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Protect your business with practical legal advice

Employment issues can quickly become complex and costly. From contracts to termination, I help employers across the Netherlands navigate Dutch employment law with clear, practical guidance, balancing your business needs with respect and fairness for your employees. This way, you can avoid unnecessary risks and focus on what matters most.

Clear, compliant contracts that work

Hiring new staff or reviewing internal policies? I draft and review solid legal documents that protect your business and comply with Dutch law, including

Employment contracts

Freelance or contractor agreements

NDAs and non-compete clauses

Company handbooks and HR policies

Resolve issues before they escalate

When facing dismissals or internal conflicts, I am here to guide you through managing them professionally, protecting your business while ensuring a fair and easy process for everyone involved. Whether you need advice on termination, drafting a settlement agreement, or handling negotiations, I can help you:

Proactive legal support on your terms

Whether you’re facing a challenge or planning ahead, I offer step-by-step legal support that keeps you in control. To help you get started, I offer a complimentary initial consultation, allowing you to understand your options and how I can assist. Early advice enables you to avoid bigger problems and unnecessary costs down the line, fostering positive outcomes for your business and your people.

FAQ

You are not alone

How many yearly vacation days does my employee get?

There are two types of holiday entitlements in the Netherlands.

The first one is the statutory holidays (wettelijke vakantiedagen). According to Dutch employment law, these are the minimum number of days of paid leave. The statutory number of annual leave hours is at least four times the weekly working hours. For example, an employee works 40 hours a week, which gives them a right to 4×40=160 hours of leave. Regarding part-time employment, the number of leave hours is calculated proportionally.

As an employer, you could offer extra leave (bovenwettelijke vakantiedagen) on top of the statutory holidays. These can be set out in the employment contract or sometimes be required by the collective labour agreement (CAO).

What probation period can I apply for my employee's contract?

When hiring a new employee, the employer can include a probation or trial period (proeftijd) in the employment contract. During this period, both parties can terminate the contract without giving a proper reason.

A trial period is only valid when it is agreed in writing as part of the employment contract unless trial periods are part of the Collective Labour Agreement (CAO) for your sector. A trial period for a contract of 6 months or less is not valid.

The probation period depends on the duration of the employment contract but can never be more than two months. The same period applies to both the employer and the employee.

> For a temporary employment contract between 6 months and no longer than two years: one month;

> For a temporary employment contract lasting longer than two years, or a permanent contract: two months.

The probation period can be null and void when:

> The contract is for 6 months or less;

> When a contract is extended without any changes to the type of work or responsibilities of the employee;

> When temporary employment changes into permanent employment, again without any changes;

> When the probation period is not agreed to in writing.

Do I have to inform my employee if I don't wish to renew their contract?

For employment contracts of 6 months and longer, a notice (aanzegplicht) has to be given to the employee if you don’t want to extend their contract. Furthermore, the employer has to inform the employee at least one month before the contract expires whether it shall be renewed and, if so, under which conditions the contract will be extended.

Failure to comply with the notice obligation may result in paying your employee compensation, which can amount to at least one month’s salary.

How do I pay overtime to my employee?

Overtime pay is not regulated by Dutch law, making the employment contract or a collective labour agreement (CAO) the framework for overtime rules.

As an employer, you can stipulate in the employment contract if and how overtime will be paid. In some (high-paying) positions, overtime pay is already part of the regular salary and doesn’t get compensated separately.

Overtime can be paid as overtime hours with either the regular hourly wage or an extra compensation (usually 25-100% extra) or as extra leave hours (verlofuren).

What is a collective labour agreement (CAO), and is it applicable to my business?

CAOs are collective agreements between employers (or employers’ organisations) and employees (trade unions) about, for example, wages, working hours, notice periods, or pensions. These are the collective terms of employment and apply to all employees in your company.

There are two types of collective agreements:
> Sectoral collective agreements (collective agreements within a sector);
> Company collective agreements (collective agreements only within a company).

A CAO can apply to a single company or a business sector. You must comply with a CAO:

> If you have concluded it with the trade unions yourself;
> If you are a member of an employer’s organisation that has concluded a CAO for your business sector;
> If you are not a member of an employer’s organisation, but the Ministry of Social Affairs and Employment has declared a CAO binding to your sector;
> If you are not a member of an employer’s organisation, and no CAO has been declared binding for your sector, but you work with your own CAO.

An employer must state in each employment contract whether a CAO applies and which one. In the case of the CAO and an employment contract contradicting each other, the CAO prevails.

You can check here if there is a CAO for your business sector (information in Dutch).

Ready to protect your business?

Whether you’re hiring, managing, or parting ways with staff, let’s make sure your legal position is secure.