Monday to Friday from 9:00 am to 5:00 or 6:00 pm, with a 30-minute unpaid lunch break and two 15 minute breaks. The average working week is between 36 to 40 hours, 7 to 8 hours daily.
An employee cannot work for more than 12 hours per shift, capping the weekly working hours at 60.
Note: this should be an exception rather than a regular practice. Dutch legislation offers the following guidelines in the long term:
High-level employees and managerial staff are generally exempt from the work hours requirement. Their yearly wages should equal or exceed three times the Dutch statutory minimum wage.
Law does not regulate overtime, so employment contracts or collective bargaining agreements establish the rates - usually either 50% or 100% of pay or time off). For higher personnel, overtime is typically deemed to be part of their salary.
Employees will not receive overtime compensation if they work without an order from their supervisor, if the overtime is less than one hour after their standard working time or if they have been classified in salary scale 11 or higher. The employee must record overtime hours.
Employees do not have to work on Sundays unless they have agreed to do so with their employer. Sunday work is permitted only incidentally if it is required and must be paid at a 100% rate.
Employees working 5.5 hours are entitled to a 30-minute break at least which can be slipt into two 15 minutes breaks. Employees working more than 10 hours must have at least 45 minutes of break time, which can be split into several intervals of 15 minutes.
Employees are also entitled to 11 hours break between shifts (once a week, the break can be eight hours if the nature of the work or the business circumstances requires it) and a minimum of 36 consecutive hours of non-work per week.
A longer workweek is only possible if the employee has at least 72 consecutive hours break in 14 days. The rest can be split into two periods of 32 hours each.
The following limitations apply to night work:
Employers should keep a record of the hours employees work, their rest times, vacation days and sick leave as well as their working pattern, and employees have access to this record. Employees are responsible for recording their overtime.
There are no requirements as to how employers should track these, but they should allow the Labour Inspectorate to determine whether they have complied with the Working Hours Act. Employers should store records of employee hours and attendance for at least 52 weeks. This obligation does not apply to an employee who earns at least three times the statutory minimum wage. Penalties for noncompliance vary between €100 and €45,000 per employee are usually preceded by a warning.