On-call worker rights: schedules, pay and security

On-call worker rights: schedules, pay and security

On-call worker is a collective term for different arrangements. Sometimes a continuing employment relationship already exists; sometimes each accepted call creates a new contract. Pay, illness and successive-contract questions can therefore have different answers. Start with the contract form and work pattern. Then check whether the call, schedule change and monthly pay were processed under the correct rules.

First establish which contract you actually have.

Keep original calls, changes and hours worked.

Ask separately about pay per shift and structural working hours.

Preliminary agreement, zero hours or min-max?

Under a preliminary agreement, each accepted call can create an employment contract. A zero-hours contract already establishes employment without fixed hours, while min-max includes a guarantee. These differences affect work obligations, pay and the contract chain. Request written explanation if the document obscures them. Calling someone a “flexible employee” does not answer the legal questions. Check who employs you when an agency or platform stands between the parties.

Archive schedules before changes disappear

Save the initial call and later changes, including dates and times. Record acceptance and actual work, adding breaks and shortened shifts. Many planning systems subsequently show only the latest version, removing cancellation evidence. A simple weekly record helps: originally scheduled, actually worked, paid and still to check. This shows whether the disagreement concerns one shift or a pattern of consistently insufficient payment.

Call notice and payment on cancellation

For on-call agreements, the main rule is four days’ notice, with possible cao reduction to the statutory minimum. You can normally refuse a late call. Withdrawal or alteration within the applicable period can preserve the original pay entitlement. Ask which cao period the employer uses. Distinguish a general enquiry about availability from a concrete call, and record the shift eventually agreed. Not every group-app message has the same legal meaning. The call must be written or electronic, for example by email or WhatsApp. Ordinary collective-agreement shortening cannot go below one day; special seasonal-work provisions require a separate check.

Minimum paid hours and supplements

Under statutory conditions, at least three hours’ pay may be due per call. This does not mean every brief contact automatically creates a separate full shift: actual calls and work patterns need assessment. Check job grading, minimum pay, holiday allowance and cao supplements too. Age and the relevant period can change the statutory minimum. Request an itemised payslip. An all-in rate without identifiable components makes it difficult to check that all accrued rights were processed correctly.

Illness does not make rights disappear

Follow the sickness procedure and keep confirmation from the employer and any client workplace. Whether and for how many hours pay continues depends partly on the contract, call and usual hours. Ask why the employer uses a particular reference period. Removing a sick on-call worker from the schedule does not answer the pay question. If the temporary contract expires, check the sick-leaving-employment report and possible UWV route. Contract end and the final sickness day are not automatically identical.

Fixed hours and successive contracts

After twelve months of on-call work, the employer generally must offer fixed hours based on the previous average. The presumption of working hours may also apply after a representative period. Under a preliminary agreement, individual calls can affect successive-contract rules too. Keep both hours and contract start/end dates. If the employer refuses further calls, investigate whether employment has genuinely ended legally.

Request a correction without an unclear claim

Identify the missing item: cancelled-shift pay, guaranteed hours, holiday allowance or an hours offer. Attach your table and relevant calls and request the calculation used. State that you remain available within agreed limits if that is true. A general allegation that “everything is wrong” makes checking harder. If a concrete sum remains unpaid, have a wage claim and any limitation or procedural deadlines assessed. A report to a regulator does not automatically replace payment by the employer.

Example: a shift removed that morning

On Monday you are called in writing for six hours on Friday. On Friday morning, the shift is removed because business is quiet. Keep both versions and request pay for the original call, referring to the applicable period. Separately assess whether average working hours justify fixed hours. Payment for one shift does not resolve a structural hours problem. Equally, an hours offer does not automatically remedy earlier wrongly processed cancellations; each question needs its own calculation.

Identify contract form, cao and employer.

Archive calls and schedule changes.

Compare pay, minimum hours, supplements and holiday accrual.

Calculate structural hours and request a specific written answer.

Must I always be available?

The term on-call worker alone does not establish that. Contract, availability arrangements, timely calls and statutory limits determine obligations.

Can every call be a new contract?

This may be relevant under a preliminary agreement. Have successive-contract rules assessed too; the framework document’s name is not decisive.

Who pays when I work through an agency?

The agency is often the contractual employer. Check the contracting party and applicable agency rules instead of addressing only the workplace.

Can I claim missing shifts afterwards?

Possibly. Retain evidence and have the correct entitlement and deadlines assessed. Do not wait until old schedules become inaccessible.

Sources and editorial notes
Sources current as of: October 17, 2026
1. Rijksoverheid: contracts for on-call workers
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/werk/arbeidsovereenkomst-en-cao/vraag-en-antwoord/arbeidsovereenkomst-en-cao/welke-contracten-zijn-er-voor-oproepkrachten
2. Ondernemersplein: entering into an employment contract
Publisher: Ondernemersplein · Overheid.nl
https://ondernemersplein.overheid.nl/wetten-en-regels/arbeidscontract-afsluiten/
3. Rijksoverheid: wage payment and the statutory increase
Publisher: Rijksoverheid
https://www.rijksoverheid.nl/themas/werk/ontslag/vraag-en-antwoord/arbeidsovereenkomst-en-cao/wanneer-betaalt-mijn-werkgever-mijn-loon
The source publications are in Dutch. All language editions cover Dutch law.