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.