Labor matters

With a study cost clause, you agree that an employee repays (part of) the study costs if they leave employment. Please note: since a change in the law in 2022, mandatory training must...

A forged diploma can justify summary dismissal, but only if the diploma is genuinely relevant to the position and you act without delay. Furthermore, it rests upon you...

A non-solicitation clause prohibits a former employee from doing business with the employer's business relations after leaving employment. It is a form of non-competition clause and is only valid if it is in writing...

A probationary period clause is not valid in every employment contract: a probationary period is prohibited for a contract of six months or less, and if the probationary period is too long or not in writing...

Yes, as an employer, you may agree on your own, deviating arrangement for extra-statutory vacation days. Extra-statutory vacation days — everything above the statutory minimum of four times the agreed working hours per week —...

Since the Xella ruling by the Supreme Court (8 November 2019), as an employer you are in principle obliged to cooperate in terminating a dormant employment contract as soon as a...

Since the Balanced Labour Market Act (WAB), the amount of the unemployment insurance premium depends on the type of contract: for a written contract for an indefinite period, you pay the low premium,...

In principle, an employee is always entitled to a transition payment upon dismissal, even if they do not request it themselves. Many employers use the so-called “wait-and-see system”: they wait until...

No, as an employer, you are not required to provide a fixed, pre-scheduled toilet break. What is mandatory, however, is that you must offer employees sufficient opportunity to go to the toilet when...

A non-compete clause in a fixed-term employment contract is in principle not permitted and is therefore void. The law (Article 7:653 paragraph 2 of the Dutch Civil Code) makes only one exception: the clause is...