A fixed-term employment contract can be ‘tacitly’ renewed in The Netherlands. This means that, despite the fact that a Dutch employer and employee have not agreed anything else, all clauses of that contract remain in force. The employment contract is then automatically extended for the same period. What exactly is[Lees meer]

Immediate and expeditious: what must an employer do in the event of summary dismissal? Instant dismissal in The Netherlands means that an employer must ‘immediately’ give and communicate that dismissal to the dismissed employee. Of course, such a summary dismissal is only allowed in case of a sufficiently serious, urgent reason, say[Lees meer]

A study expense clause in a Dutch employment contract protects the employer when an employee takes advantage of training or study opportunities provided by the employer. The purpose of a study expense clause in The Netherlands is to ensure that the employer receives a return on its investment in the[Lees meer]

What should you pay attention to when an employer wants to legally say goodbye to one of its employees? Lawyer employment law Amsterdam gives advice. The most common method is to do this in consultation with the employee by entering into a settlement agreement or termination agreement (VSO). This method[Lees meer]

  How do I handle inappropriate behaviour at work in The Netherlands? Our employment law lawyer in Amsterdam mr. Krystle de Bies gives advice to employers and employees with useful tips in case of transgressive behaviour. Inappropriate behaviour at work is a serious problem that can take different forms, such[Lees meer]

Refusal to work is in itself grounds for summarily dismissing an employee in the Netherlands. But can this be done just like that? Our Dutch employment law specialist in Amsterdam, Mr Paul Snijders, uses case law to explain whether a dismissal for refusal to work is likely to succeed. One ruling[Lees meer]

A Dutch employment contract is generally entered into for a definite or indefinite period of time. Fixed-term employment contracts in The Netherlands are entered into for a precisely defined period of time, such as 6 months, a year or specifically for the duration of a particular project. The end date[Lees meer]

Dutch settlement agreement also valid with e-mail agreement? A settlement agreement, or dismissal by mutual consent, must be in writing. The Dutch employment law states that a settlement agreement between an employer and an employee is only valid if it is signed by the parties. But does that also apply[Lees meer]