oproeptermijnen

Oproeptermijnen, also known as opzegtermijnen voor oproepkrachten, refer to the notice periods that apply to employees hired on a call‑in (on‑call) basis in the Netherlands. Under Dutch labour law, an oproepkracht is employed without a fixed schedule; the employer contacts the worker when work is available, and the employee decides whether to accept the assignment. Despite the flexible nature of the arrangement, the employment relationship is subject to the same legal framework as regular contracts regarding termination and notice.

The length of the oproeptermijn depends on the duration of the employment relationship. For contracts that have lasted less than two years, a minimum notice period of one month applies, measured from the first day of work in a particular month. After two years of continuous service, the statutory notice period increases to two months. These periods are calculated on a calendar‑month basis and allow both employer and employee to plan their availability.

Employers must inform oproepkrachten of the applicable notice period at the start of the contract, and any deviation from the statutory minimum must be specified in the written agreement. If a collective labour agreement (cao) covers the sector, its provisions may prescribe longer notice periods.

During the notice period, the employer is obliged to offer work consistent with the employee’s availability, while the employee retains the right to refuse assignments without losing entitlement to notice pay. Failure to respect the oproeptermijnen can lead to claims for unlawful termination and may result in compensation for the employee. The rules aim to balance the flexibility of on‑call work with a basic level of job security.