Dutch employers must keep proper working-hour records. Everhour gives teams timesheets and approvals for cleaner review.
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| Day | Time In | Break Start | Break End | Break | Time Out | Total |
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Use this page to choose software for recording working time for staff in the Netherlands. Dutch working-hours and rest-time rules apply to employers with staff in the Netherlands, including businesses registered outside the Netherlands that employ workers there. They also cover foreign employees and temporary personnel, so location and worker coverage matter before a team decides how to track time.
Dutch guidance requires employers to keep a proper registration of hours worked. It does not prescribe one fixed format, but the Labour Inspectorate must be able to verify Working Hours Act compliance from the records. A useful system captures daily working time, separates work from breaks, identifies the worker, and keeps records organized enough for payroll, billing, and inspection review.
A Dutch time record should show the employee, date, start time, end time, breaks, total working time, project or client, and approval status. Project fields support billing and cost review, while start, end, and break fields support working-time checks. Clear labels also reduce correction work when managers review timesheets after the week closes.
The record also needs to support Dutch limits. For employees aged 18 and over, the Dutch Working Hours Act sets ordinary maximums of 12 hours per shift and 60 hours per week, although that weekly maximum cannot be used every week. Employees may work an average of 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 field because they change the daily record. 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 of break time, with limited collective-arrangement flexibility. A timesheet that only stores total hours makes those checks harder.
Overtime also needs careful labeling. Overtime counts toward the Dutch maximum working-time limits, and Dutch law does not set a statutory overtime premium. Overtime pay comes from employment terms or a collective labour agreement. Time tracking software should therefore preserve both compliance data and pay-policy data without assuming one automatic premium for every overtime hour.
A free weekly total is enough when you only need a quick personal record or a draft hours summary for one project. It becomes weak once several people, clients, projects, or employment terms enter the workflow. Dutch records also sit inside GDPR rules because employee time records are personal data when they identify workers.
A managed workflow gives each week a review point. Everhour Timesheets collect project hours and working hours by person, let users submit time, and let managers approve, reject, partially approve, or lock entries before payroll or billing use. That approval trail matters when tracked time feeds invoices, euro-denominated reports, staffing review, or payroll checks.
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 in the Netherlands. Dutch guidance does not force one specific format, but the Labour Inspectorate must be able to verify Working Hours Act compliance from the records. EU law also requires an objective, reliable and accessible system for measuring each worker's daily working time.
Dutch teams should capture the worker, date, start time, end time, break time, total working time, project or client, and approval status. These fields support checks against daily and weekly working-time limits, break entitlements, payroll review, and billing. A total-hours-only record loses the timing detail needed for several practical checks.
Yes, breaks should be tracked separately. 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 of break time, with limited collective-arrangement flexibility. Separate break fields make daily records clearer and reduce manual review.
Dutch law does not set a statutory overtime premium. Overtime counts toward the Dutch maximum working-time limits, while overtime pay is handled through employment terms or a collective labour agreement. Time tracking should therefore record overtime clearly without assuming a fixed legal premium that applies to every employee.
Employee time records are personal data when they identify workers, so GDPR applies. Employers need a legal basis and must follow lawfulness, fairness, transparency, purpose limitation, data minimization, storage limitation, security, and accountability principles. Enhanced employee monitoring can trigger a data protection impact assessment when processing is likely to create high risk to individuals.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review time before payroll, billing, or reporting. Users submit time for review, and managers can approve, reject, partially approve, or lock entries when corrections or cutoff controls are needed.
Everhour can run inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams track time where the work already lives, while the logged hours flow into Everhour for reports, budgets, utilization, and billing review.
Move weekly Dutch timesheets into an approval workflow. Everhour Timesheets keep project hours, working hours, approvals, and locked records organized before payroll or billing review.
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