When hiring flexiworkers, we use an employment contract based on a min/max number of hours for a fixed period. Depending on the supervisor’s preferences, the following contractual aspects can vary:

  • The duration of the contract
  • The min/max number of hours
  • The hourly wage
    • We comply with the provisions of the Collective Labour Agreement for Dutch Universities and the corresponding salary scales when determining the hourly wage. The hourly wage is determined by the supervisor and communicated to the flexiworker.

You can always contact us for information and advice pertaining to your specific situation. We would be pleased to discuss the possibilities with you.


The job role of student assistant is listed separately in the Collective Labour Agreement for Dutch Universities and refers to a student who carries out work for scientific research and education. There are additional conditions of employment attached to this job role, such as fixed rates and unlimited renewals. This Collective Labour Agreement does not apply to EURflex. As such, we cannot offer these special conditions. You can classify students undertaking support work as either education/research assistants or administrative employees.

Holiday leave
A flexiworker’s provisions for holiday hours accrue with every hour worked. The balance accrues in proportion to how long the flexiworker works. Holiday leave can be taken at any time, provided it has been approved by the employer.

Holiday pay
A provision for holiday pay accrues with each hour a flexiworker works. This provision is 8% of the gross annual salary. Holiday pay is paid out in the last week of May/first week of June. 

Upon expiry of an employment contract, holiday pay will be paid out after approximately six weeks.


An employment contract can expire for a number of reasons. For example, when the term of the contract has come to an end by operation of law, or cases where the flexiworker wishes to terminate the employment contract. When an employment contract expires, it is possible to renew the contract, conditional to applicable legislation and regulations (Work and Security Act). When renewed within 6 weeks, the job continues without a final settlement taking place. 

Work and Security Act provisions on succession of fixed-term employment contracts and successive term of employment
The provisions on succession of fixed-term employment contracts are statutory provisions governing how many temporary employment contracts can be concluded before an employment contract for an indefinite period arises. An employment contract for an indefinite period between an employer and employee can result as a consequence of the provisions on succession of fixed-term employment contracts if the employer and employee have entered into multiple fixed-term employment contracts (a maximum of three contracts) while the period between the contracts has not exceeded six months, and the total duration of these employment contracts, including intervals, has not exceeded a period of 36 months. After 36 months, the last employment contract is deemed to be entered into for an indefinite period.

The provisions on succession of fixed-term employment contracts also apply if the same or similar job activities are carried out for different employers deemed to be each other’s successors. This is referred to as a successive term of employment. This means that if the employee is carrying out the same or similar work activities for the new employer, the employee enjoys legal protection resulting from the provisions on succession of fixed-term employment contracts. For a successive term of employment, previous employment contracts entered into with EUR therefore also count.