[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fvoor-werkgevers\u002Fuitsluiting-wegens-contractduur":3,"menu:\u002Fnl-nl:":64,"sites:htmlblocks":307,"subsites":1776,"cite-subsites":5442,"footer:nl-nl":5929,"suggested:nl-nl":6008,"cite-footer:nl-nl":6014},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":29,"body_blocks":36,"call_to_action":42,"categories":49,"owner":50,"authors":58,"related_pages":60,"related_sites":61,"in_subsite":62,"contact_page_url":7,"banner_message":63},30871,"uitsluiting-wegens-contractduur","Uitsluiting wegens contractduur",null,"","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fvoor-werkgevers\u002Fuitsluiting-wegens-contractduur","pages.contentpage","nl_NL","2026-02-10T17:17:22.179075+00:00","2026-02-10T17:17:21.811734+00:00","\u002Fcms\u002Fpages\u002F30871\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"Nederland","nl-nl",{"title":20,"slug":21},"Werk in Nederland","werk-in-nederland",{"title":23,"slug":24},"Gelijk loon","gelijk-loon",{"title":26,"slug":27},"Voor werkgevers","voor-werkgevers",{"title":6,"slug":5},{"title":6,"description":8,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":18,"created_at":35,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fvoor-werkgevers\u002Fuitsluiting-wegens-contractduur\u002F","index, follow","website","summary_large_image","2026-02-10T18:17:22.179075+01:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Cp>Werknemers met een afwijkende contractduur worden in sommige cao’s uitgesloten van bepaalde regelingen. Het onderscheid is niet altijd objectief te rechtvaardigen; in zulke gevallen is er sprake van ongelijke behandeling. Deze pagina maakt je aan de hand van voorbeelden vertrouwd met de manier waarop cao-bepalingen worden getoetst. Dit attendeert je ook op een aantal manieren waarop wordt gediscrimineerd naar contractduur in cao’s.\u003C\u002Fp>\u003Ch2>Over wie gaat het?\u003C\u002Fh2>\u003Cp>De groep werknemers met een tijdelijke arbeidsovereenkomst is divers. Het ministerie van Sociale Zaken en Werkgelegenheid maakt een onderscheid tussen tijdelijke contractanten in enge en ruime zin.\u003C\u002Fp>\u003Cp>Onder ‘tijdelijke contractanten in enge zin’ wordt verstaan de contractanten van wie bekend is wanneer de aanstelling eindigt. Dit kan na een concrete datum zijn of na afronding van een project waarvan de precieze einddatum nog niet bekend is.\u003C\u002Fp>\u003Cp>Onder ‘tijdelijke contractanten in ruime zin’ vallen de tijdelijke contractanten in enge zin, alsmede de volgende categorieën werknemers:\u003C\u002Fp>\u003Cul>\u003Cli>Oproepkrachten: werknemers ingezet bij incidentele omstandigheden en\u002Fof werknemers werkzaam op afroepbasis;\u003C\u002Fli>\u003Cli>Seizoen(hulp)krachten: medewerkers op koopavonden, ochtend- en avondkrachten, opvangers van piekdrukte en\u002Fof hulpen;\u003C\u002Fli>\u003Cli>Vakantiekrachten: medewerkers ingezet tijdens de schoolvakantieperioden;\u003C\u002Fli>\u003Cli>Thuiswerkers: medewerkers die de bedrijfswerkzaamheden vanuit het eigen huisadres verrichten;\u003C\u002Fli>\u003Cli>Stagiairs: participanten en\u002Fof mensen die in het kader van een studie werkervaring opdoen in het bedrijf (aloewel stagiairs in feite officieel geen arbeidscontract aangaan, zie onze stagepagina).\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Deze vijf groepen contractanten hebben vaak een tijdelijk contract en moeten daarom samen met de tijdelijke contractanten in enge zin worden beschouwd.\u003C\u002Fp>\u003Ch2>Wet\u003C\u002Fh2>\u003Cp>Artikel 7:649 BW: \u003Ci>De werkgever mag geen onderscheid maken tussen werknemers in arbeidsvoorwaarden op grond van het al dan niet tijdelijke karakter van de arbeidsovereenkomst, tenzij een dergelijk onderscheid objectief gerechtvaardigd is.\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Deze wet is beter bekend als de ‘implementatiewet’, omdat een Europese richtlijn middels deze wet in Nederland is geïmplementeerd.\u003C\u002Fp>\u003Ch2>De objectieve rechtvaardigingstoets\u003C\u002Fh2>\u003Cp>Het maken van onderscheid op grond van het al dan niet tijdelijke karakter van de arbeidsovereenkomst is verboden, tenzij er een objectieve rechtvaardiging voor het onderscheid bestaat.\u003C\u002Fp>\u003Ch3>Voorbeeld 1\u003C\u002Fh3>\u003Cp>\u003Ci>Bepaling: De werknemer die arbeid verricht op basis van een afroepcontract heeft geen recht op arbeidsduurverkorting. In plaats daarvan ontvangt hij een toeslag van 5% over het basisuurloon. Deze toeslag maakt deel uit van de loontoeslag werknemer met een afroepcontract.\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Is er sprake van onderscheid? Ja. Er geldt een andere regeling voor reguliere werknemers dan voor werknemers met een afroepcontract.\u003C\u002Fp>\u003Cp>\u003Cb>Toets:\u003C\u002Fb>\u003C\u002Fp>\u003Col>\u003Cli>Wat is het doel dat men met het beloningsverschil wil bereiken? Naar alle waarschijnlijkheid is dat het verlichten van administratieve lasten en het compenseren van de afroepcontractanten omdat ze geen recht hebben op, en waarschijnlijk ook geen behoefte hebben aan, arbeidsduurverkorting.\u003C\u002Fli>\u003Cli>Heeft de organisatie daadwerkelijke behoefte aan dit doel? Dat is nu niet te beoordelen, maar we kunnen gemakshalve aannemen dat die behoefte bestaat.\u003C\u002Fli>\u003Cli>Is dit doel in strijd met andere wetgeving, het recht of de maatschappelijke betamelijkheid? Nee, het verlichten van administratieve lasten en het tegemoetkomen aan specifieke omstandigheden van werknemers is niet in strijd met een van de bovengenoemde zaken.\u003C\u002Fli>\u003Cli>Kan het doel worden gerealiseerd met de uitsluiting van oproepkrachten? Dit is wederom moeilijk te beoordelen, maar we kunnen gemakshalve aannemen dat de doelen langs deze weg gerealiseerd kunnen worden.\u003C\u002Fli>\u003Cli>Kan het doel met een ander middel worden bereikt, een middel waarbij geen of minder onderscheid op grond van contractvorm wordt gemaakt? Nee, er zijn geen andere middelen bekend.\u003C\u002Fli>\u003Cli>Is er sprake van proportionaliteit tussen doel en middel? Met andere woorden: zijn doel en middel met elkaar in verhouding (niet met een ‘kanon op een mug schieten’)? Ja. Een compensatie voor de uitsluiting van de ADV regeling staat in goede verhouding tot het onderscheid.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>De bepaling heeft de objectieve rechtvaardigingstoets doorstaan.\u003C\u002Fp>\u003Ch3>Voorbeeld 2\u003C\u002Fh3>\u003Cp>\u003Ci>Bepaling: Een vakantiewerker is een scholier of student die tijdens een officiële schoolvakantie, gedurende maximaal acht weken, arbeid verricht voor een werkgever. Voor vakantiewerkers gelden de volgende uitzonderlijke bepalingen:\u003C\u002Fi>\u003Cbr\u002F>\u003Ci>- Het wettelijk recht van de vakantiewerker op vakantie wordt aan het eind van het dienstverband verrekend door middel van betaling van 15,7% van het genoten loon. Dit recht bestaat uit 20 dagen per jaar bij een volledig dienstverband en vakantiebijslag (8%).\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Is er sprake van onderscheid? Ja. Er bestaat voor vakantiekrachten een andere regeling dan voor reguliere werknemers.\u003C\u002Fp>\u003Cp>\u003Cb>Toets:\u003C\u002Fb>\u003C\u002Fp>\u003Col>\u003Cli>Wat is het doel dat men met het beloningsverschil wil bereiken? Het aanpassen van de secundaire arbeidsomstandigheden aan de wensen van speciale medewerkers die ervoor kiezen om in hun vakantietijd geld te verdienen.\u003C\u002Fli>\u003Cli>Heeft de organisatie daadwerkelijke behoefte aan dit doel? Ja, een organisatie heeft behoefte aan vakantiekrachten ter vervanging van de gewone werknemers. Vanwege de compensatieregeling zijn zij een aantrekkelijke vakantiewerkgever voor scholieren en studenten.\u003C\u002Fli>\u003Cli>Is dit doel in strijd met andere wetgeving, het recht of de maatschappelijke betamelijkheid? Ja. Het is in strijd met de jurisprudentie, onder andere met een recente uitspraak van het Europese Hof van Justitie. Hierin is nogmaals bevestigd dat het wettelijk recht op vakantie van werknemers tijdens het dienstverband niet afgekocht mag worden door werkgevers. Door al van te voren te stellen dat vakantiekrachten geen vrij mogen nemen, maar via de toeslag de loonwaarde van de vakantiedagen uitgekeerd krijgen na einde dienstverband verklaart de werkgever de vakantiedagen af te kopen. Als het bedrijf ook nog bovenwettelijk vakantiedagen kent moeten die ook aan vakantiekrachten ten goede komen.\u003C\u002Fli>\u003Cli>Is het doel ook op andere wijze te bereiken? Ja. Door te bepalen dat niet-genoten vakantiedagen met de opgebouwde vakantietoeslag aan het eind van het dienstverband worden uitbetaald.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>De bepaling heeft de objectieve rechtvaardigingstoets niet doorstaan.\u003C\u002Fp>\u003Ch3>Voorbeeld 3\u003C\u002Fh3>\u003Cp>\u003Ci>Bepaling: Voor medewerkers met een dienstverband voor onbepaalde tijd, die op 1 december van enig jaar tenminste 12 maanden in dienst van de werkgever zijn, bestaat er een bonusregeling.\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Weer moet er als eerste worden beoordeeld of er sprake is van onderscheid. In dit geval worden tijdelijke contractanten en vaste contractanten die korter dan 12 maanden in dienst zijn, uitgesloten van de bonusregeling. Er is dus wel degelijk sprake van onderscheid.\u003C\u002Fp>\u003Cp>\u003Cb>Toets:\u003C\u002Fb>\u003C\u002Fp>\u003Col>\u003Cli>Wat is het doel dat men met het beloningsverschil wil bereiken? Het doel is naar alle waarschijnlijkheid om de ‘belangrijkste werknemers’ (in de ogen van de werkgever) te motiveren om zich in te zetten voor de organisatie.\u003C\u002Fli>\u003Cli>Heeft de organisatie daadwerkelijke behoefte aan dit doel? Het is niet waarschijnlijk dat een organisatie hier ernstige behoefte aan heeft. Het is nu niet te beoordelen, maar laten we de werkgever gemakshalve het voordeel van de twijfel geven en verder gaan met de volgende vraag.\u003C\u002Fli>\u003Cli>Is dit doel in strijd met andere wetgeving, het recht of de maatschappelijke betamelijkheid? Nee, het motiveren van werknemers en het drukken van kosten zijn niet in strijd met de wet.\u003C\u002Fli>\u003Cli>Kan het doel worden gerealiseerd met de uitsluiting van tijdelijke contractanten en werknemers die korter dan 12 maanden werkzaam zijn voor de organisatie? Dit is wederom moeilijk te beoordelen, maar het is aannemelijk dat een dergelijke regeling de kern van vaste contractanten motiveert.\u003C\u002Fli>\u003Cli>Kan het doel met een ander middel worden bereikt, een middel waarbij geen of minder onderscheid op grond van contractvorm wordt gemaakt? Ja, bijvoorbeeld door het toekennen van een bonusuitkering over alle werknemers die langer dan de maximale inwerkperiode werkzaam zijn voor de organisatie is een alternatieve regeling die ervoor kan zorgen dat de besparingsdoelen en motivatiedoelen worden gerealiseerd, zonder dat er een even vergaand onderscheid op grond van contractduur wordt gemaakt. Daarbij neem ik aan dat de reden dat de werkgever geen bonus toekent aan de tijdelijke werknemers en werknemers met weinig werkervaring is dat hij\u002Fzij van mening is dat ze een te geringe bijdrage leveren aan de productie. Er is geen enkele reden om aan te nemen dat tijdelijke contractanten zich niet beter voor de organisatie zullen inzetten, of minder productief en vaardig zijn, wanneer ze net als de vaste werknemers ook aanspraak kunnen maken op de bonusregeling. Wat betreft de uitsluiting van werknemers die nog niet lang bij de organisatie werkzaam zijn, is er wellicht een rechtvaardiging omdat het mogelijk is dat er een lange inwerktijd is, waardoor werknemers pas na enkele maanden een substantiële bijdrage aan de organisatie kunnen leveren. Maar om die grens, ongeacht het functieniveau van de werknemer, pas bij 12 maanden te leggen, is overdreven. Daarnaast lijkt de eis van in dienst zijn op 1 december van enig jaar erg arbitrair.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>De bepaling heeft de objectieve rechtvaardigingstoets niet doorstaan. De uitsluiting, of andere toepassing van de bepaling, van werknemers die korter dan een gestelde inwerkperiode werken is eventueel gerechtvaardigd als het gebrek aan werkervaring zich uit in een lagere productiviteit en\u002Fof in minder verantwoordelijkheden.\u003C\u002Fp>\u003Ch3>Voorbeeld 4\u003C\u002Fh3>\u003Cp>\u003Ci>Bepaling: Het volgende artikel is niet van toepassing op oproepkrachten: Een werknemer die een arbeidsovereenkomst voor minder dan 40 uur per week heeft komt voor een overwerktoeslag in aanmerking indien hij in een week meer dan 40 uur werkt en indien aan de overige voorwaarden in dit artikel wordt voldaan.\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Na geconstateerd te hebben dat er sprake is van onderscheid naar contractvorm, kan de objectieve rechtvaardigingstoets worden toegepast:\u003C\u002Fp>\u003Cp>\u003Cb>Toets:\u003C\u002Fb>\u003C\u002Fp>\u003Col>\u003Cli>Wat is het doel dat men met het beloningsverschil wil bereiken? Het doel is, naar alle waarschijnlijkheid, het drukken van de loonkosten. Dit doel is niet legitiem volgens vaste jurisprudentie.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>De bepaling heeft de objectieve rechtvaardigingstoets niet doorstaan en is dus nietig.\u003C\u002Fp>","light",{"text":43,"link":44},"Contact",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":51,"first_name":52,"last_name":53,"email":54,"image":55,"function":56,"external":57},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[59],{"id":51,"first_name":52,"last_name":53,"email":54,"image":55,"function":56,"external":57},[],[],true,"\u003Cp>Loonwijzer is WageIndicator. Zelfde organisatie, zelfde informatie, nieuwe look!\u003C\u002Fp>",{"title":17,"seo_title":65,"description":7,"path":66,"redirect_url":7,"locale":18,"children":67},"WageIndicator Nederland (Loonwijzer)","\u002Fnl-nl",[68,218,252],{"title":20,"seo_title":69,"description":7,"path":70,"redirect_url":7,"locale":18,"children":71},"Werk in Nederland: loon, cao's en arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland",[72,80,85,89,94,102,118,175,183,186,202,206,210],{"title":73,"seo_title":8,"description":7,"path":74,"redirect_url":7,"locale":18,"children":75},"Bruto\u002FNetto-Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check",[76],{"title":77,"seo_title":8,"description":7,"path":78,"redirect_url":7,"locale":18,"children":79},"Uitleg werknemers","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check\u002Fuitleg-werknemers",[],{"title":81,"seo_title":82,"description":7,"path":83,"redirect_url":7,"locale":18,"children":84},"Minimumloon","Minimumloon in 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