Please note that as of 1 August 2022, the Transparent and Predictable Employment Conditions Act will enter into force with immediate effect. This may result in employers having to amend their employment contract and/or (personnel) manual. Previously, we wrote this article about the legislative changes that will come into effect on 1 August 2022. Workx …
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Is your template employment agreement all set for yet another statutory adjustment?
Because of a new European directive, the Netherlands must implement new legislative amendments as of 1 August 2022. These new legislative amendments have consequences for – among other – the information requirements to provide mandatory training that is free of cost, study cost clauses, ancillary activities, and secondment. It is possible that your template employment agreement needs modification as of 1 August 2022. It could also have consequences for the employment agreements of employees that have already started or will start before 1 August 2022. In this post we will set out the most important new legislative amendments.
Do employees have the right to disconnect outside working hours?
This statement has been debated for quite some time now. We can imagine that this may sound appealing to most employees and that for some employers the mere thought of the right to disconnect sounds horrible. What is the underlying idea? And what are the chances that employees in the Netherlands will be entitled to the right to disconnect within the foreseeable future?
