Salary and remuneration

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About your salary and related matters

Your salary is determined based on the UFO system (see below). In addition, on this page you will find information and links about all payments.

Salary

  • Salary payment

    * This information is meant for UT employees

    In 2024 your salary will be paid on:

    Wednesday

    24 January 

    Friday

    23 February  

    Friday

    22 March 

    Wednesday

    24 April 

    Friday

    24 May  

    Monday

    24 June 

    Wednesday

    24 July

    Friday

    23 August

    Tuesday

    24 September  

    Thursday

    24 October  

    Friday

    22 November  

    Friday

    20 December

    Generally, the salary will be credited to your bank account one day after the above dates.

  • Salary scales

    The UT uses the salary scales which were previously nationally adopted in the Collective Labour Agreement of Dutch Universities (CAO-NU). There are eighteen general salary scales. In addition, salary scales for youths and separate scales for specific jobs have been developed. Each scale has a minimum and a maximum, with a number of gradually increasing salaries (steps or increments) in between.

    .

  • Holiday and end-of-year bonus

    Holiday bonus: You are entitled to a holiday bonus of 8% of your salary. Some of the allowances you may receive will be taken into account when calculating your holiday bonus. If your employment is terminated, the bonus will be settled with your last salary payment or in the month following the termination. Every year, the holiday bonus is granted in May.

    End-of-year bonus: You are entitled to an end-of-year bonus of 8.3% of your salary. Staff with full-time employment always receive a bonus amounting minimally to €2,250 on an annual basis. If your employment is terminated, the bonus will be settled with your last salary payment or in the month following the termination.

  • Payslip and annual income statement

    Every month, you receive a digital salary specification. At the end of each calendar year, you also receive an income statement stating your total wages and the contributions and tax paid for that year. These documents can be found at myhr.utwente.nl under 'my files' > 'my payslips'.

  • Opting in expense form for freelancers

Home working allowances

The Collective Labour Agreement of Dutch Universities (cao-NU) offers two allowances for university staff working from home: an internet allowance and a homeworking allowance.

  • Allowances for staff working from home

    Internet allowance

    All employees receive an internet allowance of €25 net per month, regardless of the scope of their employment contract.

    Flex workers (both students and non-students), student assistants, freelancers, opt-in employees and PhD students without an employment contract (for instance scholarship PhD students) are not entitled to this allowance.

    Homeworking allowance

    In addition to the internet allowance, all employees receive a fixed homeworking allowance for each day they work from home. Flex workers (both students and non-students), student assistants, freelancers, opt-in employees and PhD students without an employment contract (for instance scholarship PhD students) are not entitled to this allowance.

    To receive the correct homeworking allowance, employees must register their homeworking schedule in MyHR under “commuting expenses/working from home”. The homeworking allowance is calculated based on the number of homeworking days. The commuting allowance is applied to all working days that are not registered as homeworking days.

    The homeworking allowance is a fixed allowance of €2 per homeworking day, with a maximum of 214 days per year. This maximum includes a correction for unplanned office days, holidays, public holidays and illness. This means that you do not need to adjust your homeworking schedule in the event of occasional changes. If there is a structural change to your home working schedule, please make the necessary adjustments in MyHR. If you fall ill or go on holiday, there is no need to adjust your homeworking schedule. If you are ill for more than six weeks, the allowance will stop automatically.

    The example below shows how the homeworking allowance is calculated:

    Working days: 5 days a week

    ·         2 homeworking days

    ·         3 days at the UT

    2/5 times 214 days = 86 days
    (86 days x €2)/12 = €14.33 p/m net

    Allowances for commuting, temporary accommodation and relocation expenses

    The information on allowances for commuting, temporary accommodation and relocation expenses can be found in the service portal under terms of employment.

Grant allowance and bonus

An allowance is a supplementary financial reward which is normally granted once a month. The UT applies the following allowances:

  • Monthly allowances
    • Performance Bonus

      You may be eligible for a performance bonus if your faculty or unit is of the opinion that your performance in your position is 'very good' or 'excellent'. You do, however, need to have reached the maximum of your salary scale. A very good or excellent performance means that across the board your performance extends far beyond the set requirements, and that you achieve demonstrably excellent results.

      The performance bonus amounts to a maximum of 15% of your salary.

      In principle, the performance bonus can be granted for a maximum of one year, but may be extended if the faculty or unit is of the opinion that you still fulfil your position in a 'excellent' or 'very good' manner. By contrast, the faculty or unit may also decide to terminate the performance bonus on the interim if your performance is no longer 'excellent' or 'very good'.

      If you are granted a higher salary scale during the time that you receive a performance bonus, the performance bonus expires automatically effective from the date on which that higher salary scale becomes applicable.

      Article 4 Bonus and Allowance Scheme University of Twente

    • Emergency Allowances (BHV)

      The UT has an emergency assistance organization (BHV). Every building has its own BHV team. In case of emergency (fire, accidents, the release of dangerous substances, explosions), these teams try to limit the negative consequences for those in the building as much as possible. Helping out in life-saving, yet not threatening, situations is also one of the responsibilities of BHV staff. The BHV teams act as a first response unit: they act from the moment the emergency arises up to the moment the professional emergency assistance arrives to take over. Being a member of a BHV team is not without obligation. Staff who are a BHV member have to follow courses, attend refresher classes, complete the corresponding assignments and have to maintain good physical condition. They also need to take on duties once or twice a year during UT-wide evening or weekend activities. These obligations are rewarded with an allowance.

      Article 8 Bonus and Allowance Scheme University of Twente

    • Labour Market-Related Bonus

      If applicable to your position due to mobility requirements, labour market scarcity or bottlenecks, or indispensable expertise, your faculty or unit may decide that you are eligible for a labour market-related bonus.

      This monthly bonus granted for reasons of mobility, recruitment and/or retention is temporary and amounts to a gross maximum of 15% of your salary. It is granted for a maximum of three years, but may be extended for a maximum duration of two years (five years in total), if the reasons of mobility, recruitment or retention are still in effect.

      After five years, this bonus will expire automatically.

      The allowance is not granted to doctoral candidates.

      Article 5 Bonus and Allowance Scheme University of Twente

    • On-Call Allowance

      You are entitled to an on-call allowance when your job duties fairly regularly require you to be accessible and available on an on-call basis, as agreed upon in writing. It is up to the faculty or unit to decide whether or not you are eligible.

      You are not allowed an on-call duty allowance if your job is classified under a job profile which is part of the Education and Research job family or if you are granted salary scale 11 or higher.

      The on-call allowance amounts to 10% of the maximum salary of salary scale 3 per full hour.

      In the event that urgent work needs to be carried out (to be determined by the faculty or unit concerned) an overtime allowance may be granted instead of the on-call duty allowance.

    • Work performed outside of standard working hours

      You are entitled to an allowance for work performed outside of standard working hours (allowance for work at unsociable hours) if you are ordered to do work during the times listed below and this does not count as overtime. It is up to the faculty or unit to decide whether or not you are eligible. 

      You are not allowed allowance for work at unsociable hours if your job is classified under a job profile which is part of the Education and Research job family or if you are granted salary scale 11 or higher.

      The extra allowance per hour worked equals a percentage of your hourly wage. The percentage depends on the day and the exact time worked:

      • Monday through Friday between 00:00 hrs and 07:00 hrs and between 20:00 hrs and 00:00 hrs = 40%
      • Saturday = 40%
      • Sunday and public holidays = 75%

      If you entered into employment with the UT after 1 April 1997, a decision may be made to renounce the allowance, but only if the working hours are fixed and fall within company hours.

      Article 10 - 11 Bonus and Allowance Scheme University of Twente

  • One-time allowances
    • One-off bonus

      A one-off bonus is a supplementary financial reward which is normally only granted once. The UT applies the following one-off bonuses:

      ANNIVERSARY YEARS IN SERVICE

      When awarding a jubilee bonus, your length of your term of service is taken into account. A distinction is made between UT term of service (for your UT jubilee) and ABP term of service (for your jubilee for employment with employers in the government and education sector).

      UT term of service

      UT term of service is calculated on the basis of the total duration of your employment contract(s) with the University of Twente. This excludes employment contract(s) as student assistant and/or student on-call worker and periods of leave lasting longer than one year. Special leave for the common good of more than one year is included in the calculation of the term of service. In the calculations continuous service is not a requirement. The terms of employment will be added up.

      ABP term of service

      For the calculation of ABP service time, the time as stated on the "service time overview" of the ABP applies. For this jubilee, you may be asked to request this overview from ABP (via MyABP/MijnABP) and submit it to UT.

      Gratifications:

      • For UT service of 12.5 years, you will receive a bonus of €230.
      • For an ABP term of service of 25 years, you will receive a bonus of 70% of your monthly salary in the month of the jubilee, including holiday allowance.
      • For an ABP term of service jubilee of 40 years, you will receive a bonus of 100% of your monthly salary in the month of the jubilee, including holiday allowance.

      The bonus is paid out net in the calendar month in which the jubilee takes place.

      More about the different jubilee bonuses and the possibilities for a reception or special leave for certain jubilees are described in the University of Twente Jubilee Regulations (see download below) and can be found in the staff manual.

      GENERAL ONE-OFF BONUS

      You may be granted a one-off bonus on the grounds of extraordinary commitment, extraordinary service, special achievements or any other state of excellence. The faculty or unit concerned is free to decide on the sum of money to be awarded.

    • Overtime allowance

      You may be eligible for an overtime allowance if you are a member of the administrative and support staff and if your job is classified under salary scale 10 or lower. Your manager may occasionally authorize you to work overtime in connection with specific assignments. Overtime is considered any pre-authorized work performed during a given work period that exceeds your contractually agreed working hours with the UT. A working period is generally understood to mean one week. For staff of the Security Service and Catering departments, a working period equals four weeks. No overtime allowance is granted if you work overtime for less than half an hour directly after your daily shift.

      The overtime allowance consists of extra leave equal to the duration of the overtime worked, with a surcharge of:

      • 25% for overtime hours worked on Mondays to Fridays between 07:00 and 18:00;
      • 50% for overtime hours worked on Mondays to Fridays before 07:00 or after 18:00 and for the hours worked on Saturdays between 00:00 and 16:00;
      • 100% for overtime hours worked on Saturdays after 16:00 and overtime hours worked on Sundays or public holidays.

      If you need to register your overtime work, please do so in AFAS/myHR.

University job ranking & salary grading

The UT has determined the salary scale for your job using the University Job Classification system (UFO). After taking into consideration, among other things, your education and experience, we have arrived at an appropriate salary within this scale. Should you not yet be able to fully perform all of your duties, a salary in a preliminary salary scale can be agreed on for a maximum period of two years.

  • About UFO Job Classification and salary grading

    FUNCTION CLASSIFICATION

    Your job level is determined by means of the University Job Classification system (UFO). In this system, your job is classified on the basis of the structural duties you need to perform and is linked with the job level of a UFO profile and the corresponding salary scale.

    SCALING

    Your individual salary scaling – the salary scale you have been grouped in – normally corresponds with the salary scale for the job you are doing. However, there may be situations where your individual salary scale is different to the one normally deemed appropriate for the job, for example, when you have just started the job and cannot yet perform all the duties asked of you.
    Furthermore, the salary step within the salary scale depends on your experience and background, which will both be compared with your current and future colleagues' experience and background.

    For more information see the page about the UFO system (linked below)

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Please contact HR Services for any further questions. Tel 053 489 8011.

For ideas, comments or changes to this page, please email webteam-hr@utwente.nl

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