Fixed-term employment contract with the written particulars required by article 7:655 BW and the EU Transparent and Predictable Working Conditions Directive — written under the Ketenregeling (art. 7:668a BW) and, for hospitality, the CAO Horeca 2025–2026.
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FIXED-TERM EMPLOYMENT CONTRACT (Arbeidsovereenkomst voor bepaalde tijd — article 7:655 Burgerlijk Wetboek, Book 7 "BW")
Between: (KvK ), , the "Employer", and: , the "Employee".
1. POSITION AND PLACE OF WORK 1.1. The Employee is hired for the position of "". 1.2. Place of work: .
2. TERM 2.1. This is a fixed-term contract from to , and ends by operation of law on that date without notice of termination being required. 2.2. Chain position: . Under the ketenregeling (art. 7:668a BW), a series of fixed-term contracts converts into a permanent contract after 3 consecutive contracts or after 3 years in total, whichever comes first, unless the chain is interrupted by a gap of more than 6 months (a CAO may set a different maximum number/duration for specific functions).
3. PROBATIONARY PERIOD 3.1. .
4. HOURS AND WAGE 4.1. Hours: hours per week. 4.2. Gross wage: , which is not lower than the statutory minimum wage (Wet minimumloon en minimumvakantiebijslag, "WML") applicable to the Employee's age, nor lower than the applicable CAO scale.
5. APPLICABLE CAO 5.1. . Wage/function group: . 5.2. For hospitality employers, the CAO Horeca 2025–2026 was declared algemeen verbindend (generally binding) on 2 August 2025 and applies until 31 December 2026 to ALL hospitality employers, including non-members of KHN — review its tariff groups and allowances before finalising wage and holiday terms.
6. END OF THE CONTRACT — AANZEGPLICHT 6.1. If this contract has a duration of 6 months or more, the Employer must inform the Employee in writing, at least 1 month before the end date, whether the contract will be extended and, if so, on what terms (aanzegplicht, art. 7:668 BW). This may be done separately (see the Aanzegbrief template) or, where the decision is already known, in this contract.
7. HOLIDAY AND SICKNESS 7.1. Statutory holiday entitlement and sick-pay rules apply as a minimum; any CAO Horeca entitlement applies where higher.
8. LANGUAGE 8.1. This contract is issued in English for the Employee's understanding. Dutch authorities (UWV, Belastingdienst, courts) and the applicable CAO texts are in Dutch — a parallel Dutch version is recommended, and prevails in case of conflict.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.
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