Working hours and days
The amount of weekly hours you are formally employed with the UT has been established in your employment contract. We call this the formal working hours. The formal working hours for full-time employment are 38 hours a week.
The days and times that you will be working are agreed upon with your manager. These agreements are recorded in myHR/AFAS under 'Change Timetable / working pattern'. The working hours recorded in this application, form the basis for the various digital registration systems, such as leave registration, absence registration and time registration. In order for these systems to work correctly, it is paramount that the data recorded in myHR/AFAS be current.
- Length of work week
In the Collective Labour Agreement of Dutch Universities, the formal working hours for full-time employment have been set at 38 hours a week. However, at the UT the standard working week is 40 hours: 5 days of 8 hours. Because of this you will work 2 extra hours every week. You will be compensated for these extra hours with 96 compensation hours per year.
As part of the flexible work hours (see paragraph above), you can choose between 38 or 36 work hours per week for full-time employment as well. For more information see the paragraph 'flexible workhours' below.
The formal working hours for part-time employment are less than 38 hours a week. At the UT, part-time employment is always contracted for whole hours. Flexible work hours are not applicable: if you are working part-time, your actual working hours equal your formal working hours.
ADJUSTMENT OF WORKING HOURS
After you have been employed by the UT for at least a year, you can request an adjustment (decrease or increase) of your formal working hours. This request must meet the requirements set in Section 2 of the Dutch Working Hours (Adjustment) Act. Your faculty or unit will honour the request, unless considerable business or service interests demonstrably stand in the way of this.
WORKING HOURS AND SPECIAL TYPES OF LEAVE
If you are temporarily working less because of parental leave, 'life-course saving scheme' leave or a Senior Staff Scheme, this will not affect your formal working hours. Because you are not actually working 40 hours a week during the period of leave, the flexible work hours are generally not applicable.
- Flexible work hours
If you have full-time employment, you can make use of flexible work hours. This option is not available to staff with part-time employment.
For full-time employment, the standard working week is 40 hours: 5 days of 8 hours. However, because the formal working hours are only 38 hours a week, you will actually work 2 extra hours per week. To compensate for these extra hours, you will receive 96 compensation hours per year. If you want to actively deploy these 96 hours, you can make this known through the Optional model for employment conditions (KAT). There are two possibilities to choose from:
- A working week of 38 hours. This will of course mean that you do not receive the extra 96 compensation hours. You will make arrangements about the division of the flexible work hours with your manager. For example, you could arrange to work until 15:15 instead of 17:15 every Friday.
- A working week of 36 hours. In that case, you will not receive the extra 96 compensation hours and you will turn in an additional 96 holiday hours on a yearly basis. You will make arrangements about the division of the flexible work hours with your manager. For example, you could arrange that every Friday you will work until 12:30 instead of 17:15.
Please note: It is not possible to work 4 days of 9 hours, this modality is not allowed within the UT. The maximum working hours per working day amount to 8 hours.
If you have used the Optional model for employment conditions to select a working week of 38 or 36 hours, this choice is valid for one year. Every calendar year, at the beginning of the year, you are required to re-establish this choice in the Optional Model.
- Public holidays and compulsory leave days
The UT closes for public holidays and compulsory leave days and you normally will not be required to work on those days.
It is possible that you may have to work on a public holiday or during a collective closure, for the UT's benefit. In that case you will receive a leave day at a different time to compensate for the hours worked. In addition, you may be entitled to a bonus for working non-standard hours (TOD).
Public holidays include: New Year's Day, Good Friday, Easter Monday, Ascension Day, Whit Monday, Christmas and Boxing Day, King's Day and Liberation Day. These public holidays will not be detracted from your leave hours.
COMPULSORY LEAVE DAYS
Every year the Executive Board determines a maximum of 7 days on which the University will collectively close (bridging days). Usually, these are the Friday after Ascension and the days between Christmas and the turn of the year. During a collective closure you are required to take up leave. The number of hours that you would have normally worked, according to your employment pattern on those days, will be automatically subtracted from your total leave hours. If you are sick during a collective closure, the leave hours involved will lapse.
Bridging Days 2022 - 2023
Collective closure 2022
- Friday 27 May (Ascension Day falls on Thursday 26 May)
- Tuesday 27 December
- Wednesday 28 December
- Thursday 29 December
- Friday, 30 December
Collective closure 2023
- Friday 19 May (Ascension Day falls on Thursday 18 May)
- Wednesday 27 December
- Thursday 28 December
- Friday 29 December
- Working hours
Standard working hours
The standard daily working hours at the UT are Monday to Friday from 8:30 until 12:30 and from 13:15 until 17:15. You can agree upon different working hours in consultation with your manager. You have to be present between 9:00 and 12:00 and 14:00 and 16:00 (time periods), and your working hours should fall between 7:30 and 18:00. You will also be required to take a thirty-minute break after 5.5 hours of work. It is possible to split this compulsory break into two breaks of fifteen minutes each. The compulsory break does not count towards the working hours.
DIFFERENT WORKING HOURS
The faculty or unit can determine different working hours if the position requires it. This applies, for example, to staff working in catering and security.
If you are working different working hours and you fall in a salary scale lower than scale 11, you might be entitled to a bonus for working non-standard hours (TOD).