Labor matters

A letter of dismissal in the case of summary dismissal must make three things crystal clear: that there is a summary dismissal, what urgent reason underlies it, and why...

As an employer, you may only offset a negative leave balance upon termination of employment against the final settlement if you have agreed to this in writing with your employee in advance. Without such an agreement, offsetting is legally...

The prohibition against strike-breaking does not apply when you deploy your own staff from another branch to take over the work of striking employees. The prohibition under the Waadi focuses on...

As an employer, you cannot simply refuse a holiday request. In principle, you schedule the holiday according to the employee's wishes. You can only refuse if, within two weeks...

Dismissing an employee for poor performance is only possible if you have first offered them a serious and realistic chance to improve. The law does not prescribe exactly what such an improvement plan looks like...

As a rule, the last day of the employment contract is the day before the notice takes effect. If you give notice “effective March 1” or “as of March 1”, then the last...

Bring Your Own Device (BYOD) is rarely without legal risk: if you allow employees to use their own phone, laptop, or tablet for work, you as an employer remain responsible for...

A recruitment code is not optional. As soon as your company commits to a recruitment code – whether you draft it yourself or adopt the NVP recruitment code – you are legally obliged to...

Overtime in the Netherlands cannot be freely arranged: the general rule is that structural overtime must be reimbursed or compensated, unless you have valid deviating agreements in the employment contract or collective labour agreement...

Summary dismissal must take place without delay: as soon as you, as an employer, establish an urgent reason, you must dismiss the employee with immediate effect and communicate that reason immediately. If you wait too...