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Ik ga akkoordDit bericht is langer dan 12 maanden geleden gepubliceerd, de informatie die u leest kan verouderd zijn, bezoek ons Actueel gedeelte voor recentere ontwikkelingen.
From 1 August 2022 employers will have an additional obligation relating to on-call workers. In the employment contract they will have to specify the days and times when the on-call worker will need to be available.
This new obligation relates specifically to employment contracts where the working times are entirely or largely unpredictable, as in the case of zero-hours or min-max contracts, for example. However, the legislator has stated that contracts with an unpredictable work pattern should also be understood to include work where an employer obliges employees to respond to customer requests. This applies to certain on-call and standby services, for example.
If the majority of the hours to be worked are unpredictable, the on-call worker can only be obliged to work at a particular time if he or she has received the following information in writing from the employer on entering into the employment contract:
The on-call worker may therefore refuse calls to carry out work outside these agreed reference days or reference hours. There is no entitlement to receive pay for the agreed reference days and reference hours. Such an entitlement only arises if work is actually carried out.
Practically speaking, this means that, for on-call workers, the employment contract will have to specify the days and times when the on-call worker will need to be available. It is therefore important to make sure that availability is specified in the contract. There are no restrictions on the number of reference days and reference hours that the parties can agree on.
This means that virtually all days of the week and all hours of the day can be specified.
Please note: in the case of existing contracts the new information only needs to be provided within a month of a request being made to this effect.
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