Working Hours and Overtime in The Netherlands

What Are the Standard Working Hours in the Netherlands?

In the Netherlands, employees aged 18 and over are permitted to work a maximum of 12 hours per day and 60 hours per week. However, these limits are not intended for regular practice; they are exceptions. Over a 16-week period, the average working hours should not exceed 48 hours per week. Employees are entitled to a minimum rest period of 11 consecutive hours between workdays and a weekly rest period of at least 36 consecutive hours. Typical working hours are from 9:00 AM to 5:00 PM, Monday through Friday. Those under 18 are required to work a maximum of 8 hours per day.

Maximum Working Hours in the Netherlands

The Working Hours Act (Arbeidstijdenwet) sets the maximum working hours to protect employees' health and well-being. Employees can work up to 12 hours per day and 60 hours per week. However, these are exceptional cases, and the average working hours over a 16-week period should not exceed 48 hours per week. Additionally, over a 4-week period, employees should not work more than 55 hours per week on average. Employers must ensure compliance with these limits and provide adequate rest periods.

Industry-Specific Exceptions

Certain industries have specific regulations regarding working hours:

 
• Healthcare: Healthcare professionals may have different working hour regulations due to the nature of their work.
 
• Transportation: Transport workers, such as truck drivers, are subject to specific driving times and rest period rules.

These exceptions are designed to accommodate the unique demands of these sectors while still protecting employees' health and safety.

Managerial and Exempt Employees

Managerial and exempt employees, typically those earning more than three times the minimum wage (which is EUR80,848.80 per year as of July 2025), may be exempt from standard working hour regulations. This means they might not be subject to the maximum daily and weekly working hours. However, employers must still ensure that these employees are not working excessive hours that could harm their health.

Statutory Full-Time Working Hours in the Netherlands

Full-time employment in the Netherlands is generally considered to be between 36 and 40 hours per week. This standard is widely adopted across various industries and roles, promoting a healthy work-life balance.

Overtime Regulations in the Netherlands

What Counts As Overtime in the Netherlands?

Overtime is defined as hours worked beyond the standard working hours agreed upon in the employment contract. Whether these hours are compensated depends on the terms specified in the contract or collective labor agreements (CAOs). It's essential for both employers and employees to have a clear agreement on what constitutes overtime and how it will be compensated.

Maximum Overtime In the Netherlands

While the Working Hours Act does not specify overtime limits, it does set maximum working hours per day and week. Employers must ensure that any overtime worked does not exceed the statutory maximum working hours of 12 hours per day and 60 hours per week. Exceeding these limits can lead to legal consequences and potential health risks for employees.

Overtime Payout Rates In the Netherlands

Overtime compensation rates are not mandated by Dutch law and are typically specified in the employment contract or collective labor agreements (CAOs). Many employers establish rates at either 50% or 100% of the regular pay for overtime work, or provide time off in lieu.

Employers and employees should agree on overtime compensation terms to ensure clarity and compliance.

Rest Periods and Breaks in the Netherlands

Employees are entitled to the following rest periods and breaks:

 
• Daily Rest: A minimum of 11 consecutive hours of rest between workdays. Once a week, this break can be reduced to eight hours if the nature of the work or business circumstances requires it.
 
• Weekly Rest: At least 36 consecutive hours of rest per week. This can also be spread over 14 days, providing at least 72 hours of rest in each two-week period.
 
• Breaks: Employees working more than 5.5 hours are entitled to a 30-minute break, which can be split into two 15-minute breaks. For shifts longer than 10 hours, a minimum of 45 minutes of break time is required, which can be divided into several intervals of at least 15 minutes each. The Working Hours Act specifies that a working day cannot start or end with a break, and breaks are generally unpaid unless specified otherwise in the employment contract or collective agreement.

Employers are responsible for ensuring that these rest periods and breaks are provided and adhered to.

Night Shifts and Weekend Regulations

Employees working night shifts (defined as working at least one hour between 00:00 and 06:00) or weekends are subject to specific regulations:

 
• Night Shifts: A maximum of 10 hours per shift, with strict rest period requirements.
 
• Weekend Work: Employees are entitled to at least 13 free Sundays per year and can refuse to work more than 40 Sundays annually. There are no legal requirements for additional pay for weekend work, but this may be specified in the employment contract or collective labor agreements (CAOs).

Employers must ensure compliance with these regulations to protect employees' health and well-being.

How Playroll Simplifies Employer Responsibilities and Compliance

Expanding your workforce across international borders is an exciting step, but it can be challenging to keep up with ever-changing local labor laws and regulations in different countries. That's the advantage of using an Employer of Record like Playroll:

• ‍Scale your global team: Legally hire and swiftly onboard new hires in 180+ regions without the red tape by offloading the HR admin to Playroll, so you can freely explore new markets and focus on growth.
• Stay compliant: Our built-in compliance checks and vetted contracts mean your agreements will always meet all legal requirements for working hours, overtime regulations, and more.
• ‍Pay your team accurately: Ensure your international employees and global contractors are paid on time, every time, and set up centralized global payroll processes.