 1% on 1 October 2018. The modernisation of the CLA will also be further developed, with the employee at the centre.  View all the points from the negotiation result here. The CLA recreation applies to all 18,000 employees at holiday parks, campsites, and group accommodations. The staff in the recreation sector consists of 60% women and over 30% are younger than 24 years.

Private play equipment and initiatives in public spaces, how do we manage them properly? And how does this relate to Updates regulations? The content of this article was developed in consultation with the Ministry of Health, Welfare and Sport (VWS), the Netherlands Food and Consumer Product Safety Authority (NVWA), and the Association for Play and Movement. Speelplan is part of the Working Group ‘private play equipment in public spaces’. These are questions that concern many managers: do I take action against a resident who places their small slide in the municipal green space in front of their house on a summer's day? Should the tree trunks in a play area be certified or not? How do I deal with play equipment that residents have assembled themselves? The municipalities of Zwolle, Almere, and Rotterdam have taken the lead in consulting with the industry, the NVWA, and VWS to come up with a proposal that allows more room for private initiative, with a focus on safety. Many municipalities already allow for private initiative, often based on different interpretations of the regulations. Here is an update on the progress of a new proposal and clarification regarding Updates regulations. Read more at Pretwerk.nl

Chefs experience the highest work pressure. Doctors, teachers, and managers also have it tough. This is evident from a new study by CBS. And taxi Union representative? They have it much easier. There have already been many studies on stress, burnout, and overload, but in the report 'Occupation and work pressure in the Netherlands', CBS lists for the first time which profession suffers the most. The institute determines this based on three criteria: working at a very fast pace, having to do a lot at once, and having to work extra hard. Surprising At the top of the list, which was compiled from surveys of 42,000 employees, are 'notorious' stressful professions such as doctors, managers in business and administrative services, and primary school teachers. But lawyers and chefs also experience high work pressure: the latter group even the most. Tanja Traag (CBS): "A lot is already written about work pressure in education, much less about that of chefs. So that is also surprising for us." Peak moments According to her, the causes of work pressure vary greatly in each profession. "For medical professionals, for example, it is more about the emotional burden: dealing with life and death. Lawyers, on the other hand, indicate that they sometimes find it hard to spend long days just sitting in front of a screen. And for chefs, it is important that they can act very quickly during peak moments." Professionals who experience the least work pressure: security guards, Union representative, gardeners and horticulturists, cashiers, teaching assistants, and childcare workers. Traag: "In some of these professions, it mainly has to do with the fact that people can manage their own time more. Taxi Union representative, for example." Emotional pressure  According to Traag, there is little that can be done about work pressure in some professions. "The emotional pressure that doctors sometimes experience cannot be removed. It is part of the job." But: employers must realise that 'a sense of freedom' is important for reducing stress. "If there is one thing that emerges from studies, it is that people experience less pressure as they have more control over their own workday; being able to work flexibly from time to time, for example." It also makes a difference if there is unrest in the workplace. "The more secure people feel about their position, the less pressure they feel." 'I actually enjoy the busiest moments the most' Bas van Amerongen (25), works as a chef at café Facet in Rotterdam. "Not surprising, really, that my profession is at the top when it comes to work pressure. It is intense. I work long days. I start at nine in the morning at the wholesaler to select all the fresh items and often don't finish until after ten in the evening when the last table is having dessert. And of course, I always work on weekends. Moreover, it's quite a rush during 'peak time' at lunch and dinner when the whole place is full. I always say: it has to be your thing. And it is my thing. I discovered during my internship that I could handle it. Staying calm while under high pressure. I actually enjoy the busiest moments. And, of course, the beer at the bar when all the guests have left satisfied. But: I don't see myself doing this my whole life. It's physically too demanding: standing on your feet for twelve hours and pushing through. I hope to have my own place later on, and then I will hire a good chef in turn." Source: AD.nl

Trade unions (CNV Vakmensen, FNV Publiek Belang and FNV Recreatie) and employers (RECRON) sat down at the negotiating table for the third time on Tuesday, 21 March to discuss a new CLA recreation. With the mandate of the CLA committee, the trade unions have presented a final offer to the employers. The following two options are proposed: 1-year term from 1 July 2017 to 1 July 2018, with a salary increase of 2% from 1 January 2018 or 1.5-year term from 1 July 2017 to 31 December 2018, with a salary increase of 2% from 1 January 2018 and 1% from 1 October 2018. The employers are considering the final offer from the trade unions. On 18 April, the employers and the trade unions will meet again. The employers will then respond to the final offer from the trade unions. *UPDATE: RECRON rejects trade unions' offer Read more about the CLA recreation negotiations: 'Little progress in CLA negotiations' 'CLA negotiations are proceeding fairly smoothly' 'Start of CLA recreation negotiations'

In many sectors, the retirement age was already increased to 67 years in 2015. However, in the hospitality and catering sectors, this was not yet the case. In 2015, trade unions and employers' organisations in hospitality and catering agreed that this would take effect from 2017. Additionally, it was agreed that the accrual rate would increase from 1.466% to 1.67% as of 1 January 2017. Retirement starts two years later Due to the changes, you will accrue more pension annually. However, the pension will start two years later. If you wish to retire before the age of 67, for example because your state pension age is earlier, this is possible. You have the option to bring forward the start date by up to five years. Postponement is also possible. For clarity, the retirement age is not the same as the state pension age. The pension fund determines the retirement age, while the government determines the state pension age. More information about retiring earlier or later can be found in the pension regulations.  Maintaining purchasing power of accrued pensions From 1 January 2017, the accrued pensions of employees will no longer be increased from the pension premium. However, if investment returns allow, the accrued pension will be increased by up to 50% of consumer price inflation. Due to the change, the pensions of employees, former employees, and retirees in hospitality and catering will henceforth be increased in exactly the same manner. What happens to the pension already accrued? The pension accrued up to 1 January 2017 has a retirement age of 65 years. For the sake of administrative simplicity for the pension fund, and also for clarity for the participants, it has been agreed that the pension fund will convert the accrued pension to the new retirement age. As a result of the conversion, the accrued pension will be higher. You will receive or may have already received a letter from the Pensioenfonds hospitality & Catering regarding the conversion. If you have accrued any early retirement entitlements, these will also be converted to old-age pension.  

In recent weeks, various media have reflected on the performance of attractions and museums in 2016. Unfortunately, some attractions with a publicly listed parent company are not yet allowed to release their figures. Overall, we see that visitor numbers have remained fairly stable. At the beginning of April, the exact and verified figures will be published by Respons in their Day Attraction Monitor. The figures below have been collected from media, press releases, and upon request. In some cases, these are not the exact figures; sometimes an estimate has been made. (For example, Wildlands Emmen indicated at the end of December that they would "come out slightly over 1.3 million".) Wildlands Emmen is also the most notable outlier in this overview with a growth of 67%. Here, the figures of Dierenpark Emmen have been compared with the newly opened (March 2016) Wildlands Emmen. View the figures on Pretwerk

CLA (CLA). It sounds dull and boring, but don't be mistaken! Alongside the employment contract you sign with your employer, the CLA is the most important document you will encounter during your work. In July 2017, a new CLA for recreation and swimming pool employees must be concluded. This may seem far off, but the initial negotiation talks will already take place in February. What do you think? FNV Recreation would like to know which topics you, as an employee in recreation, consider important for the upcoming CLA negotiations. Submit your choices and fill in the questionnaire.

Younger people, the so-called Millennials (18-36), dine out most frequently. 29 per cent of them eat out at least once a week. However, these same young people are looking for cheaper solutions. The average expenditure per restaurant visit is 19.42 euros. This is according to research by the FoodService Institute Netherlands (FSIN). The group aged between 37 and 50 spends an average of 32.99 euros on a restaurant visit. The so-called Baby Boomers (51-70) pay 30.66 euros per person. Those aged 70 and over pay 29.29 euros. The recently published research conducted by research agency Q&A for the FSIN shows that young people do not think in terms of channels when it comes to their food purchases. ‘Young people do less weekly shopping and only decide at the last moment what they want to eat, how they want to eat, and where they will do so. They buy and eat everywhere, just as much in the supermarket as in trendy restaurants or hybrid forms thereof. This trend started in American cities but is also reaching our country. ‘That’s why blurring will grow significantly,’ says FSIN director Jan-Willem Grievink. Read more on MissetHoreca

The Theme Park Barometer by the Omnico Group and Blooloop primarily investigated guests' attitudes towards new technologies this year. Particularly, the pre-booking of a complete theme park day, including attractions, food, and souvenirs, is high on the wish list. The research was conducted in China, Great Britain, and the USA. The research shows that 90 percent of respondents think it is a good idea to book the entire trip to a theme park in advance. Components of such a booking include, among others, entrance ticket, fast-Card, meals, souvenirs (ready for collection at a pick-up point afterwards), hotel, attraction times, and reserved seats at shows and photo locations. Both the laptop (at home) and an app on the mobile phone are suitable for these pre-bookings. Read the full article on Pretwerk

A regional approach for the recreation sector can significantly strengthen this important economic driver in North Holland North. Otherwise, opportunities will be missed. Without a joint policy, a large part of the recreation businesses risk declining in the future. Only by working together as a region on smart distribution of the product range and restructuring can businesses in this sector remain vital.   This is the main conclusion of an analysis commissioned by the Your career Company North Holland North, 18 municipalities in North Holland North, and the province of North Holland. The recreation sector is an important economic sector in North Holland North, accounting for 12,500 jobs and with a particularly high economic impact of 700 million euros. Read the full article on Pretwerk      

In the first half of 2016, the number of guests in Dutch accommodation facilities grew by 4.5% compared to the same period in 2015. The number of overnight stays grew by a more modest 1.9%. Impressive figures, yet we do see some cracks in the relentless growth of tourism that we have observed in recent years. It could be that a gloomy and wet June spoiled the party and the holiday periods in Germany give a distorted picture, but the fact is that the impressive growth figures of the initial months are, for now, a thing of the past. While the first three months of this year saw tourism grow with strong figures (+7.9%, +10.2%, and +14.1%), the last three months of this half-year clearly show a decline with barely any growth in April (0.2%), a very decent May (+4.1%), but a poor June (-2.4%). Looking at the number of overnight stays in the same period, we see the same pattern reinforced, with the last three months clearly in the negative (-3.5%, -1.2%, and -5.4%) after a strong start with 8.7% more overnight stays in January, +7.5% in February, and +21.4% in March. Read the full article on Pretwerk

Monday 29 August 2016 is the day! The elections for the representative of pensioners for the board of Pensioenfonds hospitality & Catering will start, lasting until 15 September. FNV hospitality, FNV Catering and CNV Vakmensen have jointly nominated Kitty Roozemond for this position.   Who is Kitty Roozemond and why have the unions nominated her? Kitty is 61 years old and has extensive experience as a union representative and supervisor, both within and outside the FNV. She was vice-chair of the FNV from 1997 to 2004. Additionally, she has represented the FNV in the Social and Economic Council and the Labour Foundation, where she became involved with pensions. Since 2014, Kitty has held various board or supervisory roles in different pension funds. Moreover, since 1 July 2016, she has been a board member at Pensioenfonds hospitality & Catering on a temporary basis on behalf of the pensioners. We are particularly pleased that Kitty Roozemond is eligible as a representative of pensioners on behalf of the joint unions in hospitality and catering. With her Insights and skills, along with years of board and supervisory experience, we are convinced she is the right candidate. Furthermore, she is an engaged, social, and honest person who, with the same passion and dedication as the employees in hospitality and catering, wants to commit herself to your pension!   Kitty Roozemond realises that the pension in hospitality and catering is not a large amount, but it is the extra income that can make a difference for you. Only the state pension is often not sufficient. She stands for a comprehensible and fair pension where solidarity in both good and bad economic times is a given.   Recommendation committee FNV Horecabond A recommendation committee of former daily union representatives, who have also been chair or union representative of Pensioenfonds hospitality & Catering in the past, wholeheartedly recommend Kitty Roozemond as the representative of the pensioners at Pensioenfonds hospitality & Catering. You deserve a knowledgeable, competent, social, and committed union representative who is dedicated to your pension.   From left to right:  Eiko de Vries (52), former treasurer-secretary FNV Horecabond and chair and union representative Pensioenfonds hospitality & Catering Jan Mul (89), former treasurer FNV Horecabond and union representative Pensioenfonds hospitality & Catering Wil van Sante (76), former vice-chair FNV Horecabond and union representative Pensioenfonds hospitality & Catering Wim Holvast (72), former treasurer FNV Horecabond and chair Pensioenfonds hospitality & Catering Will you vote too?! Do you receive a pension from Pensioenfonds hospitality & Catering? Then you are eligible to vote. If the pension fund has confirmed when your pension starts, you also have voting rights. The election period is from 29 August to 15 September 2016. You will receive the ballot paper from the pension fund at the earliest on Monday 29 August by email or post, not before! Do you have any questions beforehand? Then check the frequently asked questions or contact the Information Centre via 036 – 535 85 95 or via info@fnvhoreca.nl   Our advice: make use of your voting rights. Vote for Kitty Roozemond, who stands for a comprehensible and fair pension!

Today, Friday 8 July 2016, members of RECRON, swimming pools, FNV Recreatie, FNV Publiek Belang, and CNV Vakmensen have approved the new CLA Swimming Pools. The new CLA takes effect from 1 July 2016 and runs until 1 July 2017. The main points are a 1.5% salary increase from 1 October 2016 and more attention for swimming pool employees. This CLA applies to all 10,000 employees in swimming pools.   The members of FNV Recreatie have indicated that they agree with the negotiation result for a new CLA Swimming Pools as of 1 July 2016. In total, 98% of the votes cast were positive.    Johan Bijlsma, union representative FNV Recreatie on the achieved agreement: Based on co-creation, this CLA Swimming Pools has been established, a beautiful process. The craftsmanship of swimming pool employees is recognised by this new CLA with its own identity and good employment conditions for this group of employees.   The main points of the achieved agreement are: Duration from 1 July 2016 to 30 June 2017. From 1 October 2016, wages will be increased by 1.5%. In December 2016, employees who are employed between 1 July and 1 October 2016 will receive a one-time payment of 1.5% of the actual salary they received during this period.  Agreements on, among other things, safe supervision, craftsmanship, and training of swimming instructors and supervisory staff. Parties want to expand these agreements in the coming years with topics from the Social Agenda, such as the annual hours model, employment and job security in tenders, social plan, vitality, individual choices, minimum training requirements, and a personal life phase budget. The Social Agenda 2016-2018 associated with the CLA Swimming Pools will be developed by CLA parties in the coming years. The CLA Swimming Pools, for employers and employees covered by this CLA, replaces the CLA recreation that applied to them until 30 June 2016, effective from 1 July 2016.   The staff in the swimming pool sector consists of 71% women and over 25% are younger than 24 years.  

The CLA negotiations today, 7 June 2016, have not resulted in an agreement. The main stumbling block remains the salary. Employees are requesting a salary increase of 2.25% from 1 January 2017 and 2.25% from 1 January 2018. The employers have made a final offer and will not go beyond 1.5% from 1 October 2016 and 1.5% from 1 October 2017. On Thursday, 9 June, the CLA committee of FNV Recreation will discuss the situation that has arisen.

Kids Vakantiegids has awarded the ten most child-friendly theme park holidays in the Netherlands and Europe with the Kids PretparkTip! Quality Mark 2016. What makes this quality mark unique is that both the theme park itself and the nearby holiday accommodation are assessed on the available (kids) facilities. The European top list is led by the LEGOLAND Billund Resort in Denmark. In the Netherlands, you can enjoy the best theme park holiday at Attractie- en Vakantiepark Slagharen. Embark on a LEGO adventure in Denmark   The LEGOLAND Billund Resort is ranked number one for the first time in the Kids PretparkTip! top list. The popular theme park in Billund, Denmark, is constructed from millions of LEGO bricks featuring artworks like safari animals and an Egyptian temple with lions and sphinxes. The park impresses with a wide range of attractions for all ages and the brand new themed area NINJAGO WORLD – where visitors experience thrilling adventures with superheroes from the NINJAGO universe. At the adjacent Lalandia Holiday Park, the holiday fun continues in themed bungalows, the subtropical Aquadome, indoor play paradise Monkey Tonkey Land, and an extensive animation programme for kids. Attractie- en Vakantiepark Slagharen claims the number one position in the Netherlands, thanks in part to its western-themed holiday park and the 5200 m2 Aqua Mexicana water park with waterslides full of special effects and 3D animation.   Top 10 theme park holidays in the Netherlands   1. Attractiepark Slagharen & Vakantiepark Slagharen Slagharen, Overijssel 2. Efteling & Efteling Bosrijk Kaatsheuvel, Noord-Brabant 3. Plopsa Indoor Coevorden & Center Parcs De Huttenheugte Dalen, Drenthe 4. Toverland & Center Parcs Het Meerdal Sevenum/America, Limburg 5. Speelland Beekse Bergen & Vakantiepark Beekse Bergen Hilvarenbeek, Noord-Brabant 6. Duinrell & Vakantiepark Duinrell Wassenaar, Zuid-Holland 7. Walibi & Walibi Village Biddinghuizen, Flevoland 8. Pretpark Julianatoren & Camping De Wije Werelt Apeldoorn/Otterlo, Gelderland 9. Drouwenerzand & Vakantiepark Drouwenerzand Drouwen, Drenthe 10. WILDLANDS Adventure Zoo & Center Parcs Sandur Emmen, Drenthe Read the full article on Pretwerk.nl  

Employers (Recron) and trade unions (CNV Vakmensen, FNV Publiek Belang and FNV Recreatie) met at the negotiating table for the second time on Tuesday, April 19, to discuss a new CLA for recreation. Some progress was made during the negotiations, but the parties still have a long way to go. Salaries and CLA duration   There is still a difference of opinion between employers and trade unions regarding salaries, and the parties are still far apart.  Employers are sticking to their proposal of a two-year CLA with a salary increase of 0.75% on October 1, 2016, and 0.75% on October 1, 2017. Trade unions propose a one-year duration with a salary increase of 3% on July 1, 2016, with a minimum of €60 per month. Trade unions are willing to agree to a two-year CLA, but only if employers make a better salary offer. Employers did not respond to the unions' request for a better salary offer. Proposals Regarding the proposal for a Year-end bonus, employers do not wish to make any agreements, and the trade unions are willing to leave this aside. On the topics of Shift scheduling-self-scheduling and the Work and Security Act, the parties are willing to make agreements, but they still need to agree on the correct wording of these agreements.  The proposal for Employment and sustainable employability was put forward by the trade unions. Employees who turn 60 are given the choice to retain the Updates arrangement or opt for the 80-90-100 scheme (80% work, 90% salary, and 100% pension accrual). Employers are willing to agree to this, but employees aged 50 to 58 must then relinquish their perspective: at 55 years, 2 hours of reduction in working hours (ADV) per week, and at 60 years, 4 hours of ADV per week. The free time they are entitled to, respectively 1 day per year or 2 hours per week, will effectively be frozen. When they turn 60, they can choose the 80-90-100 scheme or retain their right to 1 day per year or 2 hours per week. This is a very different choice than for the group aged 58-60. Trade unions want to discuss this with their members first.   Agreement Agreement has now been reached on the following topics. Trade union work within the company Supplement for the third year of unemployment benefits (WW)  Target group policy The CLA committee of FNV Recreatie will meet on Tuesday, April 26, to discuss the further course of the negotiations. The third round of CLA negotiations is scheduled for Tuesday, May 10.  

While in the Netherlands there is quite a lot of attention given to chefs (the white brigade), the attention for the service staff (the black brigade) is still relatively uncommon, several sources tell Entree. Chefs can be excellent, but if things go wrong at the front, it's over. Restaurant's business card A hostess or host is the business card of a restaurant and sets the atmosphere. A modern and professional host or hostess is knowledgeable about the products and services the restaurant offers, familiar with etiquette, and open to the wishes and reactions of the guest, explains Willem Kool of the Stan Huygens Journal. He was on the jury yesterday for the National Hennessy Hospitality Award, one of the few competitions where hospitality is the focus. It can be very annoying when you're in a business meeting as a guest and a hostess brings the menu and gives an extensive explanation. That can be good in some cases, but not at such a moment. A good host or hostess should be able to sense that. Total experience Moreover, the question: did everything taste good? According to Kool, is also outdated. You don't ask such a question. It's better to ask: did you enjoy yourself? Then you capture the total experience, and that's what it's ultimately about. Read the full article at Source: Entreemagazine.nl

Hospitality entrepreneurs must have the new version in their hospitality business by 1 April. This code is based on European legislation which states that all food businesses must operate according to HACCP principles. Old version expires As of 1 April 2016, the old version will expire. The hygiene code is based on European legislation which states that all food businesses must operate according to HACCP principles. The code has been drawn up in collaboration with the NVWA and has been approved by the Ministry of Health, Welfare and Sport. Every business that deals with food and drinks must comply with food safety regulations. If this is not the case, a fine can be imposed by the Dutch Food and Consumer Product Safety Authority (NVWA), a part of the national government that oversees, among other things, safe food. KHN is the publisher and owner of the Hygiene Code for the hospitality sector. New code adapted to Updates legislation The new code has been adapted to Updates legislation, some processes have been clarified, and registration forms have been added as a practical tool. A whole chapter has been added with processes that require extra attention, including new work processes for sushi and Peking duck. Regarding hygiene rules, the issue of 'dealing with viruses' is addressed thoroughly. The new code also includes a paragraph on assistance dogs. Assistance dogs are now allowed in hospitality businesses, including restaurants. Read the full article on MissetHoreca.nl

During the spring holiday, around 1.2 million Dutch people are expected to go on holiday this year, according to NBTC Holland Marketing. Compared to last year, this is an increase of 100,000. Nearly 550,000 holidays will be spent in the Netherlands and over 650,000 abroad. The hospitality industry can prepare for a good period. Bungalow favourite During the spring holiday, slightly less than half (45%) of Dutch holidaymakers will spend their holiday in the Netherlands. About 60 percent of domestic holidays will be spent in a (luxury) bungalow or holiday cottage. Around 650,000 Dutch people will head abroad for a (winter sports) holiday during the spring holiday; Austria, Germany, France, and Belgium are the most popular destinations. Read the full article here. 

As of 1 January 2016, several changes have been implemented in connection with the Act on Tackling Sham Arrangements. This law aims, among other things, to ensure that employee remuneration complies with legal regulations, CLA agreements, and the individual employment contract.Right to statutory minimum salaryEvery employee is entitled to at least the statutory minimum salary. A higher salary is, of course, possible. For example, by agreeing on a higher salary in an employment contract, or through wages included in the applicable CLA. In practice, it appears that some employees are still underpaid.The new law provides rules regarding the clarification of payslip requirements and the obligation to pay the statutory minimum salary via bank transfer.Payment of wages via bank transferUsually, your wages are deposited into your bank account. However, it still often occurs that employees are paid in cash. From 1 January 2016, employers are required to pay at least the net amount of the statutory minimum salary via bank transfer. The net salary is understood as the gross amount legally required, minus mandatory and permitted deductions such as income tax, pension contributions, and employee insurance premiums.Do you earn more than the statutory minimum salary? Then the amount above that may be paid in cash!PayslipIt appears that payslips are not always provided, or they are very unclear and do not contain all the necessary information. It is possible that on paper you may receive the statutory minimum salary, but that amount may also include, for example, travel expenses or your holiday entitlements. Therefore, it is mandatory that all amounts comprising the salary must be specified.The Inspectorate SZW (Social Affairs and Employment) monitors compliance with the above rules. If the employer does not adhere to, for example, payment via bank transfer, they may incur a fine.

The CLA recreation currently applies to swimming pools. This CLA ends on 1 July 2016. As you may have heard, employers in the swimming sector have indicated that they no longer want to fall under the CLA recreation and wish to establish their own 'blue' CLA.   You can also participate and influence the content of this new CLA. Both CLA parties (Recron, FNV and CNV) as well as employers and employees from the swimming sector are involved in this process. Various meetings are organised, where you can collectively influence the process and the outcome. The first kick-off meeting Co-recreation takes place on:   Thursday 18 February 2016 Hotel & Conference Centre Woudschoten in Zeist From 10.00 to 16.30 Afterwards, participants will be divided into five working groups: Employment/working hours/work/ongoing social plan, Appreciation/reward/compensation, Sustainable employability/volunteer deployment, Pensions, and a working group on Scope. A coordination group from the CLA delegation will be formed to guide the process smoothly.   Exert influence too! Do you want to participate and exert influence? Then send an e-e-mail as soon as possible to: j.bijlsma@fnvrecreatie.nl, no later than 16 February. Employers have indicated that they will fully cooperate with employees who want to participate. Attending these meetings will not cost you or your employer anything. You will continue to receive your salary, and your travel expenses will be reimbursed by us. The employer can claim your salary costs from the Social Fund Recreation. If we need to apply for union leave for you, you can indicate this when you register.        

According to the press release from the Dutch Association of Zoos (NVD), the total attendance in 2015 for the 12 NVD Zoos slightly decreased to 9.5 million. This can only mean that some zoos have performed quite poorly. Zoo attendance fairly constant The results for 2015 from the 12 NVD parks are just slightly lower than in 2014. When we look at the figures over a longer period, the attendance at Dutch zoos appears fairly constant. (2014: 9,794,000, 2013: 9,445,000, 2012: 9,416,500, 2011: 9,555,500, 2010: 9,289,500.)   The NVD did not want to disclose the figures of the individual parks. Meanwhile, most parks have published their 2015 figures via a press release or local media. (partly also estimates in the last week of 2015.)  View the full overview on Pretwerk.nl.

All employees aged 23 and over are entitled to the statutory minimum salary. This is the salary you must receive at least per hour or per month when you work. For employees between the ages of 15 and 23, a minimum youth salary applies. The amount of the statutory minimum salary is reassessed twice a year, on 1 January and 1 July. The salary amount depends on age and the full-time working week within the sector you are employed in. This can be 36, 38, or 40 hours per week.The statutory minimum hourly salary as of 1 July 2015 is as follows:age36 hours p.w. 38 hours p.w. 40 hours p.w.23 years and over € 9.67€ 9.16€ 8.7022 years € 8.22€ 7.78€ 7.3921 years € 7.01€ 6.64€ 6.3120 years € 5.94€ 5.63€ 5.3519 years € 5.07€ 4.81€ 4.5718 years € 4.40€ 4.17€ 3.9617 years € 3.82€ 3.62€ 3.4416 years € 3.33€ 3.16€ 3.0015 years € 2.90€ 2.75€ 2.61Recently, the statutory minimum youth salary has been much debated. Various actions have already been taken to discuss that the youth salary is outdated. FNV advocates for the position that equal jobs should be equally paid. Someone aged 18 can do exactly the same work as someone aged 30 but often receives a lower salary: the youth salary. Of course, the minimum salary is a set threshold, and an employer can always offer more. In CLAs, other agreements can also be made.Do you work in hospitality and is the hospitality CLA declared applicable in your employment contract? From the age of 22, according to the CLA, you are considered fully qualified and should receive the basic salary for your role. If you are younger than 22, you earn a certain percentage of the basic salary associated with your role.Youth salary demonstrationOn 10 October 2015, over a thousand young people demonstrated against the youth salary. Earlier, over 130,000 signatures were collected for the petition: adult salary from 18 years, which were handed over to Lodewijk Asscher. The abolition of the youth salary has also been discussed in the House of Representatives. Opinions are divided; does the abolition of the youth salary lead to more or fewer jobs? Will young people continue their studies? These and more points will be raised in the parliamentary debate on the youth salary that will take place later this year. Meanwhile, a proposal has been adopted in the Amsterdam City Council to make the capital youth salary-free. Hopefully, this example will be followed in more cities and eventually adapted by the cabinet for the whole of the Netherlands.Do you also want to take action? Then visit www.youngandunited.nl

Before 1 January 2012, you only accrued annual leave during the last six months of your illness period. Were you long-term sick and dismissed? Then you only received annual leave paid out for the last six months of your illness. Not entirely fair, of course! According to the European Court of Justice, this was also in conflict with 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 ill. In the accrual of annual leave, no distinction is made anymore 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.A CLA often includes additional statutory annual leave. 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 of 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 you have accrued it? Then they expire. The statutory annual leave you accrued before 1 January 2012 will remain valid for five more 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

Almost no one stays with the same employer for their entire career as they used to. Especially not employees in the unpredictable and sensitive hospitality industry. Therefore, it's important to utilise your own contacts when looking for a job. You're a hospitality pro, so your smooth talk will serve you well! Use it strategically for your own career. Jobs are not easy to come by. Only if you are willing to work extremely hard on a flexible basis and for little money, can you easily find a job in hospitality on your own. Many people need to use their network to find a suitable job. That's why it's wise to invest in a network throughout your working life. This way, you have a better chance of landing your dream job.Networking is… Knowing the right peopleNetworking is about establishing and maintaining contacts that can benefit you. After all, two heads (and connections) are better than one. It's essential in networking to know what you can do and what you want to do. Also, consider how you maintain and expand your network. Invest in your network. The greater the diversity of hospitality contacts within your network, the more likely they are to help you when you need it. If you have a good network, you always have someone to fall back on.Tips for starting your networkIf you work in hospitality, you meet many people, but how do you build a network?- Build contacts, but be selective. Networking takes time and energy. Non-relevant relationships detract from the quality of your network. So think about which contacts can help you when looking for a job. Where do they work and in what role?- Seek contacts through your own contacts. This is often a good basis for gaining someone's trust. Don't be afraid to make contacts with people you don't know but who do the work you want to do. Be interested and proactive.- Invest in work relationships with your colleagues, the restaurant next door, the suppliers, etc.: they are the ones who know when a new job becomes available in the field. Focus first on developing the relationship so you can benefit from it in the long term.- Networking is about trust. Handle the information you receive carefully and be honest and reliable with the people in your network.- Let people you know be aware that you are looking for a job. They know you, know who you are and what you offer, and are therefore a good reference.Want to read more about finding a job and how to do it through networking? I highly recommend the book Jobmarketing by Aaltje Vincent.

The Dutch society is changing; prosperity has increased and healthcare has improved. Additionally, we are increasingly dealing with the consequences of a declining birth rate and an ageing population. Life phase-conscious policy is a Updates theme in a shrinking labour market and the fact that Dutch people have to work longer. This policy is about keeping employees motivated and employable regardless of age or life phase. It requires creative and smart solutions. More and more organisations are consciously focusing on the health and employability of their staff. Unfortunately, there is still little evidence of this in the hospitality sector. In hospitality, physically demanding work is often performed and the shifts are flexible, leading to an irregular lifestyle for hospitality staff. These factors are not conducive to a healthy lifestyle and the sustainable employability of the employee.EmployabilityTo keep employees motivated and employable, it is important that they continue to find a connection in the labour market. Targeted training means growth not only for the employee but also for the employer and the hospitality profession. The Updates CLA hospitality, unlike most other sectors, does not have a separate training fund. The resources for training are determined per company, with only 1% of the salary bill reserved for this purpose. Companies that have not yet existed for a calendar year are not obliged to do so.Life phase-conscious policyLife phase-conscious policy aims to keep employees sustainably healthy, employable, and motivated. It must take into account the fact that working people change under the influence of life phases. This does not necessarily have to be age-related. Advantages of such a policy include: less turnover, reduced absenteeism, less use of extra staff, and a positive image to the outside world. Therefore, both employer and employee have an interest in developing a life phase-conscious policy.Therefore, we have decided to include a statement of intent in a new CLA hospitality, which promotes putting life phase-conscious policy on the agenda.

Holiday: Everyone looks forward to it, a nice break with nothing on your mind. But your employer must give permission for your holiday. You can request your holiday in different ways and there are also certain rules for it. Holiday request?  How does it work for you? Have you already requested your holiday and how did your employer respond? Do colleagues with children, for example, get priority for holidays or can you not go on holiday at all during certain periods?View all information about holiday or contact us.   

Is working in hospitality a demanding profession or not? This question is very difficult to answer.When we look at the different roles within hospitality, we see significant differences.The role of a chambermaid, for example, seems very demanding to us, as does the role of a waiter, but perhaps not that of a receptionist.....Even within a single profession, such as that of a chef, you see significant differences. There are chefs who work in a brigade where the planning is well organised and the workload is very acceptable.Additionally, there are also chefs who run a kitchen independently with limited assistance and therefore face an excessive workload that can ultimately lead to incapacity for work and long-term absence. Hospitality: a demanding profession? The answer to whether working in hospitality is a demanding profession is not straightforward.The government has also indicated that it wants to look at demanding work in relation to long-term employment, which makes it even more complicated for the hospitality sector.Because we consider it impossible to agree on clear criteria that apply to everyone when assessing whether work is demanding or not, we, the FNV, have chosen to link it to income. Our aim is that everyone up to a certain income can choose to retire at 65 without their social benefits being reduced. Fit to the Finish Additionally, we want to launch an initiative "Fit to the Finish" to make it easier to work longer, after your 40s. We want to make agreements with the government, but also with employers to ensure that working after your 40s can still be enjoyable. Hospitality should become an industry for all ages! 

The board of the SOHOR, the VUT Foundation of the hospitality sector, established the early retirement scheme at the end of 2009. This scheme applies to employees born in 1948 who wish to take advantage of the opportunity to retire early.For a long time, it was unclear whether they could make use of the transitional early retirement scheme for the hospitality industry (SOHOR). As of 1 January 2005, a transitional scheme for early retirement in the hospitality sector was in place. It was agreed that it would be assessed whether there was financial capacity to allow employees born in 1948 to retire early. This capacity is now available, and employees in the hospitality sector, born in 1948, can retire fully or partially at 62 and apply for a SOHOR benefit. Conditions According to the scheme established by the SOHOR board, the following conditions apply to a SOHOR 1948 benefit:• The employee has reached the age of 62 or will reach it in 2010;• The employee has been continuously employed for at least 15 years by a hospitality employer who has paid contributions to the SOHOR;• The employee works in the hospitality sector for an employer who pays contributions to the SOHOR until the SOHOR benefit commences;• The benefit is applied for before 1 July 2010 with the SOHOR. Amount of benefit A full transitional benefit amounts to approximately 75% of the average gross salary earned from 1993 to 2009, increased by the indexations applied by the Pension Fund during that period. The amount of the transitional benefit cannot be directly linked to your Updates salary.Do you have questions about this scheme? View more information or contact us.