The legal rules for receiving a work schedule
Many employees receive their work schedule late, sometimes not even until the day itself. This can cause a lot of uncertainty and makes it difficult to reconcile work and personal life. However, the law has clear rules about how far in advance a schedule must be known.
For regular employees, the schedule must be provided at least 28 days in advance. For on-call workers , this deadline is four days. In some collective bargaining agreements, this period can be shortened. An example is the hospitality industry collective bargaining agreement, in which the on-call period can be shortened to 24 hours.
Rights for late call or cancellation of services
If an employer fails to call an on-call employee on time, the employee is not obligated to come to work. In addition, if a call is canceled less than four days in advance, the employee is entitled to be paid wages for the hours previously committed. This means that employers must follow the on-call rules to avoid legal problems.
Being right versus being right
Although the law protects employees from late calls and cancellations, practice can be unruly. Employees who object to an employer who fails to meet call deadlines sometimes risk being called less frequently. This can, in some cases, amount to wrongful dismissal. This can make enforcing rights difficult, despite legal protections.
What to do for structurally late calls?
When an employer routinely provides late schedules or cancels calls shortly in advance, it may be wise to start the conversation. An open conversation about scheduling problems can often yield a constructive solution. If this does not help, legal advice may be available.
Conclusion
Employees are entitled to a timely work schedule, and on-call workers should not be disadvantaged by late calls or cancellations. Although the law creates clear frameworks, practice sometimes remains complicated. Discussing problems with the employer can be a first step to finding a structural solution.
This blog was written by Mr. Stijn Blom, employment lawyer at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists entrepreneurs daily with a wide range of employment-related matters. From dismissal cases to drafting watertight contracts and policies – with his practical and personal approach, he helps employers and employees move forward. Want to know more?Visit Stijn's page.
Arbeidsadvocaat.nl is happy to think with you if you have questions about the legal rules regarding rosters. Please feel free to contact us .
April 2025
