Having an on-call contract drawn up: costs and process

Having an on-call contract drawn up by a specialized SME lawyer typically costs between 200 and 600 euros for a reusable template contract, and more if a collective labour agreement or special arrangements are involved. Because the rules of Article 7:628a of the Dutch Civil Code are quite strict, a good template is worthwhile: errors regarding the notice period, wage components, or the obligation to offer work can lead to wage claims. Below, you can read what determines the costs and how the process works, so you know when professional help is worth it.

The short answer

• Having a reusable on-call contract drawn up usually costs between 200 and 600 euros.
• With a collective labor agreement or special arrangements, the price increases.
• The price depends on complexity: standard model versus CLA assessment and multiple variants.
• A good model pays for itself, because errors regarding Article 7:628a of the Dutch Civil Code result in wage claims.
• For a single, simple contract, you can often manage on your own with a current template.

How much does it cost to have an on-call contract drawn up?

You typically pay an SME lawyer between 200 and 600 euros for a reusable model contract. This is worthwhile because you use the same template for every on-call worker, minimizing the risk of costly errors. However, if you require both a zero-hours variant and a minimum-maximum variant, or if a collective labor agreement applies with specific rules regarding notice periods and continued payment of wages, the price will be higher because the lawyer must process and review those rules.

The investment is modest compared to the risks. An on-call contract that disregards the obligation to offer employment or incorrectly regulates the wage components can lead to wage claims for hours not worked and even to an unintended permanent employment relationship through the legal presumption of Article 7:610b of the Dutch Civil Code.

What determines the price?

The price depends on the complexity. A single standard model for a zero-hours contract is quick to create. However, the workload increases as soon as multiple variants are required, a collective labor agreement applies, or you want specific agreements regarding schedules, availability, and registration. Assessing whether the chosen model suits your sector, such as hospitality or healthcare, also requires extra attention.

Another factor is whether you want individual help or a package. Many employers have an on-call contract and a short manual drawn up at once regarding calling up, cancelling, and the obligation to offer help, so that supervisors apply the rules correctly. This is slightly more expensive, but prevents errors in daily practice.

How does the process work?

The process begins with a brief assessment: what form do you prefer, does a collective labor agreement apply, and how does the call-up process work in practice? The legal expert drafts a template that correctly incorporates the call-up period, wage components, and the obligation to offer employment, including input fields for job title, hourly wage, and optionally the minimum and maximum number of hours. You receive a draft, provide feedback, and receive the final template.

The lead time is usually a few working days. It is advisable to determine in advance how you will record the hours worked, as this is required for both the obligation to offer employment after twelve months and the legal presumption of the scope of employment. Proper record-keeping is what makes the model truly watertight in practice.

Practical example

A healthcare institution with many flex workers had a one-off on-call contract drawn up in two variants, along with concise instructions for team leaders regarding the notice period and the obligation to make an offer. Previously, the institution had faced a wage claim because an offer had been forgotten after twelve months. Following the investment in a sound model and simple time tracking, such claims ceased, and the costs were lower than that single previous claim.

Honest recommendation

For a single, simple on-call contract without a collective labour agreement, you do not necessarily need to hire a lawyer. With an up-to-date template that correctly handles the notice period, wage components, and the obligation to offer employment, you can hire an on-call worker yourself. Schedule the twelve-month period per employee in your calendar and record the hours, and you will cover the biggest risks yourself.

Do seek professional help if the situation becomes more complex: with a collective labour agreement that has its own rules, when in doubt between zero-hour and min-max contracts, with many on-call workers, or in the case of an ongoing dispute regarding hours and wages. The rules of Article 7:628a of the Dutch Civil Code require careful attention, and an error can result in a wage claim or an unintended permanent contract. In those situations, a few hundred euros for a good template quickly pays for itself.

Want to know more or need help? Check out our page on on-call contracts, first read what an on-call contract is, or how drafting an on-call contract .

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