[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Floon-en-werk\u002Floonsverlaging":3,"menu:\u002Fnl-nl:":97,"sites:htmlblocks":338,"cite-subsites":1777,"footer:nl-nl":5339,"subsites":5418,"cite-footer:nl-nl":5895,"suggested:nl-nl":5934},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"go_live_at":7,"first_published_at":13,"page_created_at":14,"published_at":13,"edit_url":15,"breadcrumbs":16,"seo":30,"body_blocks":38,"call_to_action":44,"categories":51,"owner":56,"show_related_pages":62,"related_pages":63,"related_sites":95,"in_subsite":62,"contact_page_url":7,"banner_message":96},30754,"loonsverlaging","Loonsverlaging?",null,"\u003Cp>Loonsverlaging. In tijdens van crisis proberen sommige werkgevers hun kosten te drukken door arbeidsvoorwaarden van werknemers te verslechteren. Met of zonder instemming van de werknemers.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Floon-en-werk\u002Floonsverlaging","pages.contentpage","nl_NL","2026-01-29T17:38:53.912641+00:00","2026-04-07T18:40:12.902735+00:00","\u002Fcms\u002Fpages\u002F30754\u002Fedit\u002F",[17,20,23,26,29],{"title":18,"slug":19},"Nederland","nl-nl",{"title":21,"slug":22},"Werk in Nederland","werk-in-nederland",{"title":24,"slug":25},"Arbeidsrecht","arbeidsrecht",{"title":27,"slug":28},"Loon en Werk","loon-en-werk",{"title":6,"slug":5},{"title":6,"description":9,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":19,"created_at":36,"last_modified_at":37},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Floon-en-werk\u002Floonsverlaging\u002F","index, follow","website","summary_large_image","2026-01-29T18:38:53.912641+01:00","2026-04-07T20:40:13.102013+02:00",[39],{"type":40,"data":41},"text_block",{"content":42,"variant":43},"\u003Ch3>Wees voorzichtig met het instemmen met een loonoffer\u003C\u002Fh3>\u003Cp>In tijdens van crisis proberen sommige werkgevers hun kosten te drukken door arbeidsvoorwaarden van werknemers te verslechteren. Met of zonder instemming van de werknemers.\u003C\u002Fp>\u003Ch3>Afspraken\u003C\u002Fh3>\u003Cp>Eenzijdige aanpassing van arbeidsvoorwaarden mag een werkgever alleen als hierover schriftelijke afspraken zijn gemaakt in de arbeidsovereenkomst. De werkgever moet bovendien zwaarwegende redenen hebben om arbeidsvoorwaarden aan te passen. Het recht op het afgesproken salaris mag niet eenzijdig aangetast worden.\u003C\u002Fp>\u003Cp>Als een werkgever geen schriftelijke afspraken in de arbeidsovereenkomst heeft gemaakt om arbeidsvoorwaarden eenzijdig te wijzigen, moet de werknemer toestemming geven voor de versobering. Ook als de ondernemingsraad of personeelsvertegenwoordiging akkoord is gegaan. Werknemers zijn echter niet verplicht om die instemming te verlenen als het gaat om een loonoffer.\u003C\u002Fp>\u003Ch3>Rechtszaak\u003C\u002Fh3>\u003Cp>Dat bleek in april 2013 weer eens in een zaak die de FNV voor twee leden had aangespannen. Het bedrijf had al een aantal reorganisaties doorgevoerd waarbij een aantal secundaire arbeidsvoorwaarden verschraald was. Daarbovenop verlangde het bedrijf dat de werknemers instemden met het inleveren van 10 procent van het salaris. Van twee werkneemsters die niet tekenden, hield de werkgever toch loon in. Dat mag niet, zo oordeelde Rechtbank Zutphen: “\u003Ci>Het loon is immers de meest primaire prestatie van de werkgever”\u003C\u002Fi>. Het bedrijf heeft inmiddels het onterecht ingehouden loon met rente aan de werkneemsters betaald. Het moet ook de proceskosten betalen.\u003C\u002Fp>\u003Cp>Werknemers die wel getekend hebben voor het loonoffer krijgen niets gecompenseerd. 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