Terminating a zero-hours contract and determining the correct notice period

Reference date: 16 September 2026

Do you want to terminate your zero-hours contract? For an employment contract in which the number of working hours has not been fixed, the employee’s notice period is in principle four days. An applicable collective labour agreement (cao) can provide for a shorter period through the call-in notice period, with a minimum of twenty-four hours. With a fixed-term contract, you must also check whether early termination has been permitted in writing.

Written by Onur Arslan, attorney at Arslan Advocaten. Registered in the specialisation register of the Netherlands Bar for employment law and personal injury. Last updated: 17 September 2026.

It is precisely that last point that is often overlooked. A short notice period does not mean that every fixed-term zero-hours contract can be ended at any time. Nor does an empty scheduling app bring your employment to an end. If you simply stay away without checking, you may end up in a dispute about wages, compensation or the end date.

In this article you will read how to give notice carefully under the rules as they stand on 16 September 2026, what wording you can use and what to do about your final pay, holiday pay and holiday hours. Different rules may apply to a min-max contract or a temporary agency contract.

Start with the contract and the most recent changes

Find your employment contract, any extensions, supplementary agreements and the applicable cao. Check whether the contract states an end date, what number of hours was agreed and whether it contains a clause on early termination. Also read any later agreement on fixed hours made after a year of on-call work.

The word zero-hours contract at the top of the document is not always decisive. You may later have accepted fixed hours while the employer continues to use the same document. Conversely, structurally working extra hours does not mean that every other agreement simply lapses. If the paperwork and the practice differ, the current agreement must be assessed.

Next, establish who your employer is. If you work through an employment agency, a message to the supervisor at the workplace is not automatically enough to end the contract with the agency. Check who the contracting party is and send important correspondence to the correct contact person.

Why four days often applies to zero hours

Article 7:672(5) of the Dutch Civil Code (BW) contains a special notice period for employees whose working hours have not been fixed. That period is linked to the statutory call-in notice period of four days or a valid shorter period under a cao. The rule helps an employee without a guaranteed number of hours to accept other work more quickly.

The general rule that notice takes effect at the end of the month does not apply under this special provision. With a genuine zero-hours contract, you therefore do not have to wait until the last day of the month solely because of that general rule. The actual end date and the receipt of your notice must, however, be correct.

Do not confuse four days with four working days. If in doubt, check the exact calculation of the period and build in some margin if your new job allows it. An employer who still needs to find a replacement cannot postpone the statutory leaving date indefinitely for that reason alone.

The Dutch government describes the notice period for zero-hours contracts and separately emphasises the condition for early termination.

What if the cao states a different period

A cao can shorten the call-in notice period to no less than twenty-four hours. With a zero-hours contract, that shorter period can carry through into the employee’s notice period. A custom within the company or an informal arrangement with the manager is not the same as an applicable cao provision.

Do not read general notice provisions in isolation either. A standard clause referring to one month may have been written for employees with fixed working hours. Where provisions conflict, have it assessed which rule applies to your contract and whether a deviation is legally valid.

There is a special arrangement for seasonal jobs defined by law. The short notice period for employees does not automatically disappear because a cao organises the call-in protection differently for such a job. The mere fact that you work at a beach bar, holiday park or seasonal business is not enough to establish that the relevant exception applies.

Terminating a fixed-term zero-hours contract early

A fixed-term employment contract normally ends on the agreed end date. If you want to leave earlier, Article 7:667(3) of the Dutch Civil Code provides that early termination must have been agreed in writing for both parties. The wording of your contract is therefore important.

A clause may, for example, state that both employer and employee may terminate the contract early in accordance with the applicable rules. The employer still also needs a ground for dismissal and the correct dismissal route. The possibility of early termination does not give the employer a free right to dismiss.

If the contract only states a notice period, have it assessed whether early termination has thereby also been agreed with sufficient clarity. The two concepts must not simply be treated as the same. The parliamentary explanatory notes to the Balanced Labour Market Act (WAB) confirm that the short period does not remove the requirement that early termination be permitted.

Fictitious example. Your contract runs until 31 December, but you want to start another job in October. With a valid early termination clause, you can use the applicable notice period. Without that clause, telling your employer four days in advance that you are leaving is not automatically a legally valid solution.

What you can do if early termination is not allowed

You can agree with your employer to end the contract by mutual consent. Record the end date, final payment, outstanding holiday and any other arrangements in writing. Read carefully whether you are waiving claims or agreeing to set-offs.

A termination agreement in principle gives the employee a statutory cooling-off period of fourteen days. If you are not informed of that cooling-off period in writing, it is in principle three weeks. Conditions apply to this rule, for example in case of repeated use. The cooling-off period for a termination agreement is something different from a general right to withdraw your own notice.

If negotiations fail, a request to the subdistrict court judge (kantonrechter) or another legal route may be explored in special circumstances. An urgent reason can justify immediate termination, but strict requirements apply. A better job or a changed class timetable is not automatically such a reason.

So do not simply stop turning up without having your position assessed. If the contract is terminated irregularly, compensation can be claimed. How it is calculated and whether it can be reduced depends on the situation. The assumption that a zero-hours contract always results in zero damages is incorrect.

Giving notice during a probationary period

During a valid probationary period, an employment contract can in principle be terminated with immediate effect. No ordinary notice period then needs to be observed. Do check, however, whether a valid probationary period actually exists and whether it is still running.

A probationary period must be agreed in writing and meet statutory conditions. A probationary period is not permitted in a fixed-term contract of six months or less. A probationary period in a subsequent contract for the same work may also be invalid. An employer who automatically calls the first month a trial month therefore does not simply create a valid probationary period.

Only rely on the probationary period after those points have been checked. If the probationary period is invalid or has expired, you are back to the ordinary rules on termination and notice periods. Briefly record the reason for the route you have chosen for your own records.

Choosing a clear end date

Your notice must reach the employer and make clear that you want to end the employment contract. The moment of sending is not decisive in all circumstances. An email to an unused address or a letter that arrives much later can therefore lead to a dispute.

State both the date on which the employment ends and the last day on which it still runs. That avoids confusion about words such as as of or from. Also make clear whether you will remain available for valid call-ins until the end date and how shifts that have already been scheduled will be dealt with.

Fictitious example with a generous margin. Your employer receives your valid notice on Wednesday 16 September 2026. You choose Wednesday 23 September 2026 as the end date and state that Tuesday 22 September is the last day of employment. This gives you more room than the ordinary four-day period. This example assumes that the contract can actually be terminated and that the special period applies.

Ask for confirmation of receipt, but do not unintentionally make the effect of your notice dependent on consent where unilateral termination is permitted. A practical arrangement about the last shifts is then a separate agreement.

Sample letter for a zero-hours contract that can be terminated

“Dear [name], I hereby give notice of termination of my employment contract with [employer] with effect from [end date]. The last day on which my employment contract still runs is [last day]. The employee notice period of [period] applies to my contract. Insofar as my contract is for a fixed term, early termination is permitted under [provision].”

“Until the end date I will continue to fulfil my obligations. I would appreciate confirmation of receipt and of the end date, as well as an itemised final settlement. I request that my remaining wages, holiday allowance, untaken holiday hours and any other amounts due be processed. By giving this notice I do not waive any existing wage claims.”

Only use this example after you have checked that the contract can be terminated and which period applies. Do not refer to an early termination clause if no such clause exists. In case of illness, a dispute about dismissal or a possible benefit claim, a targeted assessment is needed first.

Can you give notice via WhatsApp or email

A clear electronic statement can have legal effect, but evidence and any agreed formal requirements remain important. Preferably use a channel through which your employer normally receives important personnel matters. Address the message to the right person and keep the full conversation.

An angry message such as “then I’m never coming back” may be open to more than one interpretation. At the same time, it is unwise to assume that informal words never have legal consequences. A resignation must be clear and unambiguous; depending on the circumstances, the employer may have a duty to investigate.

So correct an unintended or unclear statement in writing immediately and seek advice. An ordinary resignation does not automatically come with the cooling-off period that may apply to a termination agreement. Acting quickly can make the difference in a dispute about what was really meant.

Simply letting your fixed-term contract expire

If you merely do not want to continue after the agreed end date, that is different from early termination. A fixed-term contract in principle ends by operation of law. Do check whether the contract contains arrangements about giving notice and whether an extension has already been agreed. If you continue working after the end date with the employer’s consent, a continued contract may arise.

So confirm in good time that you do not wish to extend and which end date you are applying. Do not needlessly add that you are resigning with immediate effect. This prevents an ordinary expiry from being confused with premature termination. In this situation too, ask for a final settlement and check any rights that arise precisely because the employer does not continue the contract.

The statutory duty to give advance notice of (non-)renewal for certain fixed-term contracts is an obligation on the employer to inform you about continuation. It is not the same as your notice period. Missing that notice does not automatically extend a contract; it can, however, lead to a separate claim for compensation.

What happens to shifts that have already been scheduled

The employment contract continues to exist until the valid end date. You must honour your commitments unless you agree otherwise with the employer or there is a statutory reason not to work. A new job does not automatically release you from obligations entered into earlier during the notice period.

Shifts after the legally valid end date must be corrected with the employer. Make sure the schedule matches the end of the employment. A roster that runs on further does not simply extend your contract, but clear written coordination prevents your absence from being wrongly recorded as a refusal to work.

If the employer withdraws shifts that had already been agreed before the end date, wage rights for those call-ins may remain. Giving notice does not automatically entitle the employer to empty the last pay period. Keep the original rosters and any messages about cancellations.

Giving notice if you are ill or not being paid

If you are ill, resigning yourself can have adverse consequences for your right to wages and a possible benefit. An employer who does not want to continue paying cannot simply require you to resign so that you can turn to the UWV, the Dutch employee insurance agency. First have it established what obligation to pay during illness exists and whether the contract continues.

Wage arrears must also be dealt with separately. Non-payment can be serious, but does not in every situation automatically provide a safe ground for immediate termination. The duration of the arrears, reminders and other circumstances all play a role. A legal assessment prevents a wage dispute from turning into a dispute about your departure.

If you are no longer called in at all, giving notice is not always the best first step either. Wages may in fact remain payable for as long as the employment continues. First read the explanation about no longer being called in and unpaid hours.

Checking the final settlement

Ask for an itemised final settlement showing the hours worked and any call-in hours still owed, wage arrears, holiday allowance and remaining holiday hours. Also check fixed allowances, expense claims and any reservations. Do not deduct net bank payments from a gross wage calculation without converting them.

Untaken holiday hours are in principle paid out when the employment ends. That is different from routinely replacing statutory holiday days with money during the employment. Check the records and ask for an explanation if the employer has deducted holiday on days for which you did not request leave.

If you resign yourself, you are generally not entitled to a statutory transition payment. There are exceptions, for example in case of seriously culpable conduct by the employer. A cao or an individual agreement may also be relevant. An employer may not set off fines, training costs or company property against your wages without a legal basis.

More information can be found under holiday pay for side jobs and deducting fines from salary.

Help with leaving or a disputed end date

Arslan Advocaten can assess whether your contract can be terminated early, which notice period applies and how you retain your existing wage rights. In the event of a dispute, we can also look at a termination proposal and the consequences of the end date.

Bring your contract, cao, recent payslips, rosters and relevant messages. Mention whether you are ill, already have a new job or may need a benefit. You can submit your situation via our page on employment law. The options for legal aid and any costs can be discussed at the intake.

Frequently asked questions

Is the notice period always four days

No. Four days is the starting point under the special rule for contracts without fixed working hours. An applicable cao can provide for a shorter period. Also check whether you really have a zero-hours contract and whether the contract can be terminated.

Can a fixed-term zero-hours contract always be ended early

Not simply by ordinary unilateral notice. Early termination must have been agreed in writing for both parties. Otherwise, a termination agreement or another legal route may be needed.

Do the four days also apply to my min-max contract

Not automatically. With a min-max contract that has a minimum number of hours above zero, the ordinary employee notice period is usually the starting point. The wording of the contract and the applicable cao must be checked.

Does my employer have to consent to my resignation

With a contract that can validly be terminated, a clear unilateral notice does not depend on consent. If, on the other hand, you need an agreement to end a fixed-term contract early, mutual consent does matter.

Am I entitled to WW (unemployment benefit) after resigning myself

That is not a given. Resigning yourself can lead to culpable unemployment and the loss of benefit rights. Have the consequences assessed before you give notice, especially if you are ill or your next contract is uncertain.

Can I withdraw my notice within fourteen days

An ordinary resignation does not automatically come with such a cooling-off period. The statutory cooling-off period may apply to a written termination agreement. If you made a mistake or your resignation was unclear, you must act immediately.

All the rules on on-call work in one place, with the article that explains each question in full: on-call workers: your rights at a glance.

Sources and legal basis

• Dutch Civil Code, Book 7: Articles 7:652, 7:667, 7:670b, 7:672, 7:677 and 7:641.
• Dutch government on the notice period for zero-hours contracts.
• Parliamentary explanatory notes to the Balanced Labour Market Act, shortened notice period and early termination.

Sources consulted on 16 September 2026. Only use the sample letter once the applicable termination route has been established.

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