Zero-hours contracts prohibited from 1 January 2027: what do you need to do?

Zero-hours contracts prohibited from 1 January 2027: what do you need to do?

Do you employ workers on zero-hours contracts or min-max contracts? Then a lot is changing from 1 January 2027. The Flexible Workers Security Act (Wet meer zekerheid flexwerkers) prohibits zero-hours contracts and tightens the rules on flexible employment contracts. The aim is to give workers greater income security.

Note: the entry-into-force date is not yet final. The Senate and House of Representatives must formally adopt the bill. Monitor the official publication in the Official Gazette.

What exactly changes?

1. Zero-hours contracts are prohibited
Contracts under which a worker must be available without a guaranteed minimum number of hours are no longer permitted. Workers must always know how many hours they will work at minimum and what they will earn at minimum.

2. Min-max contracts are restricted
Min-max contracts where the gap between the minimum and maximum hours is too large are curtailed. The bandwidth between minimum and maximum hours may be at most 1 to 3. If someone works a minimum of 10 hours per week, the maximum may not exceed 30 hours per week.

3. Right to predictable hours
Workers who structurally work more hours than their contract specifies gain the right to have their contract adjusted to reflect the average hours worked over the past 12 months.

4. Call-in notice period remains compulsory
Workers must be called in at least 4 days in advance. If the call-in is cancelled within that period, the worker is entitled to pay for the scheduled hours.

Who does it apply to?

The Act applies to all employers who have workers employed on the basis of:
❌ Zero-hours contracts (disappear entirely)
❌ Min-max contracts (restricted)
❌ On-call contracts

Exception: seasonal work for which a collective labour agreement includes a different arrangement.

When?

📅 Expected entry into force: 1 January 2027

The Act has not yet been formally adopted. Monitor the publication in the Official Gazette for the definitive date.

What do you need to do now?

1. Audit all flexible contracts in your organisation: how many workers are on zero-hours or min-max contracts?
2. Calculate the bandwidth of existing min-max contracts: do they comply with the 1-to-3 rule?
3. Update contracts for workers on zero-hours contracts: they must receive a guaranteed minimum number of hours.
4. Review call-in notice periods: organise your rosters so that workers are called in at least 4 days in advance.
5. Look at structural overtime: workers who have consistently worked more than their contract specifies for months may be entitled to a contract adjustment.

What stays the same?

Flexible employment contracts continue to exist, but with a guaranteed minimum number of hours. Employers can still roster flexibly above the minimum, provided they comply with the bandwidth rules and the call-in notice period.