UKRAINIAN REFUGEE CAN WORK IN THE NETHERLANDS
According to the Dutch government, more than 60,000 refugees from Ukraine are currently registered in the Netherlands. This number is expected to rise further in the coming period. In this article, we discuss the possibility for employers to employ refugees …
Transparant and predictable employment conditions act
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 …
What to do about transgressive behavior in the workplace?
Much has been written in recent weeks about abuse and transgressive behaviour in the workplace. As an employer, take note of the following learnings: Employers not only have a legal duty to ensure a safe working environment, but it is …
What is a fair compensation (billijke vergoeding)?
Since 2015 (with the introduction of the Work and Security Act), we have known the concept of fair compensation. Determining the amount of the fair compensation – unlike the amount of the general transitional compensation – has been left entirely …
THE NON-COMPETE CLAUSE IN TIMES OF LABOR MARKET SHORTAGE
There is currently a record labour market shortage, as a result of which employers are barely filling open positions. A recent survey of its members by the Algemene Werkgeversvereniging Nederland (AWVN) shows that as many as 9 out of 10 …
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.
