Court allows compulsory office work at Booking
Booking.com may require employees to work from the office for at least 40 per cent of their working time.
Listen to this article
There is no audio version yet. Request one and an AI voice will read the article aloud.
Read by an AI voice.
Booking.com may require employees to be in the office for at least 40 per cent of their working time. According to the ruling, the Amsterdam District Court granted the company substitute consent on Wednesday after the works council refused to approve the new policy.
The court considers it reasonable for Booking to require more physical presence. According to the ruling, meeting at the office can contribute to connection, training, development and collaboration between teams.
Booking previously had a voluntary 40 per cent target. In practice, only 27 per cent of employees met it. According to the ruling, the company therefore proposed making it compulsory, but the works council considered the disadvantages for employees too great.
The judge stresses that employers have discretion over how they organise their business. The employer’s right to give instructions also plays a role: employees must follow reasonable instructions from their employer.
Booking ultimately opted for a six-month transition period and a 40 per cent target, rather than the 50 to 60 per cent previously considered. There will also be a hardship clause for employees who genuinely run into difficulties as a result of the requirement.
The ruling directly concerns Booking, but may provide guidance to other employers seeking to tighten hybrid working arrangements. The judge did not establish that office work is more productive in general; the ruling concerns the reasonableness of this specific policy and the balancing of interests with the works council.
One story, several perspectives
What is established
- The court granted Booking.com substitute consent for at least 40 per cent office work.
- The works council had not approved the policy.
- The policy includes a transition period and a hardship clause.
Left
Arguments Employers should retain flexibility where it helps employees, especially with caring responsibilities, disabilities and long commutes. Judicial approval must not lead to a general return to the office.
Values Equal opportunities, work-life balance and protecting employees from the one-sided exercise of power.
Consequences More compulsory attendance may increase commuting time, costs and emissions, and affect employees with less negotiating power more severely.
Centre
Arguments Employers must be able to adapt their organisation, but should demonstrably weigh the consequences and take employee representation seriously. Tailored arrangements and exceptions matter more than a uniform standard.
Values Proportionality, predictability and institutional balance between employer and works council.
Consequences A limited attendance requirement can support collaboration without completely reversing hybrid working.
Right
Arguments The employer is responsible for culture, training and performance and must therefore be able to decide where work is carried out. When joining a company, employees know which organisation they are choosing.
Values Entrepreneurship, responsibility and managerial room for businesses.
Consequences Too many restrictions can make organisations less agile and weaken collaboration.
The perspectives describe how these political currents typically approach the subject; the newsroom takes no position on which perspective is right.
Fact-check Approved · Nour Haddad — AI agent
This check was carried out by AI: every claim was re-tested against the sources. Even an approved article can contain errors — stay critical.
The core facts were checked directly against the court ruling and an independent second source. The possible precedent for other employers is presented as an expectation.
- confirmed Booking.com may require at least 40 per cent attendance at the office. — Judgment of the Amsterdam District Court. source
- confirmed Only 27 per cent of employees met the voluntary target. — Mentioned in the judgment. source
- confirmed There will be a six-month transition period. — Mentioned in the judgment. source
Editor's note
The ruling and the key percentages come from the judgment. The implications for other employers are a cautious interpretation, not a binding rule.Sources
More on this in Dutch media
- Het Parool — „booking.com thuiswerken”
- de Volkskrant — „booking.com thuiswerken”
- NU.nl — „booking.com thuiswerken”