A Netherlands LEG - MEMO - Netherlands - 2021 - 2022

an alliance of employers’ counsel worldwide
employment law overview

netherlands 2021-2022
Palthe Oberman / Proud Member of L&E GLOBAL

2021-2022 / netherlands | 1
www.leglobal.org
table of contents.
I. General overview 03
II. HIRING PRACTICES 04
III. employment contracts 06
IV. working conditions 08
V. Anti-Discrimination Laws 10
VI. PAY EQUITY LAWS 12
VII. SOCIAL MEDIA AND DATA PRIVACY 13
VIII. Termination of Employment contracts 14
IX. Restrictive Covenants 19
X. TRANSFER OF UNDERTAKINGS 21
XI. TRADE UNIONS AND EMPLOYERS ASSOCIATIONS 23
XII. EMPLOYEE BENEFITS 27

an alliance of employers’ counsel worldwide 2021-2022 / netherlands | 2
i. general overview
1. Introduction
Dutch employment law is elaborate and relatively complex. It is divided into individual and collective law
and is closely related to social security law. The following text will report the latest developments in Dutch
employment law.
2. Key Points Extra birth leave has been introduced as of 1

January 2019. Partners will now have five days of
birth leave at full pay after the birth of their child
• Employment law is not consolidated into a single
(based on full-time employment). Partners can take
code.
this leave immediately after the birth of their child,
• Employees have a strong legal position.
but they can also spread it over the first four weeks
• Preventive dismissal assessment.
after the birth.
• Relatively long period of salary payment during
illness. As of 1 July 2020, partners can take additional birth
• New Dutch employment law as from 1 January leave for up to 5 weeks. First, the partner must
2020: the Balanced Labour Market Act. take the 5 days of birth leave (based on full-time
employment). During this leave, the employee is
3. Legal Framework entitled to 70% of his or her salary (increased up
to the maximum daily wages). The additional birth
Dutch employment law is not consolidated into a leave must be taken within 6 months of the child’s
single code. The employment relationship under birth (on or after 1 July 2020).
Dutch law is governed by the compulsory statutory
Another development is that the state pension age
regulations laid down in (for example) the Dutch
will be increased. As of 1 January 2019, the state
Civil Code. The relationship can furthermore be
pension entitlement age has been increased to
governed by (among other things) the conditions
66 years and four months. The state pension age
laid down in a Collective Labour Agreement (if
will remain 66 years and four months in 2020 and
applicable), internal regulations (if applicable)
2021. In 2022, the state pension age will increase
and the individual employment contract. Judicial
by three months and will be 67 years in 2024. As
precedent is an important part of the legal
from 2025, the state pension age will be linked to
framework because many employment matters are
life expectancy.
influenced by case law.
The calculation of the transition payment has also
4. New Developments changed as of 1 January 2020. Under the WAB, the
entitlement to a transition payment is established
The most recent development in Dutch employment immediately upon commencement of employment,
law is the introduction of the WAB, as from 1 rather than after 24 months of employment.
January 2020. The Balanced Labour Market Act is The maximum transition payment is EUR 83.000
the latest addition to the Work and Security Act gross or a maximum of one annual gross salary,
(introduced in 2015). if it exceeds EUR 83.000. See section VIII. part 3.
for further changes to the transition payment as
introduced in the Balanced Labour Market Act.

iI. HIRING PRACTICES
1. Requirement for sooner a Court will decide that the employment
contract is linked to the Netherlands, as a result of
Foreign Employees to which Dutch law would be applicable. The Posting of
Workers Directive (in Dutch: Detacheringsrichtlijn)
Work and the Terms of Employment (Cross-border Work)
Act must also be taken into account.
a. Employment permit
In case of an international employment relationship,
If an employer wants to hire a foreign employee the Dutch tax authorities grant special tax benefits
in a legal manner, several requirements have to to foreign employees who are temporarily assigned
be met. First of all, the foreign employee has to be to a Dutch subsidiary or branch from abroad,
in the possession of a residence permit. Secondly, e.g. employees who reside in the Netherlands
the employer is obliged to obtain an employment or employees who are recruited by a Dutch
permit. Employees with Dutch nationality and employer. Under the so-called 30% Ruling, 30% of
employees from one of the countries of the the employee’s salary may be paid out as tax-free
European Economic Area and Switzerland are compensation for costs. In general, an addendum
exempt from these rules. should be added to the employment contract
declaring the applicability of the 30% Ruling in
respect of the agreed wages. The main conditions
b. The employment related to the 30% Ruling pertain to:
relationship
• if the employee has a specific expertise, which is
When an employee works in the Netherlands, Dutch (almost) not available in the Netherlands;
law does not necessarily govern the employment • the employee has obtained a valid individual
relationship. A foreign employee could remain in decision of the Tax and Customs
the employment of his foreign employer on the Administration;
basis of his foreign employment contract with a • in a period of 24 months before the employment
choice of law in favour of the laws of the foreign in the Netherlands commenced, the employee
country and then (for example) be seconded to must have lived more than 150 km in a straight
the Netherlands. In other words, the employer line from the Dutch border.
is not obliged to offer employees from another
country a Dutch employment contract when they
are transferred to the Netherlands. Employees 2. Does a Foreign
can continue to work on the basis of their current
(foreign) employment contract.
Employer need to
Establish or Work
The Netherlands is a party to the (EU) Convention
on the Law applicable to Contractual Obligations/ through a Local Entity
Rome I Regulation. This Convention/Regulation is
applicable to international employment law issues. to Hire an Employee?
It states that regardless of the governing law of the
employment contract, the parties are entitled to the Foreign employers can hire employees in the
protection afforded by the compulsory regulations Netherlands either through a local entity or a foreign
that would apply if no applicable law had been entity. Before deciding on how to structure their
chosen. The more an employee is legally or socio- business in the Netherlands, foreign employers are
economically integrated in the Netherlands, the advised to consider the tax consequences.

3. Limitations on
Background Checks
During the pre-employment phase, only personal
data specifically required for the position that the
applicant applied for, can be screened. Standard
screening procedures are normally not allowed in
the Netherlands. In the pre-employment phase
no extraordinary personal data of the candidates
may be screened. This is only allowed if there are
exceptional requirements for the vacancy that
make this type of screening necessary.
4. Restrictions on
Application/Interview
Questions
The employer can only ask about an applicant’s
health situation if a medical examination is required
for the job by law. Of course, it is prohibited to
discriminate against applicants on the grounds of
– among others – gender, race, age, civil status,
religion, and so on. On 25 May 2018, the new
EU Regulation on privacy entered into effect. All
companies were given two years to comply with
the new rules laid down in the regulation. If the
employer fails to do so, fines up to EUR 820.000 or
10% of the yearly turnover can be given.
The Recruitment Code of the Dutch Association

for Personnel Management and Organisational
Development (in Dutch: Nederlandse
Vereniging voor Personeelsmanagement &
Organisatieontwikkeling, abbreviated to: NVP)
contains basic rules that employers should observe
during the recruitment and selection process. The
purpose of this code is to provide a standard for
a transparent and fair recruitment and selection
procedure. This Code is not binding, but employees
can derive protection from these rules. The Code
for example prohibits the requirement of a photo
of the applicant prior to the applicant being invited
to an interview.

iII. EMPLOYMENT
CONTRACTS
1. Minimum be performed, salary and secondary employment
conditions), a fixed-term employment contract
Requirements that follows an open-ended employment contract
(that has not terminated in a way as provided by
An employment contract under Dutch law may Article 7:677 paragraph 4 of the Dutch Civil Code)
be concluded orally or in writing. Pursuant to will become an open-ended employment contract
Article 7:655 of the Dutch Civil Code, however, by operation of law.
the employer will nonetheless need to inform the
employee in writing with respect to the following Pursuant to Article 7:668a of the Dutch Civil Code, a
(among others) terms and conditions: fixed-term employment contract will automatically
convert into an open-ended employment contract
• the name and residence of the parties; if:
• the place where the work is to be carried out;
• the position and a job description; • a chain of temporary employment contracts
• the hiring date; covers 36 months or more;
• if the employment contract is for a fixed period of • a chain of three fixed-term employment contracts
time, the time period; is continued.
• the vacation rights or the method of calculating
vacation rights; A chain is a series of fixed-term employment
• the duration of the notice periods to be observed contracts that succeed each other with no more than
by the parties or the method of calculating these six months in between. This rule is also applicable
periods; to employment contracts between an employee
• the salary and the payment intervals and, if the and various employers that must reasonably be
remuneration depends on the results of the deemed to be each other’s successors with regard
work to be performed, the amount of work to be to the work performed.
performed per day or per week, the price per item
and the time that will be involved in performing Since 1 January 2020, it is possible to shorten the
the work; interval period of six months to three months in a
• the customary number of working hours per day Collective Labour Agreement, if the nature of the
or per week; activity so requires. This applies, for example, to
• the employee’s pension rights (if applicable); seasonal labour.
• the Collective Labour Agreement (if applicable).
a. Notification obligation
2. Fixed-term/Open- One month before the termination of a fixed-term
ended Contracts employment contract of six months or longer, an
employer must notify the employee whether the
An employment contract can be agreed upon for a employment contract will be extended or not (in
fixed period of time (fixed-term contract) or for an Dutch: aanzegverplichting). If so, the employer
unspecified period of time (open-ended/permanent must also inform the employee about the terms
contract). If the identity of the employment has not and conditions for extension. If the employer
changed (for example, with respect to the work to does not inform the employee, the employee has

a right to claim salary during the period in which should be within statutory limitations, in default
the employer is in violation (up to a maximum of of which the statutory notice period is applicable.
one monthly salary). For fixed-term employment Unless agreed otherwise, the notice period starts
contracts shorter than six months or contracts running at the beginning of the month following
with no fixed end date, such as for the length of the month in which notice is given.
a specific project, this notification is not required.
In case the employee has reached the retirement
age during his or her employment, the applicable
3. Trial Period notice period for the employer is one month.
A probationary period must be laid down in writing.

In case of an open-ended employment contract, an
employment contract for an indefinite period of
time or an employment contract fixed for a period
of two or more years, the maximum probationary
period is two months. In employment contracts
for a fixed-term of more than 6 months, but less
than two years, the maximum probationary period
is one month. It is not possible to agree upon a
probationary period in an employment contract
that has a term of six months or less.
The probationary period for both the employer

and the employee should be equal. A probationary
period is not valid if the employee involved is
already employed at the employer, but at a different
position and will be carrying out more or less the
same work that he/she has done elsewhere within
the company. A probationary period conflicting
with the law is null and void.
4. Notice Period
Dutch law provides for the following statutory
notice periods for an employer:
• fewer than 5 years of service: 1 month

• more than 5 years, but fewer than 10 years of
service: 2 months
• 10 or more years of service, but fewer than 15
years of service: 3 months
• 15 or more years of service: 4 months
The employee must take into account a notice

period of one month. A longer notice period may
be agreed upon if it is laid down in writing. In that
case, the notice period the employer has to observe
must be twice the notice period the employee has
to observe.
The notice period may be reduced under a Collective

Labour Agreement. Please note that any variance

IV. WORKING
CONDITIONS
1. Minimum Working 3. Maximum Working
Conditions Week
The Working Conditions Act (in Dutch: The legislation on working hours and working
Arbeidsomstandighedenwet) contains the most conditions is based on the Working Hours Act (in
general provisions and requirements regarding Dutch: Arbeidstijdenwet). The amount of working
working conditions and stipulates that an employer hours depends upon the sector of industry and the
and employee are jointly liable in supporting health, kind of labour performed. In general, an employee
safety and wellness in the work place. The employer is only allowed to work a maximum of 12 hours per
has to set up a working conditions policy within the day, for a maximum of 60 hours per week. Over a
company. The employer must, among other things, period of 4 weeks the maximum number of working
prevent sickness and any danger to the health of hours is 55 per week. Over a period of 16 weeks the
employees and make an effort to reintegrate sick maximum number of working hours is 48 hours per
employees in the working process. The employer is week. The arrangements on working hours included
required to use the services of a working-conditions in an individual employment contract, which are
service, an institution that assists the employer in not in conformity with the Working Hours Act,
the overview and evaluation of the risks, assists sick can be declared null and void. The Working Hours
employees, advises the employer on reintegration Decree (in Dutch: Arbeidstijdenbesluit) provides
of sick employees, and more. exceptions and additional measures for certain
industries (inter alia the care sector).
2. Salary
4. Overtime
In principle, employer and employee are free to
agree to the wages to which an employee shall There is no specific Dutch legislation on
be entitled. However, the Act on Minimum Wages compensation for working overtime. Whether
and Minimum Holiday Allowances (in Dutch: overtime will have to be compensated should
Wet minimumloon en minimumvakantiebijslag) follow from what was agreed to in the employment
contains certain minimum wages and minimum contract, supplemented by the employee handbook
holiday allowances, which are normally adjusted or established in a Collective Labour Agreement (if
each year. A collective labour agreement, if applicable). Even supposing that these prescribed
applicable, may also contain salary scales that are sources are altogether silent with regards to
binding on individual employees. compensating employees for overtime services
rendered, it is still possible that the employer is
obliged to do so. Especially considering the high
probability that in a labour dispute, the Courts
are likely to decide that the employer should
compensate an employee for working overtime,
because this is what may be expected from a “good
employer” in the same circumstances.

5. Health and Safety in
the Workplace
a. Employer’s Obligation to
Provide a Healthy and Safe
Workplace
Following the Working Conditions Act, the
employer is obliged to provide a healthy and safe
work environment for its employees. The specific
rules for employer and employee to ensure a
healthy and safe workplace are further laid down
in the Working Conditions Decree (in Dutch:
Arbeidsomstandighedenbesluit).
Employers are obliged to make a Risk Inventory

and Evaluation, which mentions all the risks in the
working environment, and the preventive measures
that are taken, or will be taken, to minimise those
risks. Employers are also obliged to enter into a
service agreement with a certified occupational
health and safety service agency.
b. Complaint procedures
In principle, employees should first discuss any
complaints with their employer. Employers are
advised to have a proper complaint procedure in
place. In case the company has a works council,
employees may also report health and safety
related matters to the works council. In addition,
employees have the right to address health
and safety related matters with the company’s
occupational health and safety service agency.
Employers have the obligation to inform their
employees about that possibility. In the last
instance, employees may report violations of
health and safety regulations with the Social Affairs
and Employment Inspectorate.

V. ANTI-DISCRIMINATION
LAWS
1. Brief Description of Agreements between employers and employees
contrary to discrimination laws can be void or
Anti-Discrimination voidable. The employee can also hold the employer
liable for damages resulting from discriminating
Laws behaviour of the employer.
According to Dutch legislation, discrimination on

any ground whatsoever is prohibited. 3. Protections Against
In the Dutch Equal Treatment Act (in Dutch:
Harassment
Algemene wet gelijke behandeling), discrimination
The Dutch Equal Treatment Act prohibits harassment
on the following grounds is explicitly prohibited:
and sexual harassment. The Working Conditions
religion, personal beliefs, political opinion, race,
Act contains an obligation for employers to prevent
sex, nationality, hetero- or homosexual orientation
harassment from occurring at the workplace. If the
and civil status.
employer fails to do so, administrative fines can
be given, and the employer can be held liable for
In addition, in specific employment laws,
damages resulting from discriminating behaviour
discrimination on the following grounds is explicitly
of the employer.
prohibited: age, sex, handicap and chronic disease,
temporary/permanent employment contracts and
working hours (part-time/full-time). 4. Employer’s
Obligation to
2. Extent of Protection
Provide Reasonable
In principle, discrimination directly based on the
grounds mentioned above is never permitted, Accommodations
except for certain situations in which discrimination
is explicitly allowed by law. The Dutch government encourages companies
to hire disabled persons. As an incentive the
The discrimination laws also cover indirect government may grant financial benefits. An
discrimination. Indirect discrimination occurs when employer is responsible for all the employees. If an
a neutral behaviour (e.g. a policy or practice) results employee is disabled, his/her workplace should still
in discrimination based on one of the grounds be safe and accessible. The employer is responsible
mentioned above. for this. If the workplace needs to be adapted,
the employer can ask the Work Placement Branch
Indirect discrimination – and direct discrimination of the Employee Insurance Agency for financial
with respect to age, temporary/permanent compensation to establish this.
employment contracts and working hours – can
be justified if objectively necessary to achieve a
legitimate aim and proportionate to the aim sought.

All employees should be able to fulfil their religious
duties. The employer cannot interfere with this,
until a certain point. For example, the employer is
not obligated to set up a prayer room for his/her
employees. There are no specific laws about this
subject in the Netherlands.
5. Remedies
In employment relationships in the Netherlands,
discrimination claims are not that prominent.
In practice, the employer and employee as well
as Dutch Courts tend to search for reasonable,
pragmatic and practical solutions.
An employee can ask the Netherlands Institute for

Human Rights (in Dutch: College voor de Rechten
van de Mens) for an opinion about discrimination.
The Institute can give a (non-binding) opinion and
advice, but the Institute will not award a financial
compensation. An employee is not obliged to ask
an opinion of the Institute before going to Court.
The Court is not obliged to follow the opinion of
the Institute, but the opinion of the Institute can
play an important role because of the expertise of
the Institute.

VI. PAY EQUITY LAWS
1. Extent of Protection Lastly, individuals who suspect that they are not
being paid an equal wage can file a complaint
with the Netherlands Institute for Human Rights.
Presently, offering unequal pay for work of equal
Before an employee can submit a complaint to the
value is a violation of (i) articles 7:646, 7:648
Institute, he/she must first approach the employer
and 7:649 of the Dutch Civil Code, (ii) the Equal
with the complaint. The employer then has two
Treatment for Men and Women Act (in Dutch: “Wet
months to act on the complaint. In cases wherein
gelijke behandeling van mannen en vrouwen”) and
the employee works for a company that has not
(iii) the General Equal Treatment Act (in Dutch:
installed a procedure for complaints, the employee
“Algemene wet gelijke behandeling”).
can immediately approach the Netherlands
Institute for Human Rights.
A legislative proposal on equal pay for women
and men (in Dutch: “Wet gelijke beloning van
mannen en vrouwen”) is pending in the House 3. Enforcement/
of Representatives. According to the explanatory
memorandum, there is still a significant pay gap Litigation
in the Netherlands. The Act is intended as an
additional measure to be incorporated into the The employee can submit a discrimination complaint
Dutch Equal Treatment Act. to the Netherlands Institute for Human Rights. It
is also possible to request an official opinion on
the complaint from the Institute. In that case, a
2. Remedies procedure for such complaints will be launched.
This is only possible in discrimination cases. The
Under existing legislation, the presumption of
Netherlands Institute for Human Rights assesses
evidence to demonstrate unequal pay rests with
whether the discrimination complaint is justified
the employee. It is up to the individual employee
on the basis of the legislation on equal treatment.
to demonstrate whether he/she may unjustifiably
Bear in mind however, that the judgments of the
earn less than a colleague performing the same
Institute are not legally binding.
work. However, it can be difficult for the employee
to acquire the relevant facts and figures. If the
employer refuses to provide actionable data or 4. Other Requirements
impedes efforts to adjust salaries to achieve pay
equity, the employee can initiate a procedure with In addition to the certification, the employer must
the Courts. provide information in the annual report on the
extent of the differences in pay between female
Should the abovementioned Act enter into force, and male employees. This will only apply if the
the burden of proof will shift from the employee Act on equal pay for women and men is formally
to the employer. This will be structured according adopted. Per the proposed Act, the Minister of
to a certification system. Large companies (with Social Affairs and Employment is given the legal
more than 50 employees) must obtain a certificate task to inform the Dutch parliament, every two
showing that they pay women and men equally, years, as to the developments concerning the pay
meaning that women and men in the same gap in the Netherlands, what the expectations are
position and with the same working hours, receive and which policies are being developed in this area
equal pay. The certification will be granted by an to reduce the pay gap.
independent body.

VII. SOCIAL MEDIA AND
DATA PRIVACY
1. Restrictions in the 2. Employee’s Use
Workplace of Social Media
a. Can the employer monitor,
to Disparage the
access, review the employee’s Employer or Divulge
electronic communications? Confidential
The employer can restrict the use of Internet and Information
social media during working hours by a guideline/
code of conduct that states the rules about this In the Dutch Civil Code, it is laid down that an
usage. The employer must inform the employees employee may never insult his/her employer. Also,
about the email and Internet-policy within the the employee is not allowed to disclose confidential
company. The employer is allowed to check information about the company. In Dutch
whether these rules are being followed, but the employment law, a severe insult of the employer
surveillance of private use of Internet during work or his/her family members, as well as divulging
cannot conflict with the employee’s fundamental confidential information about the company may
right of privacy. result in an urgent reason for dismissal.
If the employer checks this by using investigation

equipment, the employees must be informed
beforehand about this. If the employer notices a
violation, the employee must be informed about
this as well. Especially with the new EU Regulation
on privacy that entered into effect on 25 May 2018,
employers must decide in each situation what level
of privacy is required.

VIII. TERMINATION OF
EMPLOYMENT CONTRACTS
1. Grounds for permission only if there is a reasonable ground for
dismissal and redeployment within a reasonable
Termination period of time is (even after training) not possible
or reasonable. The Employee Insurance Agency
A fixed-term employment contract or a contract procedure takes approximately four weeks as soon
for a specific project ends by operation of law as it has received all the necessary information.
upon expiration of the term or completion of the
project, without notice being required. However, After permission has been granted, notice is to be
as from 1 July 2015 an employer is obliged to given with due observance of the notice period.
notify the employee at least one month before Due to the time involved in obtaining permission
the ending of a fixed-term contract of six months from the Employee Insurance Agency, the employer
or longer whether the employment contract will can deduct the duration of the procedure from the
be extended and, if so, subject to what terms and notice period (provided that at least one month of
conditions. Furthermore, pursuant to Article 7:657 notice remains).
of the Dutch Civil Code, the employer is obliged to
inform an employee who has a fixed-term contract Notice must be given with effect from the end
about vacancies with an open-ended employment of the calendar month, unless another day has
contract. been designated by written agreement, internal
regulations, a Collective Labour Agreement or by
An open-ended employment contract can be custom. Please see section III. part 4. above for the
terminated in the following ways: notice period that has to be observed.
• the employer gives notice after receiving Permission will not be granted in case – among
permission from a governmental organisation; others – termination is impossible because of
• the employee consents after the employer has a statutory prohibition against terminating an
given notice, without the abovementioned employment contract by giving notice, for instance,
permission; during illness shorter than 104 weeks (unless the
• court proceedings; illness starts after the request for permission to give
• mutual consent; notice was received by the Employee Insurance
• dismissal because of an urgent reason; Agency), pregnancy, if the employee is a member
• notice given by the employee. or the secretary of the works council.
Since 2015, there is a possibility of appeal against a

a. Employer gives notice to decision of the Employee Insurance Agency.
terminate
In case of dismissal on economic grounds or because
b. Termination with the
of long-term incapacity of work, an employer can consent of the worker
terminate an employment contract by giving notice
after the Employee Insurance Agency (in Dutch: In case an employer has given notice without
UWV) has given permission to do so by a dismissal permission of the Employee Insurance Agency,
permit. The Employee Insurance Agency will grant an employee can give his/her consent concerning
the termination of the contract. However, there

is a reflection period of 14 days, during which After filing the petition with the competent Court,
the employee can withdraw his/her consent. the employee is offered the possibility to file a
The employer has to point out the reflection statement of defence. The Court will then set a date
period within two days after the employee has for a hearing, during which the parties can explain
given his/her consent. If the employer fails to do their opinions. The Court could grant the request
so, the reflection period will be extended to 21 for termination and dissolve the employment
days. In principle, the employee does not waive contract, or it could deny the request. The Court
his/her right to receive the benefits on the basis must take into account the notice period in the
of the Unemployment Insurance Act (in Dutch: case where the contract is dissolved. Since 1 July
Werkloosheidswet) when he/she gives consent, if 2015, there is a possibility to appeal against the
he/she meets the conditions of that Act. Court’s judgment.
c. Termination by decision of d. Termination by mutual

the Court consent
The Court can terminate an employment contract An employment contract can be terminated
in case a reasonable ground for dismissal exists and by mutual consent. No notice period needs to
redeployment within a reasonable period of time be observed (although it is usual to do so) and
is (even after training) not possible or reasonable. the employer and the employee can agree on a
An employment contract can be terminated reasonable severance package. An employee is (in
by decision of the Court, by filing a petition for principle) entitled to unemployment benefits in
dissolution in case of: case he/she accepted the proposal of the employer
to terminate the employment contract.
• frequent and disruptive absence due to illness;
• unsuitability for the position/underperformance If the parties agree on termination by mutual
(other than because of illness); consent, the employer would of course not need
• culpable acts or omissions of the employee; to substantiate its reasons for termination to either
• refusal to work due to a serious conscientious the Court or the Employee Insurance Agency.
objection; However, the employer would still need to convince
• impaired working relationship as a result of which the employee to agree. If the employer does not
the employer cannot reasonably be re q u i re d have sufficient reasons, the employee may not be
to continue the working relationship; willing to accept a termination by mutual consent
• dismissal based on cumulation ground; at all or only if the employer pays a fair amount of
• other reasons and/or circumstances (by way of severance.
an exception).
The employee has a reflection period of 14 days,
A new ground for dismissal, called the cumulation during which the employee can terminate the
ground, was introduced as part of the Balanced termination agreement in writing. If no written
Labour Market Act (in Dutch: WAB). The cumulation reflection period is inserted in the termination
ground allows an employer to combine different agreement, the reflection period will be extended
grounds for dismissal, whereas these other to 21 days.
grounds are, by themselves, insufficient to justify
a dismissal. The cumulation ground can only be e. Immediate dismissal for
applied for the dismissal motives mentioned above
and cannot be employed for dismissals on the urgent cause
grounds of (i) business economics or (ii) due to long-
term incapacity for work. In case an employment is Pursuant to Article 7:678 of the Dutch Civil Code,
terminated on the basis of a cumulated dismissal, the employer may summarily dismiss an employee
the Court can grant an extra severance, equal to if the employee has engaged in such misconduct
a maximum of half of the transition payment, in that the employer cannot reasonably be expected
addition to the statutory transition payment that to continue the employment relationship any
the employee is ordinarily entitled to receive. longer. An urgent reason must exist, in which

case the employment contract will be terminated As of 1 April 2020, a new compensation scheme
with immediate effect. The urgent reason must entered into force. Employers can apply for
be communicated to the other party immediately compensation for the transition payment, if they
and the employment contract must be terminated dismiss an employee on the grounds of long-term
without notice. occupational disability (after two years of sickness).
f. Employee elects to resign Moreover, as of 1 January 2021, in the event of a

closure of a business by the employer for reasons
An employee is always permitted to terminate the of illness or pension, the employer will now be
employment contract with due observance of the compensated. Employers must satisfy a number
applicable notice period. of narrowly circumscribed conditions in order to
qualify for compensation. It is important to note
that this option is only available to small-business
2. Collective Dismissals employers (with less than 25 employees) who owe
a transition payment incurred during a period of
If an employer wants to dismiss 20 employees or six months prior to the consent of the Employee
more within a term of three months within one Insurance Agency or termination of an employment
of the working areas of the Employee Insurance contract.
Agency, it must, according to the Dutch Collective
Redundancy (Notification) Act (in Dutch: Wet For calculating the duration of an employment
Melding Collectief Ontslag), notify and consult the contract, one or more employment contracts
relevant trade unions and notify the Employee between the same parties (or successors) that have
Insurance Agency of its intention to do so. It is also followed each other with intervals lasting no longer
necessary to take into account all employments than six months, will be counted together.
contracts that will be terminated by mutual
consent. If the employer fails to comply with its b. Exceptions to entitlement
obligation under this Act, the employee has a right
to nullify the termination of his/her employment of the transition payment
contract.
There are a number of exceptions regarding the
transition payment, the most important of which
3. Individual Dismissals are set out below.
The statutory transition payment will not be due if

a. Is severance pay required? the employee is younger than 18 and the average
working hours did not exceed 12 hours per week.
A statutory transition payment (in Dutch:
The transition payment will also not be payable if
transitievergoeding) was introduced, effective 1
the employment contract ends as a result of the
July 2015.
employee reaching the pensionable age, or another
age at which the employee is entitled to a pension.
From 1 January 2020, employees are entitled to a
Furthermore, the transition payment will not be
transition payment (in Dutch: transitievergoeding)
paid if the employment is terminated or otherwise
from the first day of employment, as well as during
ceases to continue as a result of a grave culpable
probationary periods. An employee will receive a
act or omission, on the part of the employee (e.g.,
third of the monthly salary per calendar year. The
a legally valid summary dismissal). In the latter
transition payment is capped at EUR 83.000 gross
case, the Dutch Cantonal Court may also grant
- or if the employee is entitled to a higher annual
the transition payment, in whole or in part, if the
salary - then one annual salary. The transition
absence of any payment, regardless of the amount,
payment is not due if the employee terminates the
would be deemed unacceptable in accordance with
employment contract, unless this termination is a
the criteria of reasonableness and fairness.
result of seriously culpable actions on behalf of the
employer.

c. Fair dismissal payment b. What are the standard
provisions of a Settlement
In addition to the statutory transitional payment,
the Court may also award a fair dismissal payment Agreement?
in case of seriously culpable acts and omissions
on the part of the employer. This only applies to The settlement agreement usually contains
exceptional situations. provisions including (among others):
• the names of the parties involved;

D. ADDITIONAL DECISIONS AND • the reason for termination;
REGULATIONS • the dismissal payment (can be zero);
• the termination date;
In 2015, supplementary orders and decrees • whether or not the employee will be exempt
became effective. The ‘Decision on conditions from work;
for deducting costs from transition payments’ • payment of the remaining number of holidays (if
stipulates for example, the conditions under which any, or in derogation of the statutory provision);
it is permissible for an employer to deduct costs that • the right of the employee to dissolve the
were made for the benefit of the employee, during settlement agreement within 14 days after
the employment, from the transition payment. conclusion. If this is not included in the agreement,
A distinction is made between transition costs the reflection period will be extended to 21 days
(such as costs for retraining and outplacement) after conclusion;
and employability costs (costs that increase an • usually full and final discharge when all the
employee’s employability outside the employer’s provisions of the settlement agreement are
company). fulfilled.
4. Separation c. Does the age of the

employee make a difference?
Agreements
Under Dutch law everyone from the age of 16
a. Is a Separation Agreement years old is considered to be legally competent
to sign a (employment) contract. However, when
required or considered best the employee is under 18 years old, the legal
practice? representative of the underage employee can void
a signed contract. Therefore, it would be wise to
In Dutch employment law, separation agreements involve the legal representative(s) of an underage
are used when the employment contract will be employee when signing a settlement agreement.
terminated with mutual consent (the so-called
settlement agreement). In an agreement as such,
the employer and employee arrange under which
d. Are there additional
conditions they may terminate the contract. A provisions to consider?
settlement agreement is not a legal requirement
but is considered best practice (as an employee Possible additional provisions in the settlement
is also able to apply for unemployment benefits agreement to be considered are how to settle
after concluding a (legally correct) settlement the non-competition, non-solicitation and non-
agreement). poaching clauses (if any), to reconfirm the secrecy
clause and penalty clause, to return company
property and to refrain from negative statements
about one other.

5. Remedies for
Employee Seeking to
Challenge Wrongful
Termination
After concluding a settlement agreement, the
employee has a reflection period of 14 days. During
that period the employee can withdraw the given
consent at any time, without having to give an
explanation for his/her change of mind. When this
period is over, it is still possible under Dutch law to
void a contract. A contract is voidable if for example
one of the parties misused the circumstances that
the other party was in while signing the settlement
agreement, or if a party was misled into signing
the contract by the other party. The time limit
for invoking a voidable settlement agreement on
one of the above-mentioned terms is 3 years. If
the employment contract is not terminated by
a settlement agreement, the possibilities for an
employee to challenge a wrongful termination are
discussed under section VIII. part 1. above.
6. Whistleblower Laws
In the Netherlands, we have the Dutch
Whistleblowers Authority, which is for employees
who want to report an abuse in the workplace
within the public or private sector. The
Whistleblowers Authority provides advice, support
and, if necessary, carries out investigations. The
Whistleblowers Authority Act, which came into
force in the Netherlands on 1 July 2016, underlies
the establishment of the Whistleblowers Authority.
This Act obliges all organisations in the Netherlands
with more than 50 employees to introduce
an internal reporting procedure for reporting
abuses. The Act also bans retaliation against the
whistleblowers (individuals) who have reported a
possible abuse in the proper manner.

IX. RESTRICTIVE
COVENANTS
1. Definition of The employer can enforce the non-competition
clause in Court and claim damages from the
Restrictive Covenants employee. In practice, a penalty clause is usually
agreed upon between the parties on the basis of
A restrictive covenant is a clause included in the which the employee has to pay an agreed amount
(signed) employment contract that prohibits to the employer, if the employee breaches the non-
the employee from engaging in certain activities competition clause. The employer might also take
for a specified period of time. The clauses must the new employer to Court as the new employer
be written down in a language the employee might act unlawfully by hiring an employee while
understands. Examples of restrictive covenants are: knowing that the employee breached the non-
competition clause with the previous employer.
• a non-compete clause;
• a non-solicitation clause; Enforcement of the non-competition clause can
• a secrecy clause. also be mitigated or denied by a Court. A non-
competition clause may become (in whole or
partly) invalid if the responsibilities ensuing from
2. Types of Restrictive the employee’s position are substantially amended.
If the non-compete clause prevents the employee
Covenants from being employed elsewhere, the Court may
order that the employer has to compensate the
a. Non-compete clauses employee during the period in which the employer
holds the employee to the non-compete clause.
In principle, employing a non-competition clause The employer can unilaterally release the employee
in a fixed-term employment contract is prohibited, from his/her obligations under the non-compete
unless the employer has a substantial business clause in which case the employer will no longer be
interest in including such a clause (which must be required to pay any compensation.
substantiated in the employment contract).
b. Non-solicitation clauses
Non-competition clauses, effective for a certain
scope of activities, a certain geographical area and/ Employment contracts can also contain a non-
or for a certain number of years, must be agreed solicitation clause, which stipulates that the
upon in writing. Furthermore, the employee must employee is not allowed to solicit his/her
be at least 18 years old at the time of signature. employer’s customers or employees during or after
his/her employment. The clause has to be in a
The restriction must be limited to what is language the employee understands. There are no
reasonably necessary to protect the employer’s other requirements as to form.
business interests. Typically, a duration of one year
is considered reasonable. Limitations as to territory The employer can enforce the non-solicitation
and the nature of activities depends on the branch clause in Court and claim damages from the
in which the employer operates and the position of employee. In practice, a penalty clause is usually
the employee. agreed upon between the parties on the basis of
which the employee has to pay an agreed amount

to the employer, if the employee breaches the
non-solicitation clause. Enforcement of the non-
4. Use and Limitations
solicitation clause can be mitigated or denied by a of Garden Leave
Court.
In principle, garden leave is not a concept recognised
3. Enforcement of under Dutch law. Unilaterally releasing an
employee of his/her duties without the employee’s
Restrictive Covenants – consent, is prohibited. If an employee does not
agree to a release, the employer can suspend the
Process and Remedies employee. However, the employer should be able
to substantiate the reason behind the suspension
A restrictive covenant can be enforced in Court if and if a fair reason is not in place, the employee
an employee does not comply with the restrictions, can claim reinstatement (even in Court). The main
which follow from contract. In Court, it will first question is what a “good employer” would do in
be decided whether the restrictive covenant in a similar situation. If a good employer would have
the employment contract is valid, and secondly, never reasonably given a release/suspension in this
whether the employee breached it. situation, it would be unlawful for the employer to
do so.
The clause is valid if the prohibition is limited
to what is reasonably necessary to protect the
employer’s business interests. Typically, a duration
of one year is considered reasonable. Limitations
as to territory and nature of activity depend on the
branch in which the employer operates and the
area where the employee lives.
If it is decided that the employee did not comply

with a validly agreed restrictive covenant, the
employer can request the Court to issue a ban and
to impose a penalty. The employer can also claim
damages from the employee for not complying
with what they agreed upon.
An employee can also go to Court and ask to

(partially) void a restrictive covenant.

X. TRANSFER OF
UNDERTAKINGS
1. Employees’ Rights in The European Court of Justice has - for example
- ruled that in a labour-intensive company, the
Case of a Transfer of group of employees who do the work constitute
the economic entity. If an essential part (in terms
Undertaking of quantity or expertise) of these employees is
employed directly by the acquirer, in principle,
a. In General preservation of the identity of the enterprise can
be assumed as a result of which the regulations
The Directive on employee rights and obligations pertaining to a transfer of undertaking are
in connection with a transfer of undertaking is applicable. In another case, the European Court
implemented in Articles 7:662 – 666 of the Dutch of Justice ruled that the identity of the company
Civil Code. According to these articles, a transfer was not based on its employees, but on its tangible
of undertaking is “a transfer resulting from an fixed assets (in that case, buses).
agreement, merger or split of an economic entity,
which entity maintains its identity.” It is explicitly If the criteria of the articles 7:662 – 666 of the
stipulated that a part of a company may also be Dutch Civil Code are met, upon the transfer of a
regarded as an economic entity. business, the rights and obligations of the employer
and that business under the existing employment
In other words, the applicability of Articles 7:662 - contracts with the employees will be automatically
666 of the Dutch Civil Code depends on whether or (by operation of law) transferred to the acquirer
not the identity of the transferred entity remains of the business. A prohibition of termination is
the same. A direct contractual relationship between applicable in case the reason of such termination is
the transferor and the transferee is not required for the transfer of undertaking.
the Directive to be applicable: the transfer may take
place through the mediation of a third party, such b. Employee representation
as the owner or the person putting up the capital.
The employer has to consult the works council
It is necessary to assess the facts in order to (or other employee representative body) about
conclude whether or not the identity of the entity a proposed decision regarding the transfer of
will transfer. According to case law, the identity of activities. The employer has to provide the works
(part of) a company can be determined by various council or employee representative body with
factors, including (but not limited to): (a) the type of information on the grounds of the intended
business; (b) whether or not its tangible assets, e.g. decision, the consequences for the employees, and
buildings and movable property, are transferred; the intended measures to be taken. The employer
(c) the value of its tangible assets at the time of also has to inform the individual employees
the transfer; (d) whether or not the majority of its about the transfer of an undertaking and the
employees are taken over by the new employer; consequences thereof for the employee.
(e) whether or not its customers are transferred;
(f) the degree of similarity between the activities
carried on before and after the transfer; and (g)
the period, if any, for which those activities were
suspended.

2. Liability of Former
Employer and
Successor
For one year after the transfer of the business, the
seller and the acquirer are jointly and severally
liable for the fulfilment of the obligations under the
employment contracts insofar as these obligations
are accrued before the transfer.
a. Pension rights
In principle, the buyer has to continue to apply
the pension scheme of the seller. There are three
exceptions: 1) if the buyer has its own pension
scheme which he offers to the transferring
employees; 2) if the buyer has to apply a mandatory
sectoral pension scheme; 3) if a Collective Labour
Agreement deviates from the pension scheme.
B. EMPLOYEE’S OBJECTION
If an employee explicitly objects to the transfer,
the employee will not enter into the employment
of the transferee. The employment contract of the
employee will thus end by operation of law at the
time of the transfer.

XI. TRADE UNIONS AND
EMPLOYERS ASSOCIATIONS
1. Brief Description 2. Rights and
of Employees’ Importance of Trade
and Employers’ Unions
Associations Trade unions play important roles in case of
collective dismissals, strikes and collective
Only in case of a collective dismissal, or if provided bargaining. Trade unions can also represent the
by a Collective Labour Agreement, the employer is individual interests of employees. Contrary to the
obliged to inform the trade unions when it reports Works Council (see below) there is no statutory
its intention to implement the dismissal to the number of members and everyone can become a
Employee Insurance Agency. The dismissal can be member of a trade union.
reported to the trade unions by sending them a
copy of the written notification to the Employee
Insurance Agency (provided that any applicable 3. Types of
Collective Labour Agreement does not oblige the
employer to inform the trade unions at an earlier Representation
stage).
Trade unions are involved in collective dismissals,
As set out under section VIII. part 2. above, after strikes and collective bargaining. Members of a
the report has been made, there is a one-month trade union can also be represented in case of an
waiting period. No waiting period applies if the individual dismissal.
report is accompanied by a statement of the
trade unions confirming that they were consulted a. Number of Representatives
and that they agree with the termination of the
contracts. There is no minimum or maximum number of
representatives to form a trade union. Nevertheless,
Frequently, a social plan (e.g. termination packages) trade unions with a large number of representatives
is negotiated. There is no legal obligation for the obviously have more influence.
employer to negotiate the content of a social plan
with the trade unions. Nevertheless, a social plan
often forms an important part of the negotiations
b. Appointment of
with the trade unions, as they will base their support Representatives
on the content of that plan. If the employer and
the trade unions conclude a social plan, a Court will Dutch law does not provide rules for the
usually award the employee a severance amount in appointment of representatives of trade unions.
accordance with that social plan, unless application
would be clearly unfair to the employee.

4. Tasks and 50 employees
50 – 100 employees
3 members
5 members
Obligations of 100 – 200 employees
7 members
9 members
Representatives 400 – 600 employees
11 members
13 members
1000 – 2000 employees 15 members
Dutch law does not provide rules about the tasks
2000+ employees 2 more members, up
and obligations of representatives of trade unions. to a maximum of 25
members, for every
5. Employees’ 1000 employees beyond
the initial 2000
Representation in
If the employer gives permission, the works council
Management can determine another number of members in its
regulations.
All employees (including managers) can become
members of a trade union. Please note that an
employer cannot terminate an employment
c. Nomination of
contract of an employee because of his/her representatives
membership of a trade union. However, the
employee is obliged to act in accordance with rules Employees can stand for election for the works
regarding the concept of “good employeeship”. council if they have been in service for at least one
An employee may not interrupt the business of an year. The election of the members of the works
employer unreasonably, because of trade union council is executed by a secret written vote on
work and such activities may only be performed the basis of one or more lists of candidates. An
during office hours if the employer provided employee is allowed to vote if he/she has been in
consent beforehand. service for at least six months.
6. Other Types d. Tasks and obligations of

representatives
of Employee
Information Right of the Works Council
Representative Bodies
The works council is entitled to receive all
a. Types of representation information, which it reasonably needs to properly
perform its duties. The information shall be
According to the Dutch Works Council Act (in Dutch: provided in writing, if requested. At least twice per
Wet op de ondernemingsraden), an entrepreneur year the employer shall inform the works council
maintaining an enterprise in which, as a rule, at orally or in writing of the expectations regarding
least 50 employees work, is obliged to establish a the activities and the results of the enterprise in the
works council for the purposes of consultation with coming period, in particular with respect to matters
and representation of the employees employed by in which the prior advice of the works council is
the enterprise. The obligation to establish a works required and to all investments in the Netherlands
council may also result from a provision to this and abroad. Furthermore, the employer must
effect in a Collective Labour Agreement. provide the works council with specific information
concerning any proposed decision on which the
b. Number of representatives prior advice of the works council is required.
The number of works council members is calculated

as follows:

Right of Advice can reject the decision only if the decision was
“manifestly unreasonable.”
Pursuant to Article 25 paragraph 1 of the Dutch
Works Council Act the employer is obliged to Except for the one-month waiting period, there
request the advice of its works council in advance, are no statutory terms for the works council
in case of an intended decision regarding, among consultation. The Dutch Works Council Act only
others: requires that the advice should be requested
within a reasonable time frame to allow the works
• transfer of control of the company or a part council to have a say in the decision that is to be
thereof; taken. In general, approximately two months pass
• establishment, take-over or relinquishment of between submitting the request for advice to the
control of another company, or entering into or works council and receiving the works council’s
making a major modification to or severing a advice. The decision to reorganise can only be taken
permanent co-operative venture with another and implemented if the works council renders a
company, including entering into or effecting positive recommendation or, if it issues a negative
major changes of or severing of an important recommendation or no advice, after a one-month
financial participation on the account of or for waiting period.
the benefit of another company;
• termination of the operations of a company or a Right of Consent
major part thereof;
• major reductions or expansions or other changes Pursuant to Article 27 paragraph 1 of the Dutch
to the company; Works Council Act the employer is obliged to
• major changes in the organisational structure of request the prior consent of its works council for
the company or in the allocation of powers within decisions regarding the establishment, modification
the company. or withdrawal of regulations concerning (among
others) pension insurance, profit sharing, working
The advice must be requested within a reasonable hours, job classification and remuneration. If
time frame to allow the works council to have a say the works council refuses to give its consent,
in the decision that is to be taken. The request for the employer can ask the Cantonal Court to give
advice must include a summary of the reasons for consent. The Cantonal Court will only give consent
the decision, the expected consequences (if any) if the decision of the works council is unreasonable
and the measures proposed in response. The works or if the intended decision of the entrepreneur is
council cannot issue its advice until the matter has necessary because of compelling business interests.
been discussed in at least one consultation meeting.
If, after the advice has been issued, the employer The request for consent must be in writing and
decides to go through with the planned decision, must include a summary of the reasons for the
it must inform the works council accordingly in intended decision and the expected consequences
writing. for the employees (if any). The works council cannot
give consent until the matter has been discussed
Should the employer’s decision deviate from the in at least one consultation meeting. After the
advice given by the works council, the employer must consultation meeting, the works council must
give a full account of the reasons why (in writing). inform the employer as soon as possible about the
The execution of the decision must be postponed decision, written and reasoned. After the decision
for one month. During that month, the works of the works council, the employer has to inform
council may lodge an appeal with the Companies the works council as soon as possible about the
Chamber of the Court of Appeal in Amsterdam (in decision that has been taken by the employer and
Dutch: Ondernemingskamer van het Gerechtshof on which date the decision will be implemented.
Amsterdam). An appeal may also be lodged if the
employer fails to request advice. An appeal may The consent is not required if the matter is included
only be lodged if, in weighing the interests involved, in a Collective Labour Agreement or a regulation
the employer in all reasonableness could not have of employment conditions established by a public
arrived at the decision. The Companies Chamber body.

If any decision as mentioned in Article 27 paragraph
1 of the Dutch Works Council Act is taken without
the consent of the works council or the Cantonal
Court, that decision is void if the works council
invokes the nullity of the decision within one
month after being informed about the decision, or
in absence of being informed, within one month
after the decision was implemented and the work
council was aware of that.
The works council can ask the Cantonal Court to

oblige the employer not to execute the decision.
The employer can ask the Cantonal Court to declare
that the works council wrongly invoked nullity of
the decision.
Right of Advice re: Appointment and Dismissal of

Director
The employer must give the works council the

opportunity to give advice about every intended
decision to appoint or dismiss the director of the
employer. The advice must be requested within a
reasonable time frame to allow the works council
to have a say in the decision that is to be taken.
The employer informs the works council about
the reasons of the intended decision. In case of
the appointment of the director the employer
has to provide information so that the works
council can give an opinion. The works council can
request for the matter to be discussed in at least
one consultation meeting. If, after the advice has
been issued, the employer decides to go through
with its intended decision, it must inform the
works council accordingly in writing. Should the
employer’s decision deviate from the advice given
by the works council, the employer must give a full
account of the reasons why (in writing). There is no
right of appeal.
Employees’ Representation in Management
In principle, every employee (including managers)

can stand for election for the works council if
the employee has been in service for at least 12
months. Only the executive director is excluded
from election.

XII. EMPLOYEE BENEFITS
1. Social Security which they were accrued, unless the employee was
not reasonably able to take them, but the scheme
applies only in respect to the statutory minimum
Social security in the Netherlands can be subdivided
of vacation days. In addition, ill employees will be
into social insurance benefits (in Dutch: sociale
entitled to accrue the same full number of vacation
verzekeringen) and social welfare benefits (in Dutch:
days as employees who are not ill.
sociale voorzieningen), depending on the source
of the funding. Social insurance is funded from
In general, the vacation period is fixed according
the contributions paid by employees. This system
to the employee’s wishes. If compelling business
is compulsory. All employees are automatically
reasons would not allow the employee to take
insured and pay a contribution. Social welfare
vacation during that specific period, the employer
benefits are financed from central governmental
should inform the employee (in writing) within two
funds.
weeks after the employee’s request (in writing), in
default of which the period is fixed according to the
a. Required Contributions employee’s wishes.
Dutch law requires employers to make certain In addition to vacation days, employees are entitled
withholdings from the employee’s salary for income to a holiday allowance, which, in general, equals
tax purposes and the employee’s national insurance 8% of the annual salary, insofar as the annual salary
contributions. An employer is furthermore required does not exceed three times the annual equivalent
to pay certain social security premiums for its of the minimum wage.
employees.
b. Maternity Leave
2. Healthcare and
Female employees have the right to (at least) 16
Insurances weeks of maternity leave. During this maternity
leave, the Employee Insurance Agency will pay
In the Netherlands, there is no obligation for the 100% of the daily wage, not to exceed the maximum
employer to provide for a healthcare insurance daily wage.
policy.
The maximum daily wage in the Netherlands is
currently EUR 219,28.
3. Required Leave
c. Birth Leave
a. Holidays and Annual Leave
From 1 January 2019, partners will have five days
Pursuant to Article 7:634 of the Dutch Civil Code, of birth leave at full pay after the birth of their
employees are entitled to a statutory minimum child (based on full-time employment). Partners
number of vacation days equivalent to four can choose to take this leave immediately after the
times the weekly working hours. For example, an birth of their child, or to spread the leave over the
employee with a full-time workweek of 40 hours first four weeks after the birth.
is statutorily entitled to a minimum of 20 vacation
days per year. As of 1 July 2020, partners can take additional birth
leave for up to 5 weeks. First, the partner must
As from 1 January 2012, vacation days will lapse if take the 5 days of birth leave (based on full-time
they are not taken within six months after the year in

employment). During this leave, the employee is
entitled to 70% of his or her salary (increased up
4. Pensions: Mandatory
to the maximum daily wages). The additional birth and Typically Provided
leave must be taken within 6 months of the child’s
birth (on or after 1 July 2020). In general, an employer is not obliged to provide
pension benefits to an employee unless it has
d. Parental Leave promised the employee that it would provide
for a pension scheme, or if a Collective Labour
An employee with a child under eight years old Agreement or government initiative requires so. If
in his or her care, is entitled to parental leave. the employer has offered a pension scheme to one
The employee can take at most 26 times his/her of the employees, it is obliged to offer the same
number of weekly contractual hours as parental pension scheme to all other employees.
leave. The right of parental leave ends when the
child becomes eight years old. Parental leave is
unpaid leave and no holiday entitlements will be Christiaan Oberman
built up during the hours of parental leave. Partner, Palthe Oberman Advocaten
[email protected]
+31 20 344 610 1
e. Sickness Leave
Pursuant to Article 7:629 of the Dutch Civil Code,
employers are obliged to continue to pay the
salaries of sick employees for the first two years of
illness. The employer is obliged to pay 70% of the
employee’s salary. The salary paid by the employer
during the first year of sickness cannot be less
than the minimum wage. For the second year, the
minimum wage limit does not apply. The 70% is not
calculated on the amount of salary that exceeds
the maximum daily wage. Most employees in the
Netherlands are bound to a diverging clause laid
down in either an individual employment contract
or a Collective Labour Agreement (such clauses are
often more favourable to the employee).

PALTHE OBERMAN
netherlands
Palthe Oberman Advocaten is the first niche law firm Contact Us
in the Netherlands to focus exclusively on employment For more information about L&E Global, or an initial
law in a broad sense, including labour migration, and consultation, please contact one of our member
on civil-servants law. The firm was established in 2001 firms or our corporate office. We look forward to
by its three founding partners under its current name, speaking with you.
and has steadily grown since then in terms of the
number of clients and lawyers. Palthe Oberman aims L&E Global
for the right balance in all its activities. High quality Avenue Louise 221
and flexibility for both its clients and lawyers are B-1050, Brussels
paramount. The firm’s flexibility is based on speed and Belgium
personal contacts. The firm is recognised by Chambers +32 2 64 32 633
and The Legal 500, among others. www.leglobal.org
This memorandum has been provided by:
Palthe Oberman
Prins Hendriklaan 41
1075 BA AMSTERDAM
The Netherlands
P +31 20 344 610 0
www.paltheoberman.nl

an alliance of employers’ counsel worldwide
This publication may not deal with every topic within its scope
nor cover every aspect of the topics with which it deals. It
is not designed to provide legal or other advice with regard
to any specific case. Nothing stated in this document should
be treated as an authoritative statement of the law on any
particular aspect or in any specific case. Action should not
be taken on this document alone. For specific advice, please
contact a specialist at one of our member firms or the firm
that authored this publication.
L&E Global CVBA is a civil company under Belgian law that

coordinates an alliance of independent member firms. L&E
Global does not provide client services of any kind. Such
services are solely provided by the member firms in their
respective jurisdictions. In certain circumstances, L&E Global
is used as a brand or business name in relation to and by some
or all of the member firms. L&E Global CVBA and its member
firms are legally distinct and separate entities. They do not
have, and nothing contained herein, shall be construed to
place these entities in the relationship of parents, subsidiaries,
agents, partners or joint ventures. No member firm, nor the
firm which authored this publication, has any authority
(actual, apparent, implied or otherwise) to bind L&E Global
CVBA or any member firm, in any manner whatsoever.

www.leglobal.org
2021-2022 / netherlands | 30

A Netherlands LEG - MEMO - Netherlands - 2021 - 2022

Uploaded by

Copyright:

Available Formats

A Netherlands LEG - MEMO - Netherlands - 2021 - 2022

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

A Netherlands LEG - MEMO - Netherlands - 2021 - 2022

Uploaded by

Copyright:

Available Formats

an alliance of employers’ counsel worldwide

employment law overview

employment law overview

employment law overview

2. Key Points Extra birth leave has been introduced as of 1

employment law overview

employment law overview

The Recruitment Code of the Dutch Association

employment law overview

employment law overview

A probationary period must be laid down in writing.

The probationary period for both the employer

• fewer than 5 years of service: 1 month

The employee must take into account a notice

The notice period may be reduced under a Collective

employment law overview

employment law overview

Employers are obliged to make a Risk Inventory

employment law overview

According to Dutch legislation, discrimination on

employment law overview

An employee can ask the Netherlands Institute for

employment law overview

employment law overview

If the employer checks this by using investigation

employment law overview

Since 2015, there is a possibility of appeal against a

employment law overview

c. Termination by decision of d. Termination by mutual

employment law overview

f. Employee elects to resign Moreover, as of 1 January 2021, in the event of a

The statutory transition payment will not be due if

employment law overview

• the names of the parties involved;

4. Separation c. Does the age of the

employment law overview

employment law overview

employment law overview

If it is decided that the employee did not comply

An employee can also go to Court and ask to

employment law overview

employment law overview

employment law overview

employment law overview

6. Other Types d. Tasks and obligations of

The number of works council members is calculated

employment law overview

employment law overview

The works council can ask the Cantonal Court to

Right of Advice re: Appointment and Dismissal of

The employer must give the works council the

Employees’ Representation in Management

In principle, every employee (including managers)

employment law overview

employment law overview

employment law overview

This memorandum has been provided by:

employment law overview

L&E Global CVBA is a civil company under Belgian law that