Frequently asked questions
What is the notice period to be given when terminating a contract?
The period of notice for an employee is one calendar month, according to Dutch law; For the employee it depends on the duration of the employment:
If you have been employed for less than 5 years, then the notice period is 1 month.
If you have been employed between 5 to 10 years, then the notice period is 2 months.
If you have been employed between 10 to 15 years, then the notice period is 3 months.
If you have been employed for 15 or more years, then the notice period is 4 months.
The notice period can be different based on your employment contract or collective agreement.
You can also come to an agreement with your employer to immediately stop working. You must both agree to this (e.g. thus to be exempted of your duties, on full pay and other emoluments, during the notice period). It is also important to have this agreement in writing.
If you resign, normally* you must give a notice period of 1 month, unless you have agreed otherwise in your employment contract. [*Strictly spoken not always, think of the probation period of during, or for urgent cause].
A temporary contract ends automatically on the agreed end date. You and your employer cannot prematurely terminate a temporary contract, unless you have agreed otherwise in the contract. The contract may be terminated if you and your employer both agree on termination. You can also be dismissed with immediate effect for serious misconduct (e.g. an 'urgent' cause, such as theft).
Regarding the notice period for older workers, if you were over 45 years old on January 1, 1999 then you have earned a longer notice period. This does not apply if you changed employers after January 1, 1999.
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