I want to resign in The Netherlands, how do I arrange this legally? Resigning yourself, with entitlement to a Dutch unemployment benefit, sometimes seems the only way out for certain employees. For example, during a burn-out, or after a big argument with your manager or colleague who you would rather[Lees meer]
Do you have a temporary contract of six months or longer? Then the legal notice period applies. Your employer must then indicate in writing at least one month before the end of your contract whether or not he will continue your employment contract. If he does not do so, you[Lees meer]
As an employee, you can also terminate your employment contract yourself. You then resign yourself. Dutch employment law has no right to revoke a termination. Once you have resigned, you cannot simply go back on your resignation. In this article, our Amsterdam employment lawyer Paul Snijders discusses a case in[Lees meer]
Continued payment of wages when not working In Dutch labor law, an employer has the obligation to continue paying wages. Even if the employee has not performed any work, unless the failure to work should reasonably be the responsibility of the employee. In this article, our labor law attorney from[Lees meer]
Unjustified suspension of director A Dutch Federation had suspended its technical director. The director disagreed and went to court. In this article, our Amsterdam-based labor lawyer, Ms. Krystle Aaron-de Bies, discusses the judgment in which the judge had to rule on this suspension. CLA Sport: Urgent Reason for Suspension For[Lees meer]
The Dutch law states that in the event of dismissal, the employee is entitled to a transition payment. With this transitional compensation, the ex-employee can bridge the time between the old and new job. However, this right can be lost if the dismissal is a result of serious culpable actions of the employee himself. In this article, our Amsterdam employment law attorney, Paul Snijders, explains this based on a ruling.[Lees meer]
When does the Dutch 30% rule for expats end upon dismissal? When the employment ends, the 30% ruling ends as well. If you are dismissed, you may be exempt from working during the last month(s). You will still receive your salary, but do not have to work anymore. What about[Lees meer]
Wanneer de tewerkstelling eindigt, eindigt ook de 30% regeling. Bij een ontslag kan het zo zijn dat u de laatste maand(en) wordt vrijgesteld van arbeid. U krijgt dan nog wel doorbetaald, maar hoeft niet meer te werken. Hoe zit het dan met de 30%-regeling, eindigt de tewerkstelling wanneer je niet meer hoeft te werken of eindigt het aan het einde van het dienstverband? In dit artikel geeft onze arbeidsrecht advocaat, mr. Paul Snijders, aan de hand van een uitspraak antwoord op deze vraag.