MKB Juristen drafts custom legal documents
It is best not to cobble together or copy important contracts, terms and conditions, and other legal documents yourself. We help entrepreneurs on a budget with customized legal solutions, clear costs upfront, and practical explanations.
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Having a zero-hours contract drawn up by a specialized SME lawyer typically costs between 150 and 500 euros for a custom template that you can use for multiple on-call workers. A zero-hours contract is an on-call agreement without any guarantee of hours, unlike a minimum-maximum contract that does guarantee a minimum. Having one drawn up pays off because the legal rules regarding the notice period, continued payment of wages, legal presumption, and the obligation to offer employment after one year must be precisely correct.
The short answer
- Costs: 150 to 500 euros for a custom contract or template.
- Lead time: usually a few working days.
- What you get: an on-call contract that complies with legal regulations.
- Reusable: a template that can be used for multiple on-call workers.
- When useful: with multiple employees, a collective labor agreement, or doubt between zero-hours and min-max.
When is it worthwhile to have a zero-hours contract drawn up?
A free template from the internet is often outdated or incomplete. The rules surrounding on-call contracts have been tightened in recent years, and a mistake can cost you dearly. Having a contract drawn up pays off as soon as you employ multiple on-call workers, a collective labour agreement applies, or you are unsure whether zero-hour contracts are the right form. A legal expert ensures that the notice period of Article 7:628a of the Dutch Civil Code is correct, that the exclusion of continued payment of wages remains within the limits of Article 7:628 of the Dutch Civil Code, and that your system is ready for the obligation to offer contracts after twelve months.
The legal presumption of Article 7:610b of the Dutch Civil Code is also a point where things go wrong. Anyone who systematically calls in the same hours under a zero-hours contract effectively sees the on-call worker growing into permanent employment. A legal expert helps you avoid this trap or consciously choose a minimum-maximum contract.
What the process entails
- Intake: what kind of work, how predictable, and how many forces?
- Choice of format: is zero-hours appropriate, or is min-max more sensible?
- Drafting: the legal expert creates the custom contract or template.
- CLA check: check for deviating CLA rules.
- Delivery: a ready-to-use contract with brief user instructions.
The legal expert routinely includes the notice period, wage agreements, and, where desired, the exclusion of continued wage payment for the first six months. It is also explained how to keep track of hours worked with regard to the legal presumption and the obligation to make an offer.
What determines the price?
- Standard or custom: a simple template is cheaper than a tailor-made contract.
- Collective Labour Agreement situation: an applicable collective labour agreement requires additional verification.
- Number of contract types: only zero-hours, or also a minimum-maximum variant.
- Allowances and schedules: irregular hours require more customization.
- Additional advice: just the contract, or also advice on the correct form.
For a single standard contract, you are at the lower end of the range. For a set of contracts with a collective labor agreement assessment and advice on the contract type, you are closer to the upper end.
Practical example
An SME retailer from Tilburg wants to employ on-call workers for peak days and the holiday season. The entrepreneur has a zero-hours contract drawn up, checked against the retail collective labour agreement, and provided with an explanation regarding the obligation to offer employment after one year. The lawyer charges 300 euros and provides a reusable template. During the intake, it became apparent that two positions actually involved structural work; for these, the lawyer advised a minimum-maximum contract, enabling the entrepreneur to avoid a later claim based on the legal presumption.
Do it yourself or have it drafted?
Weigh this against the scope and risk. For a single substitute worker for occasional work, a good model may suffice. Have it drawn up as soon as you employ multiple workers, are subject to a collective labour agreement, or are uncertain about the appropriate contract form. The costs of customisation are limited compared to an unintended fixed obligation or wages for hours not worked.
Honest recommendation
For a single on-call worker for truly occasional work, you do not need a lawyer. A correct, up-to-date template with the appropriate notice period and wage agreements is sufficient in such cases. However, do have a zero-hours contract drawn up as soon as you employ multiple workers, a collective labour agreement applies, or you are unsure whether to choose zero hours or a min-max contract. In that case, the notice period, the exclusion of continued wage payment, the legal presumption, and the obligation to offer employment apply after one year. A well-structured contract prevents you from unintentionally being tied to fixed hours or having to pay wages for hours not worked.
For more information, view the page on the zero-hours contract, and read on via what is a zero-hours contract and drafting a zero-hours contract.
Frequently Asked Questions
With an SME lawyer, the cost is typically 150 to 500 euros for a custom contract or reusable template. The price depends on whether it is standard or custom, the collective labor agreement situation, and whether you also want advice on the appropriate contract form.
Usually a few working days: intake, choice of format, drafting, CLA check, and delivery. Faster for a simple standard contract; slightly longer for a set of contracts with a CLA check.
Free templates are often outdated or incomplete, while the rules surrounding on-call contracts have been tightened. An error in the notice period or the exclusion of continued wage payment can cost you dearly.
Yes, usually the legal expert provides a template that you can use for multiple on-call workers, with brief instructions for use and an explanation of the obligation to offer employment and keeping track of hours worked.
Often, yes. During the intake, the lawyer assesses whether the work is truly unpredictable. If it proves to be structural, a minimum-maximum contract is often wiser to avoid a claim based on the legal presumption.
Yes. An applicable collective labour agreement may contain deviating rules regarding the notice period or the exclusion of continued payment of wages. The legal expert checks this and incorporates the correct provisions into the contract.
As soon as you employ multiple on-call workers, are subject to a collective labour agreement, or are unsure about the correct contract form, the notice period, the legal presumption, and the obligation to make an offer weigh too heavily for a free template.
