Salary increases in Dutch hospitality in 2026

A higher salary can result from several different rules or agreements. Your wage may increase because the statutory minimum wage changes, because the Dutch Hospitality Industry Collective Labour Agreement requires an adjustment, because you qualify for performance-based pay or because you negotiate a higher salary yourself.

These are separate routes to a salary increase. Not every hospitality employee automatically receives an annual raise, and the percentages do not apply equally to every job category.

This article explains the salary-increase rules under the Dutch Hospitality Industry Collective Labour Agreement 2025-2026 and how to prepare for an individual salary negotiation.

Are you legally entitled to an annual salary increase?

Dutch law does not give every employee an automatic right to an annual salary increase, inflation adjustment or raise based solely on years of service.

Your employer must, however, ensure that your wage is never lower than:

• the applicable statutory minimum wage;

• the minimum wage in an applicable collective labour agreement;

• the wage agreed in your employment contract; or

• a more favourable wage agreed in a company policy or individual arrangement.

If the statutory minimum wage or the applicable CLA minimum rises above your current wage, your employer must increase your wage to at least the new minimum.

A general increase in the statutory minimum wage does not automatically mean that every employee earning above that minimum receives the same percentage increase. A separate CLA or contractual provision is required for that.

Which collective labour agreement applies in hospitality?

The Dutch Hospitality Industry Collective Labour Agreement 2025-2026 applies to hospitality businesses that fall within its scope, unless a valid exemption applies.

The agreement is commonly referred to in Dutch as the Horeca-cao. In English, the clearer term is Hospitality Industry Collective Labour Agreement, abbreviated as CLA.

If the CLA applies to your employer, its minimum wages and mandatory salary increases must be followed. Your employer may pay more, but not less than the applicable minimum.

Hospitality salary increase on 1 January 2026

The salary adjustment on 1 January 2026 did not apply in the same way to every hospitality employee.

Skilled employees in job categories I and II

The actual wages of qualifying skilled employees in job categories I and II increased by 2.16% on 1 January 2026. This percentage followed the increase in the statutory minimum wage.

The increase applied if the employee had been employed by the same employer for at least one year on 1 January 2026. It also applied to employees whose wage was already above the end wage shown in the relevant salary scale.

Skilled employees in job categories III to XI

The actual wages of qualifying skilled employees in job categories III to XI increased by 2.5% on 1 January 2026.

This increase also applied to employees earning more than the end wage of their job category, provided they had been employed by the employer for at least one year when the increase took effect.

Employees with less than one year of service

An employee who had been employed for less than one year was not automatically entitled to the general CLA percentage increase.

The employer still had to check whether the employee’s wage met the new basic wage for the relevant job category. If the wage was below the new basic wage, it had to be increased to at least that amount.

Non-skilled employees and BBL students

Non-skilled employees and students following a Dutch work-based vocational training programme, known as BBL, had to receive at least the applicable new statutory minimum wage or youth minimum wage as incorporated into the CLA wage table.

Hospitality salary increase on 1 July 2026

The statutory minimum wage increased again on 1 July 2026. This did not result in a general 1.9% raise for all employees covered by the Hospitality CLA.

Skilled employees in job categories I and II

Skilled employees in job categories I and II received a 1.9% increase in their actual wage if they had been employed by the employer for at least one year on 1 July 2026.

The increase also applied if their wage was already at or above the end wage of the job category.

Skilled employees in job categories III and IV

There was no general 1.9% increase for employees in job categories III and IV.

The employer only had to adjust the wage if it had fallen below the new applicable statutory minimum wage or the new basic wage in the CLA table.

Skilled employees in job categories V to XI

There was no general CLA salary increase on 1 July 2026 for skilled employees in job categories V to XI.

Their salary could still increase because of performance-based pay, promotion, an individual agreement or a more favourable company scheme.

Non-skilled employees and BBL students

For non-skilled employees and BBL students, the employer had to check whether the wage still met the statutory minimum wage or applicable youth rate from 1 July 2026.

If the existing wage was too low, it had to be raised to the new minimum. This was a minimum-wage adjustment rather than a general percentage increase for everyone.

Overview of the 2026 hospitality salary increases

An employee can never be paid less than the applicable basic wage for the job category, regardless of whether the employee qualifies for a general percentage increase.

Is the annual 2% increase automatic?

No. The 2% increase in the Hospitality CLA is a form of performance-based pay, not an automatic annual increment for every employee.

Under the standard CLA arrangement, a mature skilled employee may qualify for a 2% performance-based increase on 1 January if all of the following conditions are met:

• the employee qualifies as a mature skilled employee;

• the employee has worked for at least one full calendar year as a skilled employee;

• the employee has held the same company position with the same employer during that period;

• the actual wage on 31 December is at the basic wage or between the basic and end wage;

• the employee has not received a moderate or unsatisfactory assessment for two consecutive years; and

• the increase does not cause the wage to exceed the end wage of the job category.

When these conditions are met, the actual wage rises by 2%, up to the end wage of the relevant job category.

Can an employer use a different performance-pay system?

Yes. An employer may use its own performance-based remuneration system instead of the standard CLA arrangement.

The employer must comply with the applicable employee-participation rules when introducing that system. Where required, the works council must consent to the arrangement. The system must also be communicated clearly to all employees.

An alternative performance system does not mean the employer may ignore the basic and minimum wages in the CLA.

Are the increments in the wage table mandatory?

No. Since 1 January 2025, the increments shown between the basic and end wages in the Hospitality CLA wage table are indicative.

They show the potential salary progression within a job category, but they do not automatically determine the employee’s actual annual increase.

The wage table should therefore not be read as a system in which every employee automatically moves up one increment each year. The employee’s actual increase follows from the CLA performance-pay rules, the employer’s approved remuneration system or another binding agreement.

What salary increase applies after a promotion?

When you are promoted to a position in a higher job category, your employer must place you in the job category that matches the new position.

Your actual wage must increase by at least 1% from the first salary payment after the promotion takes effect.

After the increase, your wage must also be at least equal to the basic wage of the new job category. If a 1% increase would leave your wage below that basic wage, your employer must increase it further to the applicable basic wage.

Example of a promotion increase

Suppose you earn €15.50 per hour and are promoted to a job category with a basic wage of €16.25.

A 1% increase would result in an hourly wage of €15.66. Because that is still below the basic wage of the new job category, your wage must be increased to at least €16.25.

Can a previous raise be offset against a CLA increase?

In some situations, a previously agreed structural salary increase may be offset against a CLA increase.

For the CLA increase on 1 January 2026, the CLA specifically allowed an offset where the employer had already agreed or promised the relevant 2026 structural increase in 2024.

An increase awarded later cannot automatically be offset unless that condition was clearly agreed in writing. An offset may never reduce the employee’s existing wage or result in a wage below the applicable CLA basic wage.

Ask your employer for a written calculation if an earlier increase is being offset against a mandatory CLA increase.

How do you check whether your salary increase is correct?

Check the following information before calculating your entitlement:

• whether the Hospitality CLA applies to your employer;

• whether you qualify as a skilled or non-skilled employee;

• your job category;

• your age;

• the date on which you started working for the employer;

• your actual hourly or monthly wage before the increase;

• the applicable basic and end wages;

• whether an individual increase was previously agreed;

• whether you qualify for performance-based pay.

Do not only compare your wage with the statutory minimum wage. The basic wage for your CLA job category may be higher.

Also check whether your position has been classified correctly. If you consistently perform duties associated with a higher-level position, the issue may concern job classification rather than only a salary negotiation.

How to ask for an individual salary increase

A mandatory CLA increase and an individually negotiated raise are not the same. Even after receiving a CLA increase, you may ask for a higher salary based on your performance, responsibilities or market value.

Determine your current market value

Compare your salary with:

• the basic and end wages for your CLA job category;

• current vacancies for comparable positions;

• salaries offered by similar hotels or hospitality businesses;

• the duties and level of responsibility in your actual position;

• your experience, qualifications and specialist skills.

Vacancies on Hotelprofessionals can help you compare roles, responsibilities and advertised salary ranges within the hotel sector.

Use a specific proposal

Do not enter the conversation with only a general request to “earn more”. Decide what gross hourly wage or monthly salary you are seeking.

For example:

“My responsibilities have expanded over the past year. I now train new team members, regularly act as shift leader and have taken responsibility for handling guest complaints. Based on the role and comparable vacancies, I would like to discuss increasing my gross monthly salary to €3,150.”

A specific proposal gives your manager something concrete to assess and negotiate.

Do not rely on a standard percentage

There is no general rule that a request of 5% or 10% is always reasonable. The appropriate amount depends on:

• how your current wage compares with the market;

• whether your responsibilities have changed;

• whether you are already near the end wage of your job category;

• whether you are effectively performing a higher-level position;

• the value of your skills and performance;

• the employer’s salary structure.

A strong request is based on a target salary and supporting evidence, not on an arbitrary percentage.

Choose the right time for a salary discussion

Useful moments to discuss your salary include:

• during a performance or appraisal meeting;

• after taking on additional responsibilities;

• after completing relevant training or obtaining a qualification;

• when your job changes substantially;

• after achieving measurable results;

• before a new annual budget or staffing plan is finalised.

A busy shift is usually not the right moment. Request a separate meeting so both parties have time to discuss the role, performance and salary properly.

Build your case with evidence

Focus on evidence that is relevant to your employer. Examples include:

• higher guest-satisfaction scores;

• positive reviews that mention you or your team;

• increased bookings, revenue or upselling results;

• reduced complaints, errors or waiting times;

• training and onboarding new colleagues;

• taking over planning or supervisory duties;

• covering a higher-level position;

• obtaining a relevant diploma or certificate;

• improving operational processes.

Translate activities into value. “I work hard” is difficult to assess. “I trained six new employees and reduced the average onboarding period” is more persuasive.

Keep mandatory increases separate from negotiations

If you are entitled to a statutory or CLA increase, present this as a correction or application of the applicable employment conditions—not as your individual salary request.

You could say:

“I would first like to confirm whether the mandatory CLA adjustment has been processed correctly. Separately, I would like to discuss my current responsibilities and an individual salary adjustment.”

This prevents an employer from presenting a mandatory correction as a discretionary reward for performance.

What if your employer rejects the request?

Ask for a clear explanation. A refusal does not have to end the discussion.

Useful follow-up questions include:

• What is the reason the increase is not possible?

• What results or development would justify a higher salary?

• Which salary range applies to my position?

• When can we review the request again?

• Can we agree measurable targets?

• Is a promotion or revised job classification possible?

Agree on a specific review date rather than accepting a vague promise to discuss the matter “later”. Confirm the agreed targets and date by email.

Alternatives to a salary increase

If a structural wage increase is not currently possible, you may be able to negotiate other employment conditions, such as:

• additional paid leave;

• a higher travel allowance;

• training or education paid by the employer;

• a fixed-hours contract;

• a more predictable schedule;

• a performance bonus;

• a contribution towards meals or accommodation;

• a formal promotion pathway;

• a guaranteed salary review on a specified date.

Check the financial and practical value of an alternative before accepting it. A one-off bonus does not have the same long-term value as a structural salary increase.

Get every salary agreement in writing

Ask for written confirmation of:

• the new gross hourly or monthly wage;

• the effective date;

• the number of contractual hours;

• the applicable job title and job category;

• whether the increase is structural or temporary;

• whether future CLA increases may be offset;

• any agreed targets or review date.

A salary increase may be confirmed in an amendment to the employment contract, a formal employer letter or an email that clearly records the agreement.

What can you do if a mandatory salary increase is missing?

If you believe your employer has failed to apply a statutory or CLA increase, first ask the employer or payroll department for a written calculation.

Include:

• your job category;

• whether you are a skilled employee;

• your employment start date;

• your wage before and after the relevant adjustment date;

• the CLA provision or wage table you believe applies;

• the amount you believe is still owed.

Keep your employment contract, payslips, work schedules, job description and correspondence.

If the issue is not resolved, seek advice from De Horecabond, CNV, the Dutch Legal Aid and Advice Centre or an employment-law specialist. A wage claim may include unpaid salary, statutory interest and, depending on the circumstances, a statutory increase for late payment.

Frequently asked questions about hospitality salary increases

1. Did every hospitality employee receive a 2.5% increase on 1 January 2026?

No. The 2.5% CLA increase applied to qualifying skilled employees in job categories III to XI who had been employed for at least one year.

For qualifying skilled employees in job categories I and II, the increase was 2.16%. Non-skilled employees and BBL students had to receive at least the applicable new minimum wage.

2. Does every hospitality employee receive a 1.9% increase on 1 July 2026?

No. The 1.9% increase in the actual wage applied to skilled employees in job categories I and II who had been employed for at least one year.

Employees in job categories III and IV only required an adjustment if their wage was below the new applicable minimum. No general July 2026 CLA increase applied to job categories V to XI.

3. Am I automatically entitled to a 2% annual increment?

No. The 2% is performance-based pay for mature skilled employees who meet the CLA conditions. It is not an automatic increment for every employee.

4. Are the increments in the Hospitality CLA wage table mandatory?

No. Since 1 January 2025, the increments have been indicative. They show potential wage growth but do not automatically determine your annual salary increase.

5. What increase do I receive after a promotion?

Your actual wage must increase by at least 1%. You must also receive at least the basic wage of the new job category. The higher of those two outcomes applies.

6. Can my employer offset an earlier raise against a CLA increase?

Only where the CLA or a valid written agreement permits this. For the January 2026 increase, the CLA allowed certain structural increases agreed or promised in 2024 to be offset. The offset may not reduce your wage or leave it below the applicable basic wage.

7. Can I negotiate a raise in addition to a CLA increase?

Yes. A CLA increase sets a mandatory minimum adjustment. You can separately negotiate a higher wage based on your responsibilities, results, experience or market value.

8. How much of a salary increase should I ask for?

There is no standard percentage that is appropriate in every situation. Base your request on a specific target salary, comparable vacancies, your current job category, your responsibilities and measurable performance.

9. What if my employer says there is no budget?

Ask when the salary can be reviewed again and agree on measurable conditions. You can also discuss alternatives such as extra leave, training, a bonus, improved travel compensation or a promotion pathway.

10. What if my wage is below the CLA basic wage?

Your employer must increase it to at least the applicable basic wage, provided the Hospitality CLA applies to your employment. This is not an optional individual raise.

Summary

Dutch law does not provide an automatic annual salary increase for every employee. A right to a higher wage may result from the statutory minimum wage, the Hospitality CLA, your employment contract, performance-based pay or an individual agreement.

On 1 January 2026, qualifying skilled employees in job categories I and II received a 2.16% increase, while those in job categories III to XI received 2.5%. On 1 July 2026, the 1.9% general increase applied only to qualifying skilled employees in job categories I and II.

The annual 2% arrangement is performance-based pay and is subject to conditions. The increments shown in the CLA wage table are indicative rather than automatically mandatory.

When negotiating an individual raise, focus on your target salary, actual responsibilities, measurable results and current market value. Keep any mandatory CLA correction separate from your personal salary negotiation.

Sources

• Dutch Hospitality Industry Collective Labour Agreement 2025-2026

• Hospitality Industry Collective Labour Agreement 2025-2026 – English version

• KHN: wage-table changes from 1 January 2026

• KHN: wage changes from 1 July 2026

• KHN: Hospitality CLA wage tables from 1 July 2026

• Dutch Legal Aid and Advice Centre: salary and applicable wage rules