AVV CLA hospitality: what does this mean for the NHG CLA?

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. 

2. Youth wages

As a 20-year-old skilled worker, you receive the full adult salary. If you are between 18 and 20 years old, you receive a calculated percentage of the full adult salary. 

In the salary table in the CLA hospitality it states what unskilled workers and BBL students must earn at a minimum from 1 July 2025 according to the hospitality CLA. The NHG CLA allows for the payment of the statutory minimum (youth) salary. In the hospitality CLA, the minimum amounts for young people and BBL students are higher than the statutory minimum (youth) salary. 

3. Performance bonus

If you perform your work well, you receive as a skilled worker an annual performance bonus of 2% on top of your salary (in addition to any CLA salary increase) if your salary falls within the salary structure. To be eligible for this, you must have been employed in the same job role with the same employer for at least a full calendar year by 1 January. 

4. Generous holiday allowance

You receive compensation not only during Christmas and New Year's Day but also on the first and second day of Easter, Ascension Day, the first and second day of Pentecost, and King's Day. The compensation applies if you work on the holiday and are a skilled worker.  

5. Shorter probationary period

A maximum of 1 month for a contract between 6 months and 2 years instead of 2 months.  

6. An overtime scheme for everyone

An overtime scheme that applies to everyone, from which you cannot be excluded. The CLA hospitality has a limit on the number of hours you can be required to work extra. You cannot be required to work more than 10% extra on top of your contracted hours, and you generally choose when to compensate your time-for-time hours. 

7. Night shift allowance

If you work at night (at least continuously between 00:00 and 06:00), you receive a 10% night allowance for job roles in front office positions in accommodation-providing companies. 

8. Internship allowance

A minimum internship allowance of EUR 400 for a full-time workweek for BOL and Hbo students.

9. Minimum CLA

The hospitality CLA is a minimum CLA. This means that your employer cannot deviate from the CLA to your disadvantage, but can to your advantage. Are there provisions in the NHG CLA that are more favourable for you? Then these agreements will continue to apply to you. Consider the 50% overtime allowance, a jubilee payment, a leave savings scheme, or the right to at least four free Sundays every 13 weeks.