Introduction
As of January 1, 2024, the statutory minimum hourly wage wasintroduced in the Netherlands. This brought an end to the system in which the minimum wage was calculated on a monthly basis, depending on the length of the workweek. This shift to the minimum hourly wage ensures greater equality among employees with different contract hours. This blog explains exactly what has changed, what the current minimum hourly wage is, and what the implications are for both employers and employees.
From Minimum Monthly Wage to Minimum Hourly Wage
Through 2023, the Netherlands had a statutory minimum wage calculated on a monthly basis. The hourly wage depended on the number of hours an employee worked per week. Someone working 36 hours earned more per hour than someone working 38 or 40 hours per week, even though the monthly wage was the same.
As of 2024, this disparity has been eliminated. Since then, a single fixed gross minimum hourly wage has been in effect, regardless of the number of hours in the workweek. This means that employees who work, for example, 40 hours per week are no longer at a disadvantage compared to colleagues with shorter workweeks.
What is the minimum hourly wage in 2024?
For employees aged 21 and older, the statutory minimum hourly wage as of January 1, 2024, is:
- €13.27 gross per hour
Lower amounts apply to younger employees, based on fixed percentages of the adult minimum wage. The exact amounts depend on age and are revised every six months.
For employees with a longer workweek, this change is a positive development. Someone who previously earned €11.51 per hour on a 40-hour workweek now receives €13.27. This amounts to a pay increase of over 15%, a substantial improvement in their income.
Implications for Employers
Since the introduction of the minimum hourly wage, employers have been required to carefully review and adjust their payroll records. Paying less than the statutory minimum is not permitted. If they do so anyway, they run the risk of:
- Additional assessments and back payments
- Fines Imposed by the Dutch Labor Inspectorate
- Liability for Wage Claims
Employers should therefore be mindful of collective bargaining agreements, contracted hours, and the proper application of the minimum wage in both new and existing employment contracts.
What do employees need to know?
Employees would be wise to carefully review their pay stubs. Does the number of hours worked match the amount paid? Is the minimum hourly wage applied correctly? Especially in sectors with many part-time or flexible employment arrangements, it’s important to understand your rights regarding the minimum wage.
Since 2024, on-call workers and employees with variable schedules have also been entitled to the fixed minimum hourly wage, regardless of their work schedule. If this is not applied correctly, an employee may be entitled to back pay.
Conclusion
The new minimum hourly wage ensures fairer pay among employees with different workweeks. Employers must align their pay policies accordingly, while employees must be vigilant to ensure they are paid correctly. The introduction of the minimum hourly wage is an important step toward a more transparent and equitable employment policy in the Netherlands.
This blog was written by Stijn Blom, Esq., an employment law attorney at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists employers and employees on a daily basis with a wide range of employment law issues. From dismissal cases to drafting watertight agreements and policies—with his practical and personalized approach, he helps employers and employees move forward. Want to learn more? Visit Stijn’s page.
Arbeidsadvocaat.nl is happy to assist you if you have any questions about the minimum hourly wage. Please feel free to contact us .
April 2025