A flex worker accrues reserves for vacation days per hour worked. The balance builds up as the flexworker works. Vacation days can be taken at any time with the consent of the client.
Per hour worked, the flexworker builds up a reservation for vacation pay. This is a reservation of 8% of your gross annual salary. The flexworker receives vacation pay in week 21 of each year. Should the agreement end earlier, the vacation pay will be paid approximately six weeks after termination. The client will not be invoiced separately for the payment of this reservation as it is discounted in the rate.
If a national holiday falls on a regular working day and the University is closed, a flexworker will be paid as normal. The number of hours that a flexworker is paid is calculated based on the average number of hours that the flexworker has worked on that day in the past 13 weeks. No hours need to be approved for holidays.
A flexworker builds up a pension with a.s.r. (DOEN Pension). For a brief overview of the pension plan, see brochure. Here you can read more about what a flexworker does and does not get from EURflex B.V.
Sickness and recovery notification procedure
In the event of illness, a flexworker must report sick to both EURflex and the client by telephone before 9:00 am, stating the nursing address and telephone number. EURflex is further responsible for the lawful implementation of the Wet Poortwachter.
In the event of sickness the flexworker receives sickness benefits based on a reference period of up to one year for which the average number of hours per sickness day is calculated.
Depending on the organization within the EUR/EUR Holding where the flexworker works, the flexworker accrues a reservation for the end-of-year bonus for each hour worked. This is a percentage of 8.3% of the gross annual salary.
The end-of-year bonus is always paid in the last week of the year. Should the contract end earlier, the end-of-year bonus will be paid approximately six weeks after termination. Together with the reserves for vacation pay, days off and possibly the transitional allowance.
The client is not invoiced separately for the payment of this reservation as it is discounted in the rate.
As of January 1, 2020, the Work in Balance Act (WAB) has entered into force. With the implementation of the WAB, a flex worker as of 1 January 2020, whose employment is terminated at the initiative of the employer, is entitled to payment of the transition fee. The transition fee is calculated from day one of the employment and is included as a reservation in the EURflex rate.
In the case of the AOW age or the termination of the employment at the flexworker’s request, the right to the transition payment lapses. This also applies to flexworkers who are not yet 18 at the time of dismissal. They are not entitled to the transition fee either.
The client is not invoiced separately regarding the payment of this reservation as for the part of the transition fee after January 1, 2020. This part of the transition compensation is discounted in the rate.
The part of the transition fee before January 1, 2020, if any, cannot be reserved and will be invoiced to the client on a one-to-one basis.