Netherlands: Employee Rights/ Labour Relations

A Dutch court has ruled that agency work arrangements lasting more than seven years cannot be considered temporary, potentially creating an indefinite employment relationship between the worker and the hiring company.

The Dutch government is advancing legislation that would significantly restrict flexible labour arrangements and extend protections for temporary workers.

This article examines critical employment law issues that frequently surface during legal due diligence in Dutch M&A transactions, including the risks of service agreement requalification, undocumented management arrangements, missing contractual protections, and works council compliance requirements. Understanding these employment-related red flags is essential for both purchasers and sellers to properly assess transaction risks and protect deal value.

Are Uber drivers employees or independent entrepreneurs? Dutch courts have tackled this question head-on, and their answer may surprise anyone expecting a clear-cut outcome.

Due to Covid‑19, remote and hybrid work has become normal in the Netherlands. Many organisations have formalised it in policies and individual agreements.

The Wennink report sounds a clear alarm: the Netherlands is losing ground in the global competition for talent. In this article from our series on the Wennink report, we examine the fiscal expat regime...

The Directive 2023/970/EC (Directive) aims to strengthen the principle of equal pay for equal work between men and women through transparency and enforcement mechanisms.

On April 18th, the Spring Memorandum (Voorjaarsnota) was announced, introducing a more favourable regime for employee stock option plans in startups and scale-ups. The proposed regime offers employees...

An employer in the Netherlands has to inform an employee in writing or electronically of the key terms of employment, including any bonus plan, within one month of starting work.