Flexible working hours

In this section, we outline some aspects in terms of flexible working hours for PhD candidates. It is important to note that, in the Netherlands, not all PhD candidates work on their thesis under the same conditions. Below, you can find detailed information about this according to the type of contract or agreement that applies. Do you not know (yet) which contract applies in your case? Go to this page to find out!

Employed PhD candidates

As an employee, you have the right to ask for an adjustment of your working hours based on the act on Flexible Work. When you work part-time, or when your contract is changed to part-time during your PhD, the collective labor agreement requires that the employment contract should be extended proportionally.

A request to work part-time can only be refused if it has serious harmful consequences for your employer, for example if your project is externally funded and the funding has to be paid back if the project is not finished timely. However, some external funders (e.g. some NWO-funds) have options for freezing the fund in case of parental leave.

Unless the nature of your employment does not allow for it, you are entitled to a so-called ‘flexible working hours’ arrangement. This means that you can come to an arrangement with your manager about weekly working hours that deviate from the customary 38 hours per week. You may work two hours extra or less each week. By doing so, you either use 96 holiday hours on an annual basis if you work less, or you receive extra holiday hours if you work more.

The arrangement about how to apply the flexible working hours scheme has a duration of one year. If unforeseen circumstances make it imperative to change the arrangement, you should discuss this with your employer.

Non-employed PhD candidates

In theory, one of the benefits of conducting your PhD research as a non-employed PhD candidate is that it guarantees higher flexibility in terms of working hours, theme and development of your research. However, this is not always the case, meaning that non-employed PhD candidates may be subject to the same kind of pressure as employed PhDs, but without the associated rights and benefits. It may also be the case that, because of their type of affiliation, not-employed PhD candidates are not as integrated into the activities of their institutions, or do not have the same access to their services, as employed PhDs.

PNN is aware of these unfavorable conditions and we work to articulate efforts that will counter them. However, possible changes are enacted slowly and depend on the situation at the specific institution. Our recommendation is always that if or when you encounter difficulties in your research, for example, in terms of work pressure, you bring this up in discussion with your supervisor or the confidential advisor for PhDs at your graduate school. It is equally important that such instances are clearly addressed in the agreements that you establish with your institution at the start of your PhD trajectory.

Do you want to know more? Contact Teebah Abu-Zahra for advice.