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SME Lawyers

Don't take a gamble on this: holes in a self-made document have major consequences.
Have a lawyer review it and save yourself doubt, setbacks, and exorbitant costs.

  • Truly Tailor-Made Legal Solutions
  • Fixed rates
  • Pay later after draft
  • Free adjustment round
  • Delivered within 5 working days
  • Express delivery possible
  • Available in Dutch and English

How does it work?
Our services include a free consultation, a draft document, a revision round, and a final document. We invoice after sending the draft document.

Experience with legal services for entrepreneurs since 2001
Lawyers and legal professionals.Direct contact with a specialist who thinks practically.
Fixed rates.Where possible, clarity regarding costs in advance.
Within 4 hoursWe respond quickly to your request.
  • We worked for, among others:
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner

We worked for, among others:

An incorrect document often provides a false sense of security.
You think everything is taken care of, but only discover whether the document actually works during a conflict or claim.

1

Free intake

We discuss your company, the purpose of the document, and the key risks.

2

Draft or check

We draft a custom document or review your existing document legally.

3

Final version

You will receive a final version with instructions on correct usage.

Mr. Jaime Boogaers
Mr. Jaime Boogaers
Corporate Law
Attorney, 16 years of experience

A legal document must not only be legally correct. Above all, it must align with how the entrepreneur will actually use the document

  • Lawyers and in-house counsel
  • Active since 2001
  • Affordable custom legal services
  • Always focused on practical use

Choose Tailored Legal Solutions

Choose whether you want to have the document drafted, checked, or modified. Prices and options vary per document.

From 99
Customization
from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

About us

Our expertise

Our lawyers and in-house counsel specialize in drafting, reviewing, and amending legal documents and contracts. We look not only at the legal text but also at how you use the document in practice.

Custom solutions for your industry

Every business operates differently. That is why we take your industry, customers, working methods, and specific risks into account.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Fixed rates in advance
  • Tailored legal solutions for entrepreneurs
  • Thousands of agreements per year
  • Customization
  • About us
from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

  • Our legal expert spends 0.5 to 1.5 hours on the check
  • Telephone intake with a lawyer
  • Checks on content, risks, and practical usability
  • Attention to liability, payment, and termination
  • Concrete points for improvement and legal advice
  • Delivered within 3 working days, express delivery possible
from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

  • Our legal expert spends 1.5 to 2.5 hours checking and making adjustments
  • Telephone intake with a lawyer
  • Verification of the existing document
  • Adaptation to your business and working methods
  • Suitable for new services, customers, or risks
  • Delivered within 5 working days, express delivery possible

About us

Our expertise

Our lawyers and in-house counsel specialize in drafting, reviewing, and amending legal documents and contracts. We look not only at the legal text but also at how you use the document in practice.

Custom solutions for your industry

Every business operates differently. That is why we take your industry, customers, working methods, and specific risks into account.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Fixed rates in advance
  • Tailored legal solutions for entrepreneurs
  • Thousands of agreements per year

Reviews (21)

Fouad

I couldn't see the wood for the trees, but the first meeting immediately provided clarity. The corrections were implemented lightning-fast in the new version every time. The document was accepted flawlessly by our investors.

Jasper

The commitment to our case was palpable from the very first minute. They considered not only preventing disputes but also their practical solutions. The service was professional and personal.

Gerard

The initial outline of the approach aligned seamlessly with what we had in mind. We received valuable tips on how to present the documents to our clients in practice. Fantastic value for money for this level of expertise.

Lisa

We were immediately reassured after a worrying situation. The rigorous review of the lease agreement protected us from unfavorable clauses. The final result aligns 100% with our high standards.

Younes

We immediately felt that we were in good hands. It was a relief that our emails were often answered comprehensively within just a few hours. Our customers respond positively to the clear general terms and conditions.

Amin

We quickly gained the certainty we were looking for. Reviewing and editing our general terms and conditions has significantly improved the quality. A party that delivers on what it promises on its website.

Rianne

My request via the website was picked up incredibly quickly. The flexibility to add an extra clause at the last minute was greatly appreciated. Fantastic value for money for this level of expertise.

Dylan

We immediately felt that we were in good hands. The coordination with our accountant went flawlessly and professionally. It is clear that they have a passion for entrepreneurship.

Soukaina

It felt good to be able to hand over the legal concerns immediately. The comments were concrete and immediately usable. It is clear that they have a passion for entrepreneurship.

Richard

Our company's specific needs were listened to carefully beforehand. Despite the tight deadline, there was no compromise on thoroughness and quality. These documents will undoubtedly save us a lot of headaches in the future.

Esther

The lawyer got straight to the heart of the matter. It was pleasant that what was important was explained in plain language. A party that delivers on what it promises on its website.

Fleur

Very clear and professional guidance. The clarity of the penalty clauses leaves no room for interpretation. Our business partners were impressed by the professionalism of the contracts.

Max

We quickly received a clear and competitive quote. The review gave us more certainty before we started using the document. Everything was delivered neatly and on time.

Anas

The intake felt like a genuine consultation rather than a sales pitch. The agreements were properly honored. The service was professional and personal.

Wessel

It was immediately a constructive and goal-oriented conversation. The interim evaluation ensured that we remained exactly on the same page. It is clear that they have a passion for entrepreneurship.

Frank

We had never hired a lawyer before, but this was a very pleasant first experience. They provided not only legal but also practical input. Fantastic value for money for this level of expertise.

Rob

No waiting times or endless menus; we got someone on the line immediately. The expertise regarding privacy and GDPR was clearly noticeable and up-to-date. The end result aligns 100% with our high standards.

Lucas

The clear explanation at the start of the project was crucial for us. The telephone consultation regarding the final details provided just that little bit of extra confidence. These documents will undoubtedly save us a lot of headaches in the future.

Nadia

The promises on the website were fulfilled immediately during the first contact. The risks we were willing to take were assessed strictly but fairly. Our customers respond positively to the clear terms and conditions.

Amina

It was nice that we knew immediately who would be helping us. The process was organized in such a way that we got maximum output with minimal effort. Fantastic value for money for this level of expertise.

Kevin

Our company was carefully inquired about. The guidance during the drafting of the general terms and conditions was invaluable. The quality fully met our expectations.

Meet our office

Our ContractCheck, simply explained what can all go wrong.

Why MKB Juristen?

Since 2001, we have been active as a no-nonsense legal firm for entrepreneurs. We quickly get to the heart of the matter: with a thorough assessment, clear answers, and a document that works practically.

  • Nationwide coverage
  • First consultation free and without obligation
  • Fixed rates where possible
  • Affordable legal advice from lawyers and legal experts
  • Always a response within 4 hours

First, see how we work

A legal document requires trust. You see immediately who we are, how we help entrepreneurs, and why we do not work with standard templates.

  • You can view our working method before submitting an application
  • You will get a feel for the office and the people faster
  • The video supports the choice for customized legal solutions
  • After that, you can immediately request a quote or intake

What you can expect from us

We translate your situation into a legal document that you can actually use. You won't receive a loose template, but a document tailored to your business, agreements, and risks.

  • A clear roadmap: intake, concept, revision round, and final version
  • Practical explanation on how to use the document
  • Legal attention to liability, payment, and termination
  • Where possible, provide clarity in advance regarding price and delivery time
Are you unsure whether you should have the document drafted, checked, or amended?
During the initial consultation, we will determine the sensible course of action together. Afterward, you will know exactly where you stand.

Why customization?

A legal document only works well if it aligns with your business, agreements, risks, and industry. That is why we do not work with a standard generator, but with legal experts who assess your situation.

  • Prepared for your company
  • Telephone consultation included
  • No standard template
  • Review by legal specialists

What do you get?

You will receive a legal document that is practical and aligns with the agreements you wish to make.

  • Draft document or legal review
  • One adjustment round
  • Clear explanation where necessary
  • Fixed price where possible

The founders of MKB Juristen

Our organization consists of several small teams working within various legal fields. Each legal field has its own senior in-house counsel and/or lawyers.

Denian Wielhouwer

Corporate lawyer in corporate law & business expert

Denian Wielhouwer

Annelore Hendriks

Corporate lawyer, corporate law, administrative law

Annelore Hendriks

Ilja van Driel

Corporate law attorney, employment law

Ilja van Driel

Jaime Boogaers

Corporate law, ICT & privacy law, energy law attorney

Jaime Boogaers
Custom choices

Which choices determine the content?

Before having the regulation drafted, you determine a number of basic principles. These choices determine which components you include and how strictly the provisions are formulated.

Choice or question Why this matters legally
Does a collective labor agreement apply? An applicable collective labour agreement sets minimum requirements; your arrangement may not fall below these and must align with them.
Who does the scheme apply to? Determine whether the arrangement applies to all employees or to a specific group or department.
Do you want to be able to make unilateral changes? With a written amendment clause, you can make adjustments subject to conditions; without such a clause, you generally require consent.
Is there a works council? The Works Council has the right of consent for certain regulations; involve the Works Council in the decision-making process in a timely manner.
How does the arrangement relate to the contract? Stipulate that individual agreements take precedence or that the regulation prevails in the event of a conflict.
Clauses and provisions

Which elements belong in an employment conditions scheme?

A comprehensive employment conditions scheme bundles the collective agreements that apply to your employees. The components below form the basis; depending on your organization, you may supplement these or omit parts.

Provision Relevant to Legal point of attention
Working hours and leave Always record Establish standard working hours, vacation days, special leave, and taking leave.
Wages and allowances Always record Describe fixed allowances such as travel expenses, home office allowance, and any bonus schemes.
Illness and reintegration Always record Indicate how the reporting of illness proceeds and what the agreements are regarding continued payment of wages and reintegration.
Working from home and hybrid working In hybrid organizations Arrange for availability, accessibility, and the use of business assets at home.
Rules of conduct and usage In case of need for frameworks Consider a code of conduct, the use of IT resources, and social media on behalf of the employer.
Confidentiality and privacy With sensitive data Refer to the duty of confidentiality and the processing of personal data in accordance with the GDPR.
Amendment clause Highly recommended Describe under what conditions you can unilaterally amend the arrangement.
Final provisions Always record Rule regarding effective date, duration, relationship to the individual contract and any collective labour agreement.
Use in practice

How do you use this document correctly?

A good arrangement only works if you implement, communicate, and maintain it correctly. Follow the steps below to keep the arrangement legally valid and workable.

Situation What should you do? Point of attention
Upon introduction Communicate the arrangement in writing to all involved employees Employees can only adhere to known agreements, and you prevent disputes afterwards.
Upon commencement of employment Refer to the regulation in the employment contract This is how you make the arrangement part of the individual agreements with the employee.
Upon change Follow the procedure set out in the amendment clause and inform the parties involved A carefully executed change is more sustainable in the event of a dispute.
Periodically Review the scheme annually against legislation and the collective labor agreement Legislative changes and new collective labor agreement provisions may render parts obsolete or invalid.
Common mistakes

Common mistakes

With employment terms and conditions regulations, problems often arise not from the content itself, but from the way they are implemented and maintained. Watch out for the following errors.

Wrong Consequence Better approach
Do not include a modification clause You cannot unilaterally amend the terms and conditions and require consent Include a clear written amendment clause in the arrangement and the contract.
Do not share the arrangement in writing Agreements are difficult to prove and make binding Provide the scheme demonstrably and have receipt confirmed.
Tacit deviation in practice An acquired right arises that is difficult for you to reverse Formally amend the regulation instead of allowing informal exceptions.
Do not involve the Works Council A decision may be void due to the lack of consent Check whether the Works Council has the right of consent and follow that procedure.
Conflict with collective labor agreement or law Provisions are invalid and offer no protection Test the regulation against the applicable collective labour agreement and mandatory law in advance.
Risk profile

What is your situation and what do you pay attention to?

The right approach depends on your situation. If you recognize yourself in one of the situations below, pay attention to the corresponding point of attention.

Risk profile Example Focus in the document
Growing organization The number of employees is increasing and agreements vary Standardize conditions in a collective equal treatment scheme.
Hybrid or working from home Employees work partly remotely Clearly regulate accessibility, allowances, and the use of company assets.
Amendment of terms and conditions You wish to amend existing terms and conditions Check whether you have an amendment clause and whether the Works Council must agree.
Applicable collective labor agreement Your sector has a collective labor agreement Ensure that the scheme aligns and does not fall below the collective labor agreement minimums.
Additional documents

When is this document not enough?

An employment conditions scheme covers collective agreements, but not every situation. In the following cases, you will need additional or different documents.

Situation Supplementary document Why
Situation Related document Explanation
Record individual agreements Employment contract Personal agreements regarding position, salary, and duration belong in the individual contract.
Protecting sensitive information Confidentiality Agreement You must enter into a separate agreement for specific confidentiality regarding projects or parties.
Processing personal data Data Processing Agreement If you engage external parties that process personal data, a data processing agreement is required.
Explanation of this document

Drafting an employment conditions agreement, why?

Not every entrepreneur knows exactly what employment conditions regulations are, when they are needed, and which risks they must cover. That is why we explain below what this document entails, what to look out for, and why customized legal solutions are important.

What is an employment conditions scheme?
A set of employment conditions regulations —also known as a personnel handbook, personnel regulations, employment conditions policy, or employee guide—is a document in which an employer sets out the terms of employment and rules of conduct that apply to all or specific groups of employees. It supplements the individual employment contract regarding topics that are the same for every employee: the leave policy, travel and home office allowances, dress codes, the digital code of conduct, the procedure for illness, the policy regarding secondary employment, and disciplinary measures for violations. A set of employment conditions regulations is not a replacement for the employment contract but a supplement to it—together with the individual agreement and any applicable collective labor agreement (CLA), it constitutes the complete employment relationship. Without a set of employment conditions regulations, all these topics must be regulated per employee in the employment contract, leading to unclear contracts and inconsistencies between employees. Our lawyers draft a set of employment conditions regulations for your organization that is CLA-compliant, legally watertight, incorporated into your employment contracts, and up-to-date with the most recent employment law obligations.
How does an employment terms and conditions scheme become binding for your employees?
This is the most overlooked legal pitfall regarding employment terms and conditions regulations. An employee handbook is only binding on employees if they have expressly agreed to its contents. The most commonly used method is an incorporation clause in the individual employment contract: a clause stipulating that the employee accepts the employment terms and conditions regulation as part of their employment contract by signing it. Without an incorporation clause, the handbook is merely informative for employees and not legally enforceable. Existing employees who receive a new or amended employment terms and conditions regulation are required to accept the changes. In the case of a unilateral change to employment terms and conditions that disadvantages the employee, a compelling interest of the employer is required pursuant to Article 7:613 of the Dutch Civil Code and the Stoof/Mammoet criterion of the Supreme Court. Our lawyers ensure that your incorporation clause is legally correct and that your amendment procedure complies with statutory requirements.
What are the essential components of an employment conditions scheme?
A comprehensive set of employment conditions covers at least the following topics. The leave policy: vacation days exceeding the statutory minimum, the procedure for taking and expiring leave, special leave, care leave, and parental leave. The travel and teleworking allowance: the amount of the travel allowance, the teleworking allowance under the work-related costs scheme, and the conditions for teleworking. The digital code of conduct: the use of company resources and systems for private purposes, social media behavior, data security, and the consequences of violations. The sickness reporting and reintegration procedure: how and when the employee reports sick, the control regulations, and the obligations regarding reintegration. The ancillary activities policy: the obligation to report ancillary activities and the assessment of conflict with business interests — an obligation that was tightened as of August 2022 by the Transparent and Predictable Employment Conditions Act. And disciplinary measures: the written warning procedure, the grounds for summary dismissal, and the procedure for doing so.
How does the employment conditions scheme relate to an applicable collective labour agreement?
If a collective labour agreement ( CLA) applies to your sector or company , the CLA hierarchy determines what you may include in your employment conditions regulations. The employment conditions regulations may not deviate from the CLA to the detriment of the employee — the CLA serves as the minimum. You may, however, deviate in favour of the employee: higher vacation days, better allowances, or more favourable working conditions. With a minimum CLA, there is more scope for individual interpretation. With a standard CLA, deviations are also possible to a limited extent in favour of the employee, but the playing field is smaller. Your employment conditions regulations must be CLA-compliant and consistent with the references in your individual employment contracts. Our lawyers review your employment conditions regulations for compliance with the CLA applicable to your sector.
How do you regulate the right of unilateral amendment in the employment conditions regulations?
Employers wish to be able to periodically adjust their terms and conditions of employment to changed circumstances, new legislation, or altered business interests. However, this to unilateral amendment is subject to strict conditions. Pursuant to Article 7:613 of the Dutch Civil Code, an employer may only make unilateral amendments if they have such a compelling interest that the employee's interest must yield according to standards of reasonableness and fairness. This is a high threshold, particularly when terms of employment deteriorate. In the Stoof/Mammoet judgment, the Supreme Court developed additional criteria. Your terms and conditions of employment must contain an amendment procedure that aligns with these criteria: written notification, a reasonable implementation period, and, in the case of significant changes, an obligation to consult. Our lawyers draft an amendment clause that protects your flexibility as an employer without rendering employees without rights.
Which GDPR obligations apply to the employment conditions scheme?
An employment conditions regulation inevitably processes employees' personal data — sickness notification and reintegration procedures, performance review files, registration of secondary activities, camera surveillance, and access control. Under the GDPR , the employer must be transparent about which personal data is processed within the context of the employment relationship, for what purpose, on what legal basis, for how long, and to whom it is disclosed. Your employment conditions regulation must contain a privacy section that complies with the duty to inform under Article 13 of the GDPR. Particular points of attention are the processing of health data in relation to sickness and reintegration — for which an explicit legal basis is required — and the monitoring of computer usage and email, for which additional requirements apply. Our lawyers ensure that your employment conditions regulation is GDPR-compliant and fully covers the duty to inform towards employees.
When do you need a works council for the employment conditions scheme?
your company has a Works Council (OR), it has the right of consent pursuant to Article 27 of the Works Councils Act (WOR) regarding the establishment, amendment, or withdrawal of regulations concerning working conditions, working hours, remuneration policy, performance appraisals, the appointment or dismissal of personnel, and digital monitoring. This means that you cannot unilaterally introduce or amend an employment conditions regulation containing such subjects without the consent of the Works Council. If you do so anyway, the regulation or amendment is voidable pursuant to Article 27, paragraph 5 of the WOR. If you do not have a Works Council but have 10 or more employees, an employee representation body (PVT) with limited rights of consent applies. Our lawyers advise you on which parts of your employment conditions regulation require employee participation and guide you through the consent process.
How does it work at MKBjuristen?
After a brief intake, our lawyers map out your workforce size, the applicable collective labour agreement (CLA), your existing employment contracts, and your specific employment conditions preferences. Based on this, we draft a employment conditions scheme that is CLA-compliant, legally correctly incorporated into your employment contracts, contains a workable amendment procedure, is GDPR-compliant, and — where applicable — Works Council-proof. Do you have an existing employee handbook that you would like to have reviewed or updated? We will then assess it for legal validity, completeness, and currency in relation to the most recent employment legislation.
Are you unsure whether your document is legally correct? We would be happy to assess the sensible course of action: drafting, reviewing, or amending.
Request a quote

Why not use a standard document?

A standard document often seems like a quick solution, but usually does not fully align with your company, agreements, risks, and way of working. Our legal experts draft documents that fit your situation.

Standard document
SME Lawyers
Not tailored to your business
Tailored to your company, industry, and working methods
No control over your specific situation
Consultation with a lawyer and assessment of your risks
Possibly outdated or incomplete
Verification of current and practical provisions
No personal explanation
Explanation regarding the use of the document

A standard document seems cheap, until it doesn't fit your situation properly. That is why we provide custom legal solutions tailored to your business.

Custom solutions per industry and company

Every business operates differently and faces different legal risks. Therefore, we tailor the document to your industry, customers, agreements, and way of working.

Webshops & e-commerce

Focus on online sales, delivery, returns, complaints, payment, digital products, and consumer regulations.

Business services

Attention to the assignment, additional work, liability, payment, termination, and reliance on client information.

Construction, installation & execution

Attention to planning, delivery, warranties, additional work, materials, delays, and liability risks.

Software, SaaS & digital services

Attention to licenses, availability, support, updates, data, intellectual property, and limitation of liability.

Trade, supply & wholesale

Attention to delivery, transport, payment, retention of title, warranties, delivery times, and international agreements.

Consultants, freelancers & advisors

Attention to scope, best efforts obligations, cancellation, payment, liability, and confidential information.


A legal document only has value if it suits your practice. That is why we look not only at the text, but also at how you use the document in your business.

Common mistakes with legal documents

A legal document often seems simple, but small errors can have major consequences later on. In practice, we see that entrepreneurs run the greatest risk when a document does not align well with their business, agreements, or way of working.

  • Using a standard document that does not suit the company
  • Forgot important agreements regarding payment, delivery, liability, or termination
  • Have a document generated without legal review
  • Continuing to use old documents while the company has changed
  • Not knowing how the document should be used correctly in practice

A legal document only prevents problems if it suits your situation. That is why we look not only at the text, but also at your company, agreements, and risks.

Why is a standard document often not enough?

Because a standard document does not take into account your industry, customers, risks, and specific agreements, important provisions may be missing or not align well with your practice.

Can I create a legal document myself using AI?

AI can assist in creating text, but does not independently assess whether the document is legally appropriate, complete, and usable for your business. Legal review therefore remains important.

When do I need to have my document checked?

Have your document checked if your business has changed, you have new customers or services, you have doubts about existing agreements, or the document has not been updated for a long time.

Will I also receive an explanation about the use of the document?

Yes. We explain how to use the document in practice, what to look out for, and which steps are important to prevent disputes afterwards.

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Annelore Hendriks

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SME Lawyers at the Chamber of Commerce Source: Chamber of Commerce 2019
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