Remuneration policy (Chapter 3 Collective Labour Agreement)

Staff remuneration is provided for in the Collective Labour Agreement of Dutch Universities (CAO-NU). This primarily relates to such matters as salary, holiday allowance and annual bonus, but there are also other remuneration tools that can be used for structural or ad-hoc allowances, such as for special achievements or special working circumstances.

Assessment and differentiated pay

You have been appointed to a post with an associated UFO profile and placed in a salary scale. If you perform satisfactorily you will receive an annual salary increase until you have reached the maximum in the scale. Your performance will be assessed in the annual Performance and Development Interview. If it has been extremely good or excellent, your line manager may propose an extra periodical increase as a reward. However, you will not receive your regular periodical increase if no assessment has been made or the assessment indicates that your performance has not been satisfactory.

Performance bonus

Your manager can grant you a bonus if you have performed exceptionally well.

Long-service bonus

If you achieve 12½, 25, 40 or 50 years of service you will be awarded a long-service bonus. This bonus amounts to:

  • 25% of your monthly remuneration for 12½ years of service. 

  • 70% of your monthly remuneration for 25 years of service.

  • 100% of your monthly remuneration for 40 or 50 years of service.

The bonus is untaxed if you have actually achieved 25 or 40 years of service.  

You can find further information in the Leiden University Regulation on the Long-Service Bonus (pdf in Dutch).

Job market incentive

Your position on the job market can mean you are awarded a temporary financial incentive for reasons of mobility, recruitment or staff retention.

Bonus for temporary substitution

If, on the instruction of your manager, you temporarily fill a higher-graded post for longer than 30 calendar days, you can be awarded a temporary substitution bonus. This bonus is equal to the difference between your present salary and the salary you would receive if you had been appointed to the post you are taking on.

In the event of partial substitution, the bonus will be proportional to the extent of the substitution.

If it is part of your job to act as a temporary substitute, you do not qualify for a bonus in the event of partial substitution.

On-call and standby shifts

This allowance only applies if you are a member of the management and support staff and are in a salary scale lower than 11. You qualify for this allowance if you are required to be on call outside your working hours on a regular basis. 

The on-call allowance is 10% of your hourly wage, subject to the maximum for scale 3. If besides being on call you also have to be on standby, the allowance is then increased to 35% of your hourly wage, subject to the maximum for scale 3.

Overtime allowance

This allowance only applies if you are a member of the management and support staff and are in a salary scale of 10 or lower. Overtime applies if you have to work outside your set working hours and therefore work more than the number of working hours that apply for you per week. 

In principle, overtime is paid out in time. Only if work pressure does not allow this, is financial compensation awarded instead. The allowance is expressed as a percentage of the duration of the overtime based on your hourly wage.

The percentage depends on the hours at which you work overtime:

  • 25% for overtime on Monday to Friday between 7.00 a.m. and 6.00 p.m.

  • 50% for overtime on Monday to Friday before 7.00 a.m. or after 6.00 p.m. and on Saturday between 6.00 a.m. and 4.00 p.m.

  • 100% for overtime on Saturday after 4.00 p.m. and overtime on Sundays and national holidays.

You do not receive an allowance for overtime of less than half an hour performed immediately after your regular working day ends.

Bonus for work at irregular hours

This bonus only applies if you are a member of the management and support staff and are in a salary scale of 10 or lower. If you work at irregular hours, other than as overtime, you receive an allowance. Per worked hour you receive an extra bonus in the form of a percentage of your hourly salary.

  • 40% for hours on Monday to Friday between 12.00 midnight and 7.00 a.m. and between 8.00 and 12.00 p.m., and the hours on a Saturday;

  • 75% for the hours on Sundays and national holidays.

The maximum allowance is calculated over the hourly salary applying to scale 7, number 10.

Temporary and permanent allowance for work at irregular hours

If for reasons beyond your control your allowance for work at irregular hours lapses or decreases, you are entitled, under certain conditions, to a temporary or permanent allowance. Click for more information on the temporary or permanent allowance.

Last Modified: 05-07-2016