Salary increases in the hospitality sector: rules and approach

Everyone wants a fair salary that grows with their development. Especially in the hotel industry (and hospitality in general), it’s important to understand your rights and how you can actively work towards a raise. In this article, we explain the legal and collective labour agreement (CLA) rules around salary increases in hospitality, and offer practical tips for hotel employees looking to improve their pay.

Legal rules and collective agreements in hospitality

First of all, Dutch law does not require employers to increase salaries annually by a fixed percentage. There is no legal entitlement to an automatic raise based on inflation or years of service, only that your salary must follow the statutory minimum wage. That said, the minimum wage typically increases every six months, and wages in the hospitality sector generally rise in line with those adjustments.

The main rules regarding salary increases come from the hospitality CLA. If your employer falls under this agreement, they must comply with its salary terms. According to the CLA, skilled and experienced employees are entitled to an annual pay increase (known as a periodic raise). This means your salary increases by about 2% per year, as long as you haven’t yet reached the top of your salary scale and your performance is satisfactory. These periodic raises are intended to reward your growing experience. Employers may offer their own raise policy, but it must generally equal at least 2% per year (unless otherwise agreed with the works council).

In addition to periodic increases, the CLA also sets general wage increases that apply to all employees. For example, under the 2025 CLA, salaries across all job levels rose by 2.75% on 1 January 2025, with another 1% on 1 July 2025. A further 2.75% increase followed on 1 January 2026. These increases are mandatory for employers covered by the CLA: they must pay at least the agreed CLA wages.

In short: if your job is covered by the hospitality CLA, you’re entitled to an annual salary increase of around 2%, plus any CLA-wide raises. If no CLA applies, your employer is not obligated to raise your salary. You’ll need to negotiate this yourself. In practice, many employers without a CLA also offer annual raises, typically during salary reviews, but these are based on internal policies or individual performance. Also make sure to check out our article about the minimum wage in the hospitality industry.

Tips for requesting a salary increase

If you feel your salary doesn’t reflect your contribution or if your annual raise hasn’t come through, you can take the initiative. Below are practical tips to help you make your case. With proper preparation and a thoughtful approach, your chances of success increase.

Choose the right moment

Timing is crucial when asking for a raise. Ideally, bring it up after a recent achievement or during a scheduled meeting such as a performance review. This shows your added value at a relevant time. Be mindful of the mood and financial situation of the hotel. If it’s the middle of a busy season or there are financial difficulties, it may be better to wait. Consider the context, maintaining a good relationship with your employer is important.

Prepare thoroughly and know what you want

Before you start the conversation, be clear on what you’re asking for. Determine a realistic amount or percentage. Do some research: check the CLA salary scale for your role, or compare salaries for similar positions (e.g. via vacancies on Hotelprofessionals) to understand what’s standard. It’s often wise to ask for slightly more than your target amount, leaving room to negotiate. In the Netherlands, it’s common to request a raise of about 5–10%, provided you have solid reasons.

Support your request with strong arguments

Come prepared with clear reasons why you deserve a raise. Make a list of your achievements: successful results, extra responsibilities, positive guest or supervisor feedback, and completed training or courses. Be specific and, where possible, quantify your impact, facts make a strong impression. For example, show that you processed X% more bookings, received high guest satisfaction scores, or took on duties from a higher-level position. The more value you can demonstrate, the stronger your case. Also anticipate possible objections (e.g. budget constraints) and prepare counterarguments in advance. This helps build confidence during the conversation.

Stay professional and confident during the conversation

When you meet with your manager, present your case calmly and clearly. Use your prepared points and express your motivation to keep contributing to the hotel. Be confident but respectful. Avoid ultimatums or threats—focus on mutual benefit. You could emphasise that you’re passionate about your work and even more motivated when you feel recognised. Listen to your employer’s response too; there may be factors you weren’t aware of. A constructive, open dialogue shows professionalism. If your request is denied, try to discuss what is possible, perhaps a smaller raise or a follow-up review.

Be realistic and understand the guidelines

Remember that salary increases are always subject to certain limits. If your hotel is covered by the CLA, check whether you were already entitled to a periodic raise. If so, you can mention that expectation. Also consider the company’s budget. An unexpected request for a 20% raise is unlikely to be considered reasonable. A raise of 5–10% is typically the upper limit of what’s considered realistic. Tailor your request to both your performance and the business context. A reasonable proposal shows you understand both sides.

Get agreements in writing and think ahead

If your raise is approved: congratulations! Make sure the agreement is confirmed in writing (e.g. by email or as a contract addendum). This avoids confusion and ensures the raise is implemented on time. If your request is rejected, ask for feedback. What can you improve to become eligible next time? Try to make clear follow-up agreements, such as targets or a new review in a few months. This shows that you’re proactive and committed to growing.

Consider alternatives if a raise isn’t possible

Sometimes a salary increase isn’t feasible, no matter how well you’ve made your case. Don’t get discouraged. Think about other benefits you could negotiate. Perhaps your employer can offer something else, like an extra day off, reimbursement for travel or meals, or training at the company’s expense. Gaining new skills will increase your value in the long run, potentially leading to a raise later. And if a better salary is a priority, it may be worth exploring your options elsewhere. The hotel sector offers many opportunities with other hotels or chains. Browsing vacancies (for example on Hotelprofessionals) can give insight into salaries elsewhere and may open new doors for your career.

Conclusion

Asking for a raise can feel daunting, but with the right knowledge and preparation, it’s absolutely worth it. Make sure you know your rights under the CLA and understand what’s common in your role and industry. Ultimately, it’s about showing your value and standing up for yourself in a professional way. Whether you grow within your current hotel or take the next step elsewhere, your career goals and a fair salary are within reach. Good luck!

Sources: This article is based on the hospitality CLA and advice from trade unions and career experts. The hospitality CLA states that employees are entitled to an annual raise of around 2%, with additional increases of 2.75% and 1% agreed for 2025. While Dutch law does not require employers to give raises, it’s common to negotiate one yourself if your responsibilities or experience have increased. A reasonable raise usually falls between 5% and 10%.