Wed, 11 Mar 2026 05:46:43 +0100 Wed, 11 Mar 2026 05:46:43 +0100 ContentFeeder 2.0 We are going German! Join our German Candidate Week February 21st - 25th
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From DACH to DUTCH. Erfahre wie du bequem von deinem eigenen Wohnzimmer aus in den niederländischen Arbeitsmarkt einsteigen kannst. In der Woche vom 21. Februar veranstalten wir Online-Informationsveranstaltungen, die von Deutschsprachigen für Deutschsprachige entwickelt wurden. Freue dich auf einen spannenden Austausch mit unseren Experten! Sie werden u.a. über folgende Themen sprechen:

• Niederländisches Arbeitsrecht

• Einen Job in den Niederlanden finden

• Kulturelle Unterschiede zwischen Deutschland und den Niederlanden

Die Veranstaltung finden auf Deutsch statt und bieten dir die Möglichkeit auch andere...]]> Tue, 15 Feb 2022 15:56:52 +0100
If your (former) employee violates or threatens to violate the non-competition clause, you’ll want to take action as soon as possible to prevent the employee from running off with your knowledge and/or your customers. Two recent court rulings make it clear that you must do this quickly, because otherwise you will lose the right to invoke the non-competition clause at all.

If you wait too long, judges will rule that you as an employer apparently do not attach great importance to the non-competition clause and that the employee could therefore trust that the non-competition clause does not impede their work...]]> Thu, 08 Jul 2021 11:14:55 +0200

Dismissal on probation
How does the trial period work?
The probationary period is a short period at the beginning of an employment contract in which the employment contract can be terminated immediately by both the employer and yourself. There is only a probationary period if this period has been agreed upon in writing.

Duration of the probationary period
The maximum duration of the probationary period that can be agreed depends on the length of your employment contract. For example, the probation period for an open-ended employment contract may not exceed two months. Even if there is a fixed-term employment contract...]]> Mon, 08 Jun 2020 08:48:55 +0200
New EU Privacy Law
Many online users have likely noticed an influx of emails, from some companies, highlighting new privacy policies and user agreements online in cooperation with new EU laws.The new General Data Protection Regulation (GDPR) will be the most significant data protection overhaul in two decades starting from 25th May, replacing the out-dated and much criticised 1995 EU Data Protection Directive (DPD); it seeks to address the growing challenges of globalisation and international data flow, as well as improving user control over their own personal data online. The new laws will strictly apply to all companies operating in...]]> Tue, 28 Aug 2018 16:56:05 +0200
The protection of confidential information and company secrets has formed an integral part of working culture in the Netherlands, with increasing number of employment contracts including some form of confidentiality clause. Under these contracts, employees are legally unauthorised from sharing company information, even some time after the termination of their employment. The first obvious penalty for violating one of these contracts is the immediate termination of one’s employment, for the breach of confidentiality as well as one’s employment contract.

What some employees fail to realise is that a non-disclosure agreement is a legally binding contract, and thus any breach is...]]> Fri, 02 Feb 2018 06:01:58 +0100
In the world of competitive business, preventing trade secrets and employees from falling into the wrong hands is necessary for a company’s success. Under Dutch law, non-competition clauses provide a contractual obligation to prevent employees from finding employment with a competitor after the termination of their employment, with the main purpose of protecting an employer’s business interests through the protection of valuable company information and the remaining employees. Under normal circumstances, this type of agreement is not permanent and typically lasts for a year, and failure to comply can mean enforcing the clause in a court case, which can allow...]]> Mon, 01 Jan 2018 12:24:49 +0100
Letting go of an employee can be one of the hardest things any employer can do, but if the reasons are justifiable, then it is a perfectly legal and acceptable course of action to take. With that in mind, terminating an employee is not a decision to be taken lightly when running a business; making a calculated judgment means taking into account the numerous potential costs that come with letting an employee go, as well as the potential legal ramifications. Businesses today often fear the possibility of a lawsuit when letting a worker go, and they can incur extra costs...]]> Thu, 30 Nov 2017 21:56:56 +0100
As of July 1, 2017, a number of legislative changes will enter into force that are of importance to HR professionals. The Arbowet changes. And the bill that changes the minimum wage and minimum holiday allowance will come into effect in part. An overview of the amendments to legislation as of July 1, 2017.

Arbowet

From 1 July 2017, an employee may request a second opinion from another company doctor. In addition, employees are given the legal right to speak to the company doctor during an 'open consultation hour'. Also, the prevention worker gets a firmer position and the works...]]> Thu, 29 Jun 2017 13:03:28 +0200 It has been nearly three decades since Dutch employers, trade unions and the government decided on a course of action to combat unemployment, which involved increasing labour market flexibility. Since then, total employment rose steadily. However, despite these successes, there are issues that still need to be addressed. Many of these problems are outlined in a recent European Commission Report, and include “rising long-term unemployment and the potential segmentation of the labour market”.

In the 1980s the Dutch government introduced legislation that led to a pivotal reformulation of the economy and the labour market in the Netherlands. This became known...]]> Wed, 03 May 2017 13:27:48 +0200 As of July1, 2015, the law and procedure with regard to bringing a claim for unfair dismissal has been substantially altered. Prior to this change, as an employee you could challenge a dismissal as unjustified or unfair via a written communication addressed to the employer within six months of the dismissal. The summons often included a demand for continued payment of wages and possible re-employment or continuation of employment for this time period, taking account of labour market conditions. However, as of July 1, 2015, a legally unauthorized or unfair dismissal is deemed insufficient and the employee have less time...]]> Tue, 02 Feb 2016 14:15:45 +0100 What legislative changes need to be considered in 2016? Here is an overview of a number of changes in employment in the pipeline for 2016.

Maximum duration of unemployment shortened

The maximum duration of entitlement to unemployment benefit is determined by the accumulated work history. Under the WWZ, the maximum duration of unemployment as of January 1, 2016 will gradually reduce from 38 to 24 months. During the first ten years of the current structure, the distribution will be maintained. This translates to one month of unemployment benefits per year of employment history. For subsequent years, every year under employment...]]> Wed, 02 Dec 2015 14:21:59 +0100 From June 18 2016 onwards, The Netherlands will be allowed more room to enforce the 'Posted Worker Directive,' by introducing a duty to report on foreign workers. The Ministry of Social Affairs and Employment will be able to check if employees from EU member states are getting the pay they are entitled to.

For example, if a Belgian engineering company wants to build a bridge in The Netherlands, they will need to report which workers are coming to work on the bridge, as well as how long they are working. The cabinet agreed to follow the proposal from Minister Asscher...]]> Wed, 14 Oct 2015 12:20:46 +0200 On Saturday 10 October, thousands of youths protested against the minimum youth wage in Amsterdam.

The Parool writes based on an interview with the organiser of the demonstration, Young & United. In Europe, The Netherlands is one of the few countries with a separate wage for young people. Workers who are eighteen years old or younger sometimes earn as much as 45.5 percent less than the normal minimum wage in The Netherlands. According to Paul Haars from Young & United, the atmosphere during the demonstration was described as “very energetic.”

The House of Representatives

A majority of the House supported...]]> Wed, 14 Oct 2015 12:22:22 +0200 The following reflect the biggest changes in the regulations on dismissal law since 1945. During this year we expect to inform you about our first practice experience during a seminar. For now, we would like to highlight the key changes

DISMISSAL
The purpose of new dismissal law according to the government: it should be more fair and cheaper. There will be only one fixed route for grounds for dismissal: for grounds of long term disability and or economic reasons, the Dutch Employee Insurance Implementing Agency (UWV) needs to be addressed. All other grounds are at the jurisdiction of the Cantonial Court. The employer...]]> Fri, 03 Jul 2015 10:39:06 +0200 Part of the new employment law is the transition allowance. It must always be paid to an employee in case of termination on or after 1 July 2015 (also non-renewal) of a contract at the employer’s initiative, if the employment lasted at least 24 months. This is also applicable if the employment contract was entered into before 1 July 2015. This brings an end to the long standing practice for parties to determine remuneration on the basis of the “cantonal judge formula”. In case of a termination agreement from a legal point of view, thereis no obligation to pay the...]]> Tue, 07 Apr 2015 11:20:23 +0200 The reform of Dutch employment law will change the dismissal possibilities, also with regard to international employees.

In principle an employer can only end a contract unilaterally with a permit from the UWV. Only after such approval the employer can give notice. Such dismissal permit is obliged pursuant to article 6 of the Extraordinary Labour Relations Decree 1945 (BBA).

This Decree is regarded as a “priority rule”. This means that the BBA may apply to an employment contract to which Dutch law does not apply. But then again, it does not apply to foreign employees in all cases. It depends...]]> Mon, 02 Feb 2015 12:24:40 +0100 For years employers have insisted on a more flexible dismissal regime and and less employee protection. More flexibility is not to be expected. As from 1 July 2015 the new Dutch dismissal law will be even more rigid, so it seems.

Soon there will be exhaustive list of grounds for dismissal and compulsory routes. Dismissal for economical reasons or because of long-term incapacity (illness) to work will be dealt with by the UWV (or (new) an own dismissal commission set up in a Collective Labour Agreement). In case of other grounds for dismissal, e.g. disfunctioning, the employer must request the...]]> Mon, 02 Feb 2015 12:16:45 +0100
In case of offering or renewing of a fixed-term contract mind the new “chain provision” (ketenregeling). This rule controls how many fixed-term contracts can be closed.

As from 1 July 2015 the number of fixed-term contract remains three; the maximum duration will be two years, instead of three years. This means that a fixed-term contract will be converted into an indefinite contract, automatically, if either the duration of successive fixed-term contracts exceeds two years or more than three fixed-term contracts are concluded following one after another with intervals of six months or less. Contracts will be viewed as successive if...]]> Mon, 02 Feb 2015 12:21:42 +0100
As from 1 January 2015 the first part of the Dutch Work and Security Act (WWZ) will be in force. This act will drastically reform legislation governing flexible employment contracts and the Dutch dismissal law. The first part that comes into effect on 1 January 2015 will be of importance for fixed-term contracts in particular.

A novelty is the introduction of the statutory notification obligation for employers.

Please be aware that in case of a fixed term contract, for a duration of six months or more, the employer must notify the employee in writing, at least one month before the...]]> Thu, 18 Dec 2014 18:22:30 +0100
New employment law:
From 1 January 2015, watch out for standard provisions!

If a fixed-term contract is closed or renewed as from 1 January 2015 attention should be paid to standard provisions, such as the trial period and the non-compete clause. As a consequence of the Dutch Work and Security Act (WWZ), part of which will be effective as from 1 January 2015, new rules apply!

A probationary or trial period is not allowed anymore for fixed-term contracts up to 6 months. It is considered undesirable in such a short-term contract.
To contracts with a longer duration, from 1 January...]]> Thu, 18 Dec 2014 18:26:44 +0100 The plan is for the adjusted bill to be submitted to the Lower Chamber in the third trimester of 2013. Submitting the bill to the Upper Chamber is scheduled for the first trimester of 2014. The law...]]> Fri, 13 Sep 2013 10:21:12 +0200