On-Call Agreement (Oproepovereenkomst — Nul-uren / Min-Max)

ON-CALL AGREEMENT (Oproepovereenkomst — nul-uren / min-max, articles 7:610b and 7:628a Burgerlijk Wetboek "BW")

Between: ✓Employer name (KvK KvK (trade register) number), ✓Employer address, the "Employer", and: ✓Employee name, the "Employee".

1. NATURE OF THE CONTRACT 1.1. This is an on-call agreement: Type of on-call contract, for the position of "✓Job title / function", starting Start date, at Place of work. 1.2. Hours per period: minimum Minimum hours (per period), maximum Maximum hours (per period). The Employee is under no obligation to accept a call outside these bounds. 1.3. Hourly rate: Hourly rate, not lower than the statutory minimum wage (WML) or the applicable CAO Horeca scale.

2. CALL NOTICE PERIOD 2.1. The Employer must call the Employee to work at least: Call notice period, in advance (art. 7:628a BW). 2.2. Late-cancellation pay note

3. MANDATORY OFFER OF FIXED HOURS AFTER 12 MONTHS 3.1. Mandatory fixed-hours offer note 3.2. By law, after each 12 months of this on-call relationship, the Employer must, within 1 month, make a written offer of a fixed number of hours equal to the average worked over the preceding 12 months. Failure to do so exposes the Employer to a wage claim for up to 5 years back, calculated as if the fixed-hours offer had been made and accepted.

4. FUTURE REFORM — WET MEER ZEKERHEID FLEXWERKERS 4.1. ⚠️ The Wet meer zekerheid flexwerkers, adopted by the Eerste Kamer on 7 July 2026, will eventually replace zero-hours/min-max on-call work with mandatory "bandbreedte" (bandwidth) contracts, with limited exceptions (e.g. scholieren/students, AOW-age workers). This change will NOT take effect before 1 January 2028 — this agreement reflects the rules in force at the time of drafting and must be re-checked before that date.

5. LANGUAGE 5.1. This agreement is issued in English for the Employee's understanding; a parallel Dutch version is recommended and prevails in case of conflict.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.