Fixed-Term Employment Contract (Arbeidsovereenkomst voor Bepaalde Tijd)

FIXED-TERM EMPLOYMENT CONTRACT (Arbeidsovereenkomst voor bepaalde tijd — article 7:655 Burgerlijk Wetboek, Book 7 "BW")

Between: Employer name​ (KvK KvK (trade register) number​), Employer address​, the "Employer", and: Employee name​, the "Employee".

1. POSITION AND PLACE OF WORK 1.1. The Employee is hired for the position of "Job title / function​". 1.2. Place of work: Place of work​.

2. TERM 2.1. This is a fixed-term contract from Start date to End date, and ends by operation of law on that date without notice of termination being required. 2.2. Chain position: Position in the chain (ketenregeling)1st fixed-term contract2nd fixed-term contract3rd fixed-term contract (last one allowed before an automatic permanent contract). 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. Probationary period (proeftijd)None (contract of 6 months or less — proeftijd is void by law)1 month (contract > 6 months and < 2 years)2 months (contract of 2 years or more).

4. HOURS AND WAGE 4.1. Hours: Hours per week​ hours per week. 4.2. Gross wage: 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. Applicable CAOCAO Horeca 2025–2026 (algemeen verbindend)No applicable CAOOther CAO (describe in notes). Wage/function group: CAO 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 Employer name​ / Employee ______________ / Employee name​ /