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.