Overview
Employment law in the Netherlands provides strong protection for employees while offering employers a clear framework for managing their workforce. Whether you are an international company hiring your first Dutch employees, an employer navigating complex dismissal procedures, or an employee facing workplace issues, understanding Dutch labor law is crucial.
At Law & More, we represent both employers and employees in all aspects of Dutch employment law. Our employment lawyers combine deep legal expertise with practical business understanding, helping companies build compliant HR practices and assisting individuals in protecting their workplace rights.
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What We Do
Employment contracts and HR policies
Dismissal procedures and redundancy
Summary dismissal for cause
Collective labor agreements (CAO)
Non-compete and confidentiality clauses
Directors' liability and D&O insurance
Sick leave and re-integration management
Works council matters
International employment and secondment
Employment disputes and litigation
Why Choose Law & More
Represent both employers and employees
Deep expertise in Dutch employment regulations
Practical, business-focused solutions
Experience with international employment structures
Multilingual service in English, Dutch, German, and more
Frequently Asked Questions
Common questions about employment law answered by our experts
Generally no. Dutch law provides strong protection - employers cannot dismiss solely due to illness during the first two years. After two years, dismissal may be possible with UWV permission if the employee cannot return to suitable work. Dismissal during sickness for reasons unrelated to illness (such as business economic reasons or serious misconduct) may be permitted.
Maximum two months for permanent contracts or fixed-term contracts over two years. One month for fixed-term contracts under two years. No probation allowed for contracts under six months. Must be agreed in writing before employment starts. During probation, both parties can terminate immediately without notice or severance.
Severance equals 1/3 monthly salary per year of service. Tax-free up to €90,050 (2026). Exceptions include summary dismissal for employee fault, termination during probation, and employee resignation.
Statutory minimum is one month (under 5 years service), two months (5-10 years), three months (10-15 years), and four months (15+ years). For employees always one month unless longer agreed (max six months). Notice must be mutual - employer's period cannot be shorter than employee's.
Key Legal Terms
Important terminology explained in plain language
Transition Payment (Transitievergoeding)
Statutory severance employers must pay when dismissing employees. Calculated as 1/3 monthly salary per year (first 10 years) + 1/2 monthly salary per year thereafter. Required after 24 months employment. Tax-free up to €90,050. Must be paid with final salary.
Chain Rule (Ketenregeling)
After three fixed-term contracts or 36 months employment (whichever first) within three years, the next contract automatically becomes permanent. Six month break resets the chain. Protects employees from indefinite temporary status.
Summary Dismissal (Ontslag op Staande Voet)
Immediate termination without notice or severance, only for very serious misconduct (theft, fraud, violence, gross negligence). Employer must act immediately and clearly state reasons. Threshold deliberately high to protect employees.
Collective Labor Agreement (CAO)
Agreement between employers/employer organizations and unions setting binding employment conditions for a sector or company. Covers wages, hours, vacation, pensions. When declared generally binding, applies to all companies in that sector. Approximately 80% of Dutch employees covered.
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