Plus and Minus Hours: What Are the Rules?
Introduction
Plus and minus hours are common in sectors with fluctuating workloads, such as healthcare, hospitality, and industry. Despite being part of daily practice, Dutch law does not provide specific rules for them. In this blog, we explain how employers and employees should handle plus and minus hours, especially when an employment contract ends.
What are plus and minus hours?
Plus hours are extra hours worked beyond your contracted working time. These can be compensated with time off or paid out. Minus hours occur when you work fewer hours than agreed. While these systems are widely used, there are no statutory rules — instead, the arrangements are usually laid out in a collective labour agreement (CAO), employee handbook, or individual employment contract.
Employer responsibility for minus hours
Generally, the risk of minus hours lies with the employer. If an employee is regularly under-scheduled and accumulates minus hours as a result, this is usually seen as an organisational issue. Employers are expected to:
Keep employees informed about their hour balance
Provide sufficient opportunities to make up for minus hours through smart scheduling
If an employee hasn’t been given a fair chance to work extra hours, a court will often rule that minus hours cannot be deducted when the employment contract ends. Judges require proof that the employee was properly informed and had enough opportunity to correct the shortfall.
Plus hours at the end of the contract
If an employee has accrued plus hours at the time of termination, the employer must either pay them out or allow the employee to take time off before the contract ends. These hours represent a clear employee benefit — unless specific written agreements dictate otherwise.
The importance of clear agreements
To prevent misunderstandings, employers and employees should make clear agreements about how plus and minus hours are recorded, compensated, and settled. This can be done in employment contracts or internal policies. Transparency helps avoid disputes and surprises when the employment ends.
Conclusion
Without clear arrangements, plus and minus hours can become a point of contention at the end of an employment contract. Employers often bear the risk for minus hours, while plus hours typically need to be compensated. Clear agreements and open communication are essential to avoid legal and financial complications.
This blog was written by Mr. Stijn Blom
Employment law attorney at expatlawyer.nl B.V. Stijn has extensive experience in employment law and supports entrepreneurs on a daily basis with a wide range of employment law issues. From dismissal cases to drafting watertight agreements and regulations – with his practical and personal approach, he helps employers and employees move forward. Want to know more? Visit Stijn’s page.
Expatlawyer.nl is happy to think along with you if you have questions about the topic of working hours and hour balances? Feel free to get in touch.
June 2025
