Netherlands: Contract of Employment

The Dutch government is advancing legislation that would significantly restrict flexible labour arrangements and extend protections for temporary workers.

This article examines critical employment law issues that frequently surface during legal due diligence in Dutch M&A transactions, including the risks of service agreement requalification, undocumented management arrangements, missing contractual protections, and works council compliance requirements. Understanding these employment-related red flags is essential for both purchasers and sellers to properly assess transaction risks and protect deal value.

Recent Dutch Supreme Court rulings have clarified how the duty to file a complaint under general property law applies to employment-related wage claims, creating significant implications for both employers and employees. The court's decisions in cases involving overtime pay and vacation wages establish new precedents for when employees must notify employers of payment defects, while considering the unique power dynamics inherent in employment relationships.

On 21 November 2025, the Dutch Supreme Court ruled that the long term hiring of an agency worker through several different agencies constituted an abuse of the temporary agency work arrangement.

According to a recent decision of the Rotterdam District Court in interim relief proceedings, even though an on-call contract can be flexible...

On 22 October 2025, the Rotterdam District Court delivered a verdict in a case that may have significant implications for many companies.

Immer mehr deutsche Unternehmen stellen niederländische Arbeitnehmer ein. Ein solches grenzüberschreitendes Arbeitsverhältnis wirft unmittelbar die Frage auf...

Steeds meer Nederlandse bedrijven nemen Duitse werknemers in dienst. Een dergelijke grensoverschrijdende arbeidsverhouding roept direct een vraag op: moet u het Duitse of het Nederlandse recht toepassen?

Dutch law prohibits employers from paying full-time employees differently—i.e., more favorably—than part-time employees, unless the difference in pay can be objectively justified.