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Clear legal support for employees

Whether you’re a local or new to the Netherlands, navigating employment law can be overwhelming. If you’re unsure about a job offer, facing dismissal, or questioning a settlement, knowing your rights makes all the difference. I help Dutch and international employees understand their legal position and make informed decisions with clear and practical advice.

Clarity on your situation

Almost 10 years of legal experience

Trusted by employees across industries and nationalities

Clear communication in both English and Dutch

No-nonsense advice tailored to your situation

No more late-night Googling or uncertainty about your situation at work. I help you understand where you stand and what the sensible next step is, so you can make informed decisions and move forward with clarity.

Typically, this starts with a paid Quick Scan: a structured legal review of your situation where I examine the relevant facts, evaluate your legal standing, and outline your options and risks. This provides you with a clear, practical understanding of your case and the best next staps.

The Quick Scan is offered at a fixed fee, so you’ll know exactly what you’ll get and the cost upfront.

If necessary, I might suggest a brief initial call (10-15 minutes) to clarify key facts before starting the Quick Scan. This call is only to determine the next steps and does not constitute legal advice.

Understand what you're signing

Starting a new job or leaving one? I make sure that you fully understand what you’re signing, whether it’s an employment contract, a settlement agreement, or a non-compete clause. Acting early can protect your rights and improve your terms before it’s too late.

Walk away with a better deal

If you’ve received an exit offer or settlement, don’t sign just yet. I can negotiate on your behalf to secure better financial terms, fair conditions, and reduce long-term risks. Employers expect negotiation, and having legal support makes your position stronger, all while maintaining a smooth and professional process.

FAQ

You are not alone

How many annual holiday days am I entitled to?

There are two types of holiday entitlements in the Netherlands.

The first one is statutory holidays (“wettelijke vakantiedagen”). According to Dutch employment law, these are the minimum number of days of paid leave. You are entitled to at least four times your weekly working hours. For example, if you work 40 hours a week, you get 160 hours (20 days) of leave. If you work part-time, your entitlement is calculated proportionally.
In addition, your employer may offer extra leave (“bovenwettelijke vakantiedagen”). These are agreed upon in your employment contract or sometimes in the collective labour agreement (“cao”).

What happens if I get ill during my holiday?

If you fall ill during your vacation, the days you are sick do not count as vacation days. You must report your illness to your employer immediately and follow the sickness reporting procedure. These sick days are then registered as sick leave rather than holiday leave.

How much notice do I need to give when resigning from my job?

The notice period depends on what is written in your employment contract or collective labour agreement (“cao”). If nothing is stated, the statutory notice period for employees is one month. This means you must give written notice at least one month before your intended last working day.

Am I entitled to holiday allowance (“vakantiegeld”)?

Yes. In the Netherlands, employees are entitled to holiday allowance. This is 8% of your gross yearly salary, usually paid once a year in May or June. Some employers choose to pay it monthly, but this must be agreed in your contract.

Let's protect your position

Whether you’re considering resigning, facing dismissal, or unsure about your contract, let’s ensure you’re protected.