Employers in the sectors of Open Cultivation, Flower Bulb Wholesale and Greenhouse Horticulture can use this scheme to employ employees for peak work.
Benefits and conditions
An employee may only work with one employer under the Peak Work scheme once a year. With this scheme, employees can perform a maximum of 8 weeks of consecutive work during a busy ‘peak’ period. By applying the Piekarbeid scheme, an exemption applies to the payment of premiums to the Colland Labor Market and Farm Sector Fund for Agriculture (BPL) sector funds.
There are four conditions attached to the application of the Piekarbeid scheme:
- The employee performs seasonal activities that are exclusively routine and related to harvesting and cultivation work (including processing and processing of the harvest) for agricultural crops.
- The employee performs the specified work during a peak period (a period of increased workload) of a maximum of 8 consecutive weeks per year.
- The employee receives compensation of 0.7% of their wages during their peak period.
- The employee by the employer no later than the 5th working day registered with BPL.
Employees are employed several times a year
If you want to employ a peak worker who has previously held a permanent or temporary contract with you, then there must be at least 6 months between the fixed or temporary employment contract and the ‘peak work contract’. Is that period shorter than 6 months? In that case, the Piekarbeid regulation does not apply and the second employment contract is regarded as a regular employment contract.
Would you like to employ a peak worker later in the year as a permanent or temporary employee? This is only possible if there is a minimum of 31 days between both employment contracts. If the intervening period is shorter, the peak work employment is corrected to a temporary employment contract.
A peak worker may be rewarded against the statutory minimum wage. Holiday allowances (holiday allowance and holidays) may be bought off at a surcharge of 20% over the wages. In addition, a peak worker receives a compensation of 0.7% of the salary. This compensation compensates for the loss of the occupational disability pension and the survivor’s pension. Employees younger than 21 years are also entitled to this compensation. The compensation must be stated on the payslip.
As an employer, you are required to report to a peak worker by the 5th business day BPL. If the employee has already worked with another employer under this scheme, you will be notified of this. You can then offer the employee temporary or permanent employment, but you are no longer entitled to exemption from the sector funds. If we take care of the registration of a peak worker, we would like to receive the details of the employee no later than on the 5th working day .
Payroll companies can not make use of the Piekarbeid scheme. As a result, the costs of payrolling will generally be higher than the costs of hiring peak workers.