{"id":5084,"date":"2021-07-28T18:53:28","date_gmt":"2021-07-28T16:53:28","guid":{"rendered":"https:\/\/hetarbeidsrechtbureau.nl\/?p=5084"},"modified":"2021-08-12T09:08:18","modified_gmt":"2021-08-12T07:08:18","slug":"dutch-employment-law-2","status":"publish","type":"post","link":"https:\/\/www.hetarbeidsrechtbureau.nl\/en\/dutch-employment-law-2\/","title":{"rendered":"Dutch employment law"},"content":{"rendered":"

9 Important aspects of Dutch employment law<\/h1>\n\n\n\n

28 juli 2021<\/p>\n\n\n\n

Are you an employee in the Netherlands, or are you planning to work under Dutch law? Scroll down to view the list of 9 important aspects of Dutch employment law.<\/p>\n\n\n\n

\"Dutch<\/figure>\n\n\n\n

1. Fixed term or indefinite term<\/h3>\n\n\n\n

Employees are very well protected under Dutch law. It is not at all easy for an employer to terminate an employment contract. In short, there are two contract options: a\u00a0contract for an indefinite period, or\u00a0a\u00a0fixed term contract.\u00a0The latter expires automatically on the agreed end date. A contract for an indefinite period can only be terminated by\u00a0the employer\u00a0based on\u00a0permission from the\u00a0Employee Insurance Agency (UWV) or\u00a0the\u00a0court,\u00a0mutual\u00a0consent, or urgent\u00a0cause\u00a0for\u00a0dismissal\u00a0with\u00a0immediate\u00a0effect.\u00a0The same applies to the termination of a fixed term contract\u00a0before the end date. Because of this\u00a0high level of protection,\u00a0employers often want to work\u00a0with (short) fixed term contracts\u00a0initially.\u00a0<\/p>\n\n\n\n

2. Maximum fixed term contracts<\/h3>\n\n\n\n

It is not possible to\u00a0enter into\u00a0many fixed term\u00a0contracts with the same employer. After 36 months your employment contract automatically reverts into an indefinite employment. This is a result of the Dutch \u2018chain regulation\u2019. Also, if the employment has not lasted 36 months yet, the fourth fixed term contract between the same parties automatically reverts into an indefinite employment.\u00a0<\/p>\n\n\n\n

3. Minimum wage<\/h3>\n\n\n\n

Under Dutch law you have the right to earn the statutory minimum wage, as well as 8% holiday pay. For\u00a02021\u00a0employees older than 21\u00a0must receive \u20ac\u00a01.701,-\u00a0gross per month, excl. holiday pay, for\u00a0a fulltime workweek.\u00a0<\/p>\n\n\n\n

4. Probation period<\/h3>\n\n\n\n

A probation period can only be agreed upon in a contract for an indefinite period, or in a fixed term contract which lasts 6 months or more. Therefore, employers often choose a minimum duration of 7 months\u00a0for the fixed term contract.\u00a0<\/p>\n\n\n\n

5. Incapacity for work <\/h3>\n\n\n\n

During sickness or injury you have the right to receive a minimum pay from your employer of 70% of your salary during 104 weeks. You and your employer must observe all rules and regulations with regards to your reintegration. It is not allowed to terminate an employment contract of an employee who is unfit for work due to sickness or injury, or during pregnancy and maternity leave.\u00a0<\/p>\n\n\n\n

6. Failure to give notice<\/h3>\n\n\n\n

Based on Dutch law you are entitled to receive\u00a0<\/strong>notice about extension or termination of a fixed term contract one month before the end date of the contract. If you are not informed on time, a penalty of a maximum of one month\u2019s salary is to be paid to you by your employer.\u00a0<\/p>\n\n\n\n

7. Transition fee<\/h3>\n\n\n\n

If the employer wishes to terminate your employment contract \u2013 either by not extending a fixed term contract, after initiating a dismissal procedure or even during a probation period \u2013 you are entitled to receive a statutory\u00a0transition fee. This amounts to 1\/3 month\u2019s salary for each year of employment.\u00a0\u00a0<\/p>\n\n\n\n

8. Post-employment restrictions<\/h3>\n\n\n\n

Under Dutch law it is only possible to impose\u00a0post-employment restrictions\u00a0on an employee with a fixed term contract, if the contract includes the specific compelling business reasons for doing so. These reasons need to be specified per contract, for each employee in their specific role.\u00a0Often the clause in the contract does not meet these standards, making it invalid.<\/p>\n\n\n\n

9. Unemployment benefits<\/h3>\n\n\n\n

If you have worked in the Netherlands on the basis of an employment contract you can request unemployment benefits at the UWV. In order to receive them, there are several requirements<\/a>. For instance, you need to continue applying for a new job, you must have worked at least 26 weeks in the past 36 weeks, you need to have your residence in the Netherlands and you must not be culpably unemployed. The benefits will not be granted if you yourself resigned from your previous job. <\/p>\n\n\n\n

Hopefully now you know more about Dutch employment law. But please note that there are many more rights and obligations to be aware of. Some of which might be included in an applicable collective labor agreement. If you wish to learn more, feel free to contact<\/a> me. Or visit this website<\/a>.<\/p>\n\n\n\n

Are you an employer with workers in the Netherlands? Or planning to hire employees under Dutch law? Please click here<\/a> to read the blog that’s written especially for you.<\/p>","protected":false},"excerpt":{"rendered":"

Get familiar with the most important aspects of Dutch employment law.<\/p>","protected":false},"author":1,"featured_media":3777,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0},"categories":[39],"tags":[],"aioseo_notices":[],"yoast_head":"\nYour rights as an employee under Dutch law - The Employment Law Desk<\/title>\n<meta name=\"description\" content=\"Are you working in the Netherlands, or are you planning to? 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