Human Resources

New collective labour agreement Dutch Universities with more permanent contracts, higher minimum wage and remuneration for hybrid working

Dear employees,

Negotiators representing the VSNU employer organisation and employee organisations reached a negotiation settlement on 25 June 2021 on the 2021 Collective Labour Agreement for Dutch Universities (CAO NU). With this agreement, the parties to the collective labour agreement have taken another step towards more permanent contracts for university employees, while also creating opportunities for hybrid working post-pandemic. In addition, there will be a structural wage increase of 1.64% as of 1 July 2021, with a further 0.36% increase as of 1 January 2022. And finally, employees will receive a one-off payment of €650 and the minimum wage for the university sector will be raised to €14 an hour.

In the new Collective Labour Agreement, the parties to the CAO NU 2021 have agreed that assistant professors, associate professors and full professors will – in principle – receive a permanent contract after one year. If it is an initial appointment at a university, however, this will be eighteen months. Temporary academic staff on a Vidi grant will also receive a permanent contract. Support and management staff will receive a permanent contract after a year's employment. Marcel Nollen, Vice President of Vrije Universiteit Amsterdam and chief negotiator on behalf of VSNU: ‘Universities are taking a significant step towards creating more jobs with permanent contracts for both academic staff and support and management staff. This is nicely in line with the advice for the medium term recently published by employees and employers.’

Furthermore, the parties to the CAO NU 2021 expect that once the coronavirus measures are reduced, working from home will not disappear. Universities want to facilitate that.  Employees in the Netherlands can adopt hybrid working, if their position and their working in a team allow this. Managers, supervisors and employees will reach agreements on the possibilities for adopting hybrid working. Universities are offering staff an internet allowance of €25 per month and an allowance for working from home of €2 per day.

 The collective labour agreement takes effect from 1 January 2021 to 31 March 2022 and applies to over 55,000 employees in the university sector. The negotiation settlement is available here. The parties to CAO NU 2021 will present the negotiation agreement to the parties they represent and will attempt to reach a definitive labour agreement no later than 1 Augustus 2021.

VSNU, WOinActie, the student unions and the labour unions are still working towards a normal academic standard, to ensure that the students of today receive the proper education to meet the challenges of tomorrow. We call on the House of Representatives to scrap the €149 million efficiency deduction (doelmatigheidskorting). We have requested that the new cabinet make structural investments in the university sector totalling €1.1 billion, in order to raise the standard of academic education and research back to a normal academic standard.


During the summer period, the UT carried out a well-being survey to gain insight into how employees experience working during COVID-19 in relation to their work, welfare, safety and satisfaction. A total of 3821 employees and PhD candidates received a digital questionnaire and the responsrate is 54%. Despite the difficult period we find ourselves in due to the Covid-19 pandemic, UT staff generally know how to deal with this. Overall satisfaction is rated at 7.6 compared to 7.2 in 2019. If you have any questions or suggestions about the outcome of this survey, please send an e-mail to:

Results well-being study
The full well-being study

We connect and inspire people to create impact

The UT offers staff members a broad and attractive package of employment conditions. Staff members can adapt portions of this package to their personal preferences through the optional model for employment conditions. 

Some employment conditions have been legally regulated, others have been determined in the Collective Labour Agreement of Dutch Universities. In addition to the law and the collective labour agreement, the UT also has several regulations and codes of conduct in which the rights and duties of staff members have been established and elaborated.


The measures taken because of the Coronavirus lead to questions in the field of working from home, leave to care for children and/or partner, continued payment of salary, and so on. At the moment, first of all, specific temporary guidelines have been taken in the area of leave. We have collected these on a separate page, so that you can find them quick and easy.

Staff manual 

The staff manual provides you with all the information you need about the arrangements, salary, rights, duties and facilities. In addition to a challenging working environment, the UT offers you, as an employee, a broad and attractive package of employment conditions. In part, these terms of employment can also be tailored to your personal preferences via the Choice Model. We have listed all the regulations, codes of conduct, rights and obligations for you in our staff manual.

Development questions? Have a look at the online learning platform GoodHabitz
To the GoodHabitz information page
Or click on this link, choose University of Twente and login with your M- or S-number to activate your account to start learning!


Mindlab is a science fiction theatre play focusing on dark tales in the world of science.
The play has been developed by prof. Giebels (faculty BMS, UT), Utrecht University and TheaterMakers Radio Kootwijk.
This document contains an analysis of the so-called idea cards. Attendees of the campus performance of Mindlab were asked to answer two questions:

1) What is your wish for a follow-up? What is your need?

2) What did you think of this way of reflecting on Mindlab?

Results analysis Mindlab idea cards
The report can be found here