Working on Sundays in hospitality: rules, extra pay and Sundays off

Written by:
Melle Pegman

Working on Sundays is very common in the hospitality industry. Hotels, restaurants and cafés are often particularly busy at weekends. But can an employer simply schedule you to work every Sunday? And are you entitled to extra pay for working on Sundays?

Below, we explain the most important rules for Sunday work in the hospitality industry.

Can you work on Sundays in the hospitality industry?

Yes. Under the Dutch Working Hours Act (Arbeidstijdenwet), employees may work on Sundays if this is necessary due to the nature of the work. The hospitality industry is a clear example of this.

The Hospitality Industry Collective Labour Agreement 2025–2026 (Horeca-cao 2025–2026) also assumes that employees may be required to work on Sundays. By entering into an employment contract, an employee generally agrees that Sunday work may be part of the job.

However, this does not mean there are no restrictions. The statutory rules on working hours and rest periods always continue to apply.

How many Sundays can you work?

Under the Dutch Working Hours Act, employees are generally entitled to at least 13 Sundays off in every 52-week period. A collective agreement may provide for different arrangements.

For employees who regularly work on Sundays, the threshold of 40 Sundays per 52 weeks is particularly important. Additional rules regarding the employee’s consent apply when working 40 or more Sundays.

The Hospitality Industry Collective Labour Agreement also states that employees who regularly work on Sundays may request a weekend off. After working at least 39 Sundays within a twelve-month period, the employer must grant such a request insofar as business circumstances allow.

Do you get extra pay for working on Sundays in hospitality?

No, not automatically. There is no statutory entitlement to extra pay for working on Sundays, and the standard Hospitality Industry Collective Labour Agreement does not provide a general Sunday premium either. If you work on a regular Sunday, you will therefore generally receive your normal wage.

You may be entitled to extra Sunday pay if this is specified in:

• your employment contract;

• company policies or the employee handbook;

• another applicable collective labour agreement.

Other collective labour agreements may contain different provisions. In certain parts of the contract catering sector, for example, an irregular-hours allowance may apply to Sunday work.

How much do you earn when working on a Sunday?

With a basic hourly wage of €15.00, your pay could look as follows:

Please note: if a Sunday coincides with a public holiday, this does not automatically mean that you will immediately receive 50% extra pay under the Hospitality Industry Collective Labour Agreement.

For qualified employees, certain public holidays covered by the collective labour agreement are initially compensated with time off in lieu: for every hour worked, you receive one paid hour off. If this compensation cannot be provided within three months, it is replaced by an allowance of 50% of the hourly wage.

Is there extra pay for working a night shift on Sunday?

For certain hotel employees, yes. Hotel front office employees who meet the conditions set out in the Hospitality Industry Collective Labour Agreement may receive a 10% night shift premium when working a night shift. This is a night shift premium, not a Sunday premium.

Working both on a Sunday and at night therefore does not automatically mean that every hospitality employee is entitled to extra pay.

What are the rules for young people working on Sundays?

Stricter rules apply to employees under the age of 18. For 16- and 17-year-olds, there are restrictions on working hours, night work and rest periods. Time spent at school also counts towards the maximum permitted working hours.

For 13-, 14- and 15-year-olds, the rules are even stricter. They may only carry out light work. In the hospitality industry, it is particularly important to note that they are not allowed to work in areas where alcohol is or may be served.

Additional restrictions and mandatory Sundays off also apply to Sunday work.

Always check your collective agreement and contract

Do you regularly work on Sundays? Don't just check the Hospitality Industry Collective Labour Agreement. You should also review your employment contract, employee handbook and payslip.

An employer may offer more favourable terms than those set out in the collective agreement. For example, an employment contract may provide for a 25% or 50% Sunday premium even though the Hospitality Industry Collective Labour Agreement itself does not require one.

Employers should therefore clearly specify:

• whether Sunday work is part of the role;

• which collective labour agreement applies;

• which allowances and premiums apply;

• how public holidays and time off in lieu are handled;

• which arrangements apply to night and weekend shifts.

In short

Working on Sundays is a normal part of many jobs in the hospitality industry. Extra Sunday pay, however, is not automatically included. Under the standard Hospitality Industry Collective Labour Agreement, you will generally receive your normal hourly wage for working on a regular Sunday. Additional compensation may apply under your employment contract, company policies, public holiday arrangements, night shift premiums or another collective labour agreement. Always check which agreements and conditions apply to your employment.