On-call employment contract (zero-hours or min-max) under the Wet arbeidsmarkt in balans (WAB) rules — call notice period, and the statutory obligation to offer fixed hours after 12 months of on-call work.
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ON-CALL AGREEMENT (Oproepovereenkomst — nul-uren / min-max, articles 7:610b and 7:628a Burgerlijk Wetboek "BW")
Between: (KvK ), , the "Employer", and: , the "Employee".
1. NATURE OF THE CONTRACT 1.1. This is an on-call agreement: , for the position of "", starting , at . 1.2. Hours per period: minimum , maximum . The Employee is under no obligation to accept a call outside these bounds. 1.3. Hourly rate: , not lower than the statutory minimum wage (WML) or the applicable CAO Horeca scale.
2. CALL NOTICE PERIOD 2.1. The Employer must call the Employee to work at least: , in advance (art. 7:628a BW). 2.2.
3. MANDATORY OFFER OF FIXED HOURS AFTER 12 MONTHS 3.1. 3.2. By law, after each 12 months of this on-call relationship, the Employer must, within 1 month, make a written offer of a fixed number of hours equal to the average worked over the preceding 12 months. Failure to do so exposes the Employer to a wage claim for up to 5 years back, calculated as if the fixed-hours offer had been made and accepted.
4. FUTURE REFORM — WET MEER ZEKERHEID FLEXWERKERS 4.1. ⚠️ The Wet meer zekerheid flexwerkers, adopted by the Eerste Kamer on 7 July 2026, will eventually replace zero-hours/min-max on-call work with mandatory "bandbreedte" (bandwidth) contracts, with limited exceptions (e.g. scholieren/students, AOW-age workers). This change will NOT take effect before 1 January 2028 — this agreement reflects the rules in force at the time of drafting and must be re-checked before that date.
5. LANGUAGE 5.1. This agreement is issued in English for the Employee's understanding; 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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