Dutch employers must keep verifiable working-time records. Everhour gives teams structured timesheets for local payroll and billing review.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Use a Dutch time tracker to turn daily work into a record that a manager, bookkeeper, or inspector can read without reconstruction. The output should show who worked, the dates, start and end times, breaks, projects, and approvals. For Dutch teams, the record also needs to separate hours actually worked from paid time not worked, because Working Hours Act checks focus on working time.
Employers with staff in the Netherlands, including businesses registered elsewhere, fall under Dutch working-hours and rest-time rules for those workers. The same scope covers foreign employees and temporary personnel. Dutch guidance does not force one file format, but the employer must keep a proper registration of hours worked so the Labour Inspectorate can verify compliance from the records.
A usable record starts with one daily entry per worker or task block, rather than one vague weekly total. Capture the date, worker name or ID, project or client, task, start time, stop time, break time, total hours worked, billable status, and approval status. Add a comment field for corrections, travel, standby time, or other context that payroll or client billing needs later.
EU law adds a design test for Dutch records. The CJEU CCOO v Deutsche Bank ruling requires Member States to require an objective, reliable and accessible system for measuring each worker's daily working time. Manual entries support that process when the team uses consistent rules, visible edits, manager review, and a retained history that explains late changes.
For employees aged 18 and over, the Dutch Working Hours Act sets ordinary limits of 12 hours per shift and 60 hours per week. That 60-hour weekly maximum cannot be treated as a standard schedule. Reviews also need the rolling averages: up to 55 hours per week over 4 weeks and up to 48 hours per week over 16 weeks, subject to applicable exceptions and collective arrangements.
Breaks need their own line or field. A shift longer than 5.5 hours gives entitlement to at least 30 minutes of break time, and a shift longer than 10 hours requires at least 45 minutes, with limited collective-arrangement flexibility. Overtime counts toward the Dutch maximum working-time limits, and Dutch law does not set a statutory overtime premium; pay treatment comes from employment terms or a collective agreement.
A free one-off tracker is enough when you need a clean weekly total for one person, a quick invoice backup, or a short project with no approval cycle. It stops being enough when several people split work across clients, employees edit past entries, managers need break visibility, or payroll and billing teams need the same reviewed source.
Everhour fits the managed workflow: team members submit weekly project hours and working hours, managers approve or reject entries, and approved time stays locked for regular members. That matters when Dutch records feed payroll, euro-denominated invoices, client reports, and internal capacity planning. The time tracker becomes the system of record instead of a spreadsheet that someone reconciles at month-end.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes. Employers must keep a proper registration of hours worked for staff in the Netherlands, and the Labour Inspectorate must be able to verify Working Hours Act compliance from those records. EU law also requires an objective, reliable and accessible system for measuring each worker's daily working time.
Yes. Dutch working-hours and rest-time rules apply to employers with staff in the Netherlands, including businesses registered outside the Netherlands. The scope includes foreign employees and temporary personnel working there. A company can keep records in its chosen system, but the Dutch requirement still covers the work performed by those staff.
For employees aged 18 and over, flag entries near 12 hours per shift and weekly totals near 60 hours. Also review rolling averages against 55 hours per week over 4 weeks and 48 hours per week over 16 weeks, subject to applicable exceptions and collective arrangements. Overtime belongs in the same cap review.
Yes. Separate break fields make the record easier to test against Dutch thresholds: a shift longer than 5.5 hours gives entitlement to at least 30 minutes of break time, and a shift longer than 10 hours requires at least 45 minutes, with limited collective-arrangement flexibility. Do not bury breaks inside a single net-hours note.
GDPR governs employee time records when they identify workers. Processing needs a legal basis and must follow lawfulness, fairness, transparency, purpose limitation, data minimization, storage limitation, security, and accountability principles. Enhanced monitoring creates a separate risk question; processing likely to create high risk to individuals requires a data protection impact assessment before it starts.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for review. Managers can approve, reject, partially approve, and lock entries before payroll or client billing, giving Dutch teams a clear approval trail for corrected time.
Use Everhour Timesheets to collect weekly project and working hours, route submissions for approval, and lock reviewed entries before payroll or billing, giving Dutch teams a cleaner approval trail.
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