Custom legal document

Employmentcontract

Have your employment contract drafted, amended, or reviewed by our legal experts and/or lawyers starting from €99
SME Lawyers

Draft an employment contract properly and prevent unnecessary problems in the future. Disputes regarding employment contracts often arise concerning job title, working hours, salary, probationary period, fixed-term contracts, on-call duties, secondary employment, confidentiality, intellectual property, non-compete clauses, non-solicitation clauses, illness, leave, and termination.

  • 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.

since 2001Experience with legal services for entrepreneurs
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

An employment contract is not a standard form. In particular, probationary periods, fixed-term contracts, on-call duties, non-competition clauses, ancillary activities, confidentiality, and amendment clauses must fit exactly with the position, the collective labor agreement, and the employer's risks

  • For employers, HR, owner-managers, startups, and SMEs
  • Attention to job title, salary, working hours, probationary period, duration, and collective labor agreement
  • Non-compete clause, non-solicitation clause, confidentiality, IP, and illness regulated
  • Practically useful for new employees, job changes, and contract extensions

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 in employment contracts

Our lawyers and in-house counsel assist employers with employment contracts, terms and conditions of employment, employee handbooks, bonus schemes, non-compete clauses, non-solicitation clauses, absenteeism protocols, and settlement agreements. We examine job function, collective labour agreement, contract duration, salary, probationary period, on-call duty, sickness, intellectual property, confidentiality, termination, and employment law risks.

Tailor-made solutions for your employee and organization

A standard employment contract rarely fits perfectly. That is why we tailor the employment contract to the position, contract type, collective labour agreement, sensitive business information, customers, employment conditions, and growth phase of your organization.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with employment law, employer advice, and contracts
  • Attention to probationary period, non-compete clause, collective labour agreement, illness, and termination
  • Fixed rates in advance where possible
  • 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 in employment contracts

Our lawyers and in-house counsel assist employers with employment contracts, terms and conditions of employment, employee handbooks, bonus schemes, non-compete clauses, non-solicitation clauses, absenteeism protocols, and settlement agreements. We examine job function, collective labour agreement, contract duration, salary, probationary period, on-call duty, sickness, intellectual property, confidentiality, termination, and employment law risks.

Tailor-made solutions for your employee and organization

A standard employment contract rarely fits perfectly. That is why we tailor the employment contract to the position, contract type, collective labour agreement, sensitive business information, customers, employment conditions, and growth phase of your organization.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with employment law, employer advice, and contracts
  • Attention to probationary period, non-compete clause, collective labour agreement, illness, and termination
  • Fixed rates in advance where possible

Reviews (21)

Amine

Our complex question was immediately reduced to the essence. The lawyer pointed out aspects we had not considered ourselves. The final result aligns 100% with our high standards.

Paul

It was clear right from the intake that we were dealing with specialists. The explanation of the tests was very helpful. The service was professional and personal.

Thomas

Our questions were taken seriously. The key points have been addressed effectively. The final result aligns 100% with our high standards.

Julia

A very smooth onboarding as a new client. The lawyer showed great commitment to safeguarding our interests. The quality fully met our expectations.

Brahim

It was nice that potential pitfalls were proactively considered. The document was legally well-substantiated. Our business partners were impressed by the professionalism of the contracts.

Peter

The speed with which our first email was responded to was impressive. The revision round also went smoothly. The quality fully met our expectations.

Malika

I was spoken to very kindly on the phone. The translation of our core values ​​into the code of conduct was incredibly well done. A reliable partner that strives for perfection in their documents.

Rayane

I am extremely pleased with the quick and adequate initial response. It is great that complex legal theories were explained with simple practical examples. These documents will undoubtedly save us a lot of headaches in the future.

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.

Naima

We had immediate confidence in the team's expertise. They provided a watertight confidentiality clause that perfectly suited our innovations. Our business partners were impressed by the professionalism of the contracts.

Inaya

It is clear that they know what they are talking about, right from the first word. It was pleasant that what was important was explained in plain language. The document was accepted flawlessly by our investors.

Amani

They really thought along with our situation. The contact was approachable and professional. A reliable partner that strives for perfection in their documents.

Guus

The approachability of this firm is a real plus. It was nice that complex legal theories were explained with simple practical examples. Everything was delivered neatly and on time.

Anouk

The initial analysis of our documents was razor-sharp. It was clearly indicated what we needed to pay attention to. A reliable partner who strives for perfection in their documents.

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.

Abdel

The approachability of this firm is a real plus. The lawyer managed to strike exactly the right balance between legal precision and readability. The document was accepted flawlessly by our investors.

Sabri

The flexibility in scheduling an appointment was very pleasant. They considered not only preventing disputes but also finding practical solutions. Everything was delivered neatly and on time.

Nour

The personal touch during the initial meeting was a major plus. Every adjustment we wanted was incorporated seamlessly and legally correctly. Everything was delivered neatly and on time.

Sofia

We were pleasantly surprised by the proactive initial approach. The explanation made the document understandable. Our customers are responding positively to the clear general terms and conditions.

Maud

Excellent communication and a carefully drafted document. We were given tight deadlines that were fortunately met well by both sides. The final result aligns 100% with our high standards.

Suzanne

From the intake, it was clear what we could expect. The content aligned well with our company. The document was flawlessly accepted by our investors.

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

Meet our office

In this short video, you will get an idea of ​​our working methods, our people, and the way we provide legal support to entrepreneurs.

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 a good employment contract?

An employment contract must align with the position, working hours, collective labour agreement, contract type, and business risks. A permanent employee requires different arrangements than a temporary worker, on-call worker, manager, developer, or sales representative.

Choice or question Why this matters legally
Is it for a fixed or indefinite period? Contract duration, early termination, chain rule, and end date must be arranged correctly.
Does a collective labor agreement apply? Collective Labour Agreement provisions can affect wages, leave, probationary period, termination, and other agreements.
Is a probationary period allowed? The probationary period must be in writing, equal for both parties, and appropriate to the contract duration.
What is the position and location? The job description, duties, changes, and place of work must be clear.
How are wages and working hours regulated? Salary, holiday allowance, hours, overtime, allowances, bonuses, and pension must be correct.
Is it an on-call contract? On-call arrangements, availability, wages, minimum call duration, and legal obligations require specific provisions.
Are confidentiality and IP important? Business information, customer data, software, documents, and developed results must be protected.
Is a non-compete or non-solicitation clause necessary? For fixed-term contracts, additional requirements and justification apply; for indefinite contracts, a tailored approach remains important.
Are his secondary activities relevant? A prohibition must be objectively justifiable and carefully formulated.
How are illness and reintegration handled? The reporting obligation, control regulations, wage payment, occupational health and safety services, and reintegration must be clear.
Clauses and provisions

Which provisions belong in an employment contract?

A good employment contract combines legal obligations with clear, practical agreements. Particular attention should be paid to terms of employment, flexibility, confidentiality, and termination.

Provision Relevant to Legal point of attention
Parties and commencement of employment Employer and employee Record start date, position, location, and supervisor.
Duration of agreement Fixed or indefinite period Rules regarding end date, renewal, and early termination.
Probation period Option for quick termination Check whether a probationary period is permitted and correctly worded.
Position and duties Tasks and responsibilities Describe the position and possibilities for change.
Working hours and working times Hours per week and schedule Arrange working hours, availability, working from home, and overtime.
Wages and allowances Salary and employment conditions Determine salary, holiday allowance, bonus, pension, and expense allowance.
Holidays and leave Vacation days and special leave Rules regarding statutory and non-statutory vacation days and their use.
Illness and reintegration Reporting obligation and inspection Document reporting of illness, availability, occupational health service, and reintegration regulations.
Confidentiality Company information and customer data Protect confidential information during and after employment.
Intellectual property Work results and software Rules rights on documents, designs, code, content, and inventions.
Side activities Work alongside employment Formulate objective justification and reporting obligation where necessary.
Non-compete clause Limitation after end Align duration, area, duties, and motivation with the position.
Non-compete clause Customers and relationships Protect customers, prospects, and business relationships.
Termination Termination and final settlement Rules regarding notice period, return of property, final settlement, and post-contractual obligations.
Use in practice

How do you use an employment contract correctly?

An employment contract must be recorded in writing before employment commences. Some clauses, such as the probationary period and the non-compete clause, require written recording and precise wording.

Situation What should you do? Point of attention
Before employment Have the agreement signed in a timely manner. Repairing afterwards is risky.
For a certain period of time Check probationary period, end date, early termination, and chain. Mistakes can be expensive.
Regarding non-competition clause Provide careful justification for a specific time and limit to necessary interest. Overly broad clauses are vulnerable.
By collective labor agreement Check deviations and minimum requirements. A collective labor agreement may take precedence over the contract text.
With bonus or commission Establish conditions, targets, and discretionary power. Variable compensation quickly leads to discussion.
In case of illness Refer to the absence protocol and control regulations. Reintegration requires clear rules.
When working from home Arrange workplace, accessibility, equipment, and data security. Hybrid work requires separate arrangements.
Upon change of function Record the change in writing. This way, the file and employment conditions remain clear.
Common mistakes

What mistakes often go wrong with employment contracts?

Problems with employment contracts often arise because standard templates are used without checking for collective labour agreements, contract duration, job title, probationary period, or restrictive clauses.

Wrong Consequence Better approach
Including an incorrect probationary period The probationary period may be void. Check contract duration and legal requirements.
No early termination for a fixed term The employer cannot simply terminate the contract prematurely. Include an explicit cancellation option.
Non-compete clause in a fixed term without justification The clause may be invalid. Provide concrete justification for the significant business interest.
Forgot the collective labor agreement Contract deviates from mandatory collective labor agreement rules. Check applicability.
Treating on-call contracts too standardly Call-up rules and obligations are missing. Use specific call-up provisions.
Formulate bonus or commission vaguely Employee claims variable remuneration. Establish conditions and discretionary power.
Do not regulate IP and confidentiality Work results or customer data are insufficiently protected. Include specific provisions.
Absolutely prohibit secondary employment A prohibition may be untenable without objective justification. Formulate carefully.
Risk profile

What type of employment contract do you need?

Not every employee fits into the same contract. The employment agreement must align with the position, risk, and form of employment.

Risk profile Example Focus in the document
Fixed term Temporary employment End date, probationary period, early termination, notice and chain rule.
Indefinite period Permanent employment Notice period, position, terms of employment, stipulations and flexibility.
On-call contract Zero hours or min-max On-call, availability, wages, minimum call duration and offer of fixed hours.
Part-time contract Fewer hours per week Working hours, schedule, leave, overtime and availability.
Management position Manager or Management Team Bonus, confidentiality, non-compete clause, competition and representation.
Commercial position Sales or account management Bonus, commission, clients, non-compete clause and targets.
IT or creative role Developer, designer or marketer IP, source code, content, confidentiality, data and ancillary work.
Working from home or hybrid Remote work Equipment, accessibility, occupational health and safety, security and data protection.
Additional documents

When is an employment contract not enough?

An employment contract governs the employment relationship. Depending on the position and organization, additional documents may be required.

Situation Supplementary document Why
You have an employee handbook Staff Regulations Rules regarding general company rules, leave, absenteeism, IT, conduct, and expense claims.
You work with variable remuneration Bonus or commission scheme Establish targets, conditions, modification, and expiration.
You have an absenteeism policy Absenteeism protocol Manage sick leave, availability, monitoring, and reintegration.
Employee works from home Teleworking arrangement Arrange for workplace, equipment, costs, health and safety, and security.
Employee receives company assets Loan agreement Arrange for laptop, phone, car, keys, and return.
You process employee data Employee Privacy Statement Explain HR data, absence data, monitoring, and retention periods.
You work with temporary staff Notice and extension letter Handle extension, termination, and notification carefully.
You terminate your employment Settlement Agreement Rule termination, compensation, final discharge and post-contractual clauses.
Explanation of this document

Drafting an employment contract, why?

Not every entrepreneur knows exactly what an employment contract is, when you need them, and which risks they must cover. That is why we explain below what this document entails, what you should look out for, and why customized legal solutions are important.

What is an employment contract and when do you need one?
An employment contract is the agreement pursuant to Article 7:610 of the Dutch Civil Code whereby one party—the employee—undertakes to perform work for the other party—the employer—for a certain period of time in exchange for wages. Three elements are constitutive: work, wages, and authority. As soon as all three are present in an employment relationship, an employment contract exists—regardless of how the parties have named the relationship. This has far-reaching consequences: a self-employed (ZZP) arrangement that effectively possesses all the characteristics of an employment contract is classified as an employment contract by the Tax Authorities and the courts. An employment contract must be concluded in writing—the law mandates written form for specific clauses such as the probationary period clause, the non-competition clause, and the agency-based clause. While there is freedom of form regarding the remaining content, a written agreement undeniably offers greater certainty regarding what has been agreed upon. Our lawyers draft a tailor-made employment contract for you—for a fixed or indefinite period, for full-time or part-time, for any position and sector—and review existing agreements for legal risks and current compliance with the Balanced Labour Market Act and the Flex Workers' Certainty Act.
What is the difference between a fixed-term and an indefinite-term employment contract?
This distinction is one of the most practically relevant choices for employers when entering into an employment relationship. A fixed-term employment contract ends automatically on the agreed end date, without the need for notice of termination. However, the employer has a notification obligation: he must notify the employer in writing, no later than one month before the end of a contract of six months or longer, whether he wishes to extend the contract and under what conditions. If he fails to do so or does so too late, he owes a notification payment of up to one month's salary. Pursuant to the chain rule of Article 7:668a of the Dutch Civil Code, a maximum of three consecutive temporary contracts may be concluded within a period of three years; thereafter, an employment contract for an indefinite period arises by operation of law. An employment contract for an indefinite period does not offer the employer an automatic end point, but it does offer greater certainty regarding a lasting employment relationship. Termination requires reasonable grounds, proceedings via the UWV (Dutch Social Security Agency) or the sub-district court, or mutual consent via a settlement agreement. Our lawyers advise you on the most appropriate contract form for your situation.
What are the legally required elements of an employment contract?
Pursuant to the Transparent and Predictable Employment Conditions Act — implemented as of August 2022 — the employer is obliged to inform the employee in writing about an extensive set of employment conditions. The most essential mandatory elements are: the identity and address of the employer and employee, the start date and duration of the agreement, the place of work or workplace, the job title and a brief description of the duties, the agreed salary and method of payment, the working hours, holiday entitlements, notice periods, the applicable collective labour agreement (CLA) if applicable, and the pension scheme. If any of these elements are missing, the employer runs the risk that the employee will claim more favorable statutory standards. Furthermore, for fixed-term employment contracts, there is an obligation to give notice, and for on-call contracts, an obligation to make an offer for a fixed amount of working hours. Our lawyers ensure that your employment contract complies with all current statutory obligations.
Which clauses require being in writing and how do you formulate them correctly?
Several clauses in an employment contract are only valid if agreed upon in writing. The probationary period clause must be recorded in writing and may last a maximum of two months for an employment contract for an indefinite period, or a maximum of one month for a contract of six months to two years. A probationary period is not permitted for contracts shorter than six months. The non-compete clause is required in writing for employment contracts for an indefinite period; for fixed-term contracts, stricter requirements apply as of January 1, 2025: a non-compete clause is only valid if compelling business or service interests are substantiated in the agreement itself. A non-compete clause without such substantiation is void. The non-solicitation clause, the confidentiality clause , and the study cost clause also require written form and—for the study cost clause—a repayment schedule that complies with case law. Our lawyers draft each clause for you in accordance with the most current legal requirements and jurisprudence.
How do you handle the non-compete clause after the legislative amendment of January 1, 2025?
the non-compete clauses legislative amendment effective January 1, 2025, fixed-term , a non-compete clause is only valid if the employer has provided written justification in the contract itself—not in an appendix or handbook—requiring which compelling business or service interests necessitate the clause. A standard phrase such as "due to the nature of the position" is insufficient. The justification must be concrete and specific: what knowledge, relationships, or competitively sensitive information justify the restriction? For indefinite-term , a non-compete clause that is too broad or too long will be moderated or annulled by the court. Geographical delimitation, temporal limitation, and a combination with adequate compensation strengthen its validity. Our lawyers will draft a non-compete clause for you that meets the new statutory requirements and will also stand up under judicial review.
How does the employment contract relate to an applicable collective labour agreement?
to your industry or company collective labour agreement (CLA) —either through a declaration of general applicability (AVV) or membership of an employers' organisation—the CLA provisions take precedence over the individual employment contract insofar as the CLA prohibits deviation. You may only deviate from the CLA in the employment contract to the benefit of the employee, not to their detriment. If you explicitly declare the CLA applicable in the employment contract, the CLA provisions take direct effect. If a declaration of applicability is missing but the CLA does apply to your sector, the CLA is nevertheless binding upon AVV. Your employment contract must be consistent with the applicable CLA. A conflict between the CLA and the employment contract—where the employment contract offers the employee less than the CLA—can lead to retroactive wage claims. Our lawyers review your employment contract for CLA compliance.
What are the consequences of the Flex Worker Security Act for new employment contracts?
The Flex Workers Security Act — expected to take effect on January 1, 2027 — introduces far-reaching changes for on-call agreements, zero-hour contracts, and other flexible contract forms. The law requires employers to offer a contract with fixed working hours after twelve months of on-call work. Zero-hour contracts will be effectively prohibited for employees who are called upon on a regular basis. The chain rule is being tightened. For new employment contracts being concluded now, it is important to anticipate these changes: an on-call agreement concluded in 2025 or 2026 may already have to comply with the new rules in 2027. Our lawyers advise you on the most future-proof contract form for your workforce.
How does it work at MKBjuristen?
After a brief intake, our lawyers map out your staffing needs, the applicable collective labour agreement, your job profile, and your specific wishes. Based on this, we draft a employment contract that complies with all current legal obligations — including the Transparent and Predictable Employment Conditions Act, the amended rules on non-compete clauses, and the notification obligation. Do you have existing employment contracts that you would like to have checked for current compliance? We will then assess them on all critical points and advise on the necessary adjustments. We also draft standard employment contract templates for your entire workforce.
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.

Tailored solutions for each employment situation

Not every employee needs the same contract. That is why we do not draft generic employment contracts, but tailor them to the contract type, position, collective labor agreement, and risk.

Temporary contract

Attention to end date, probationary period, early termination, notice, and chain.

Permanent contract

Attention to position, salary, changes, notice period, clauses, and terms of employment.

On-call contract

Attention to call-up period, wages, availability, minimum call-up duration, and fixed hours.

Sales position

Attention to commission, bonus, targets, customers, non-compete clauses, and competition.

IT or creative role

Focus on IP, source code, content, confidentiality, data, and ancillary work.

Management position

Attention to bonus, confidentiality, non-compete clause, powers, and exit.


An employment contract must strictly adhere to the job function, collective labour agreement, and risk. Therefore, we examine contract duration, probationary period, salary, working hours, illness, confidentiality, intellectual property, non-competition, non-solicitation clauses, and termination.

Common mistakes in employment contracts

Things often go wrong with employment contracts because standard templates are used without labor law review.

  • Taking a trial period while it is not valid
  • Do not include an early termination option for a fixed term
  • Non-compete clause in a temporary contract without concrete justification
  • Forgot the collective labor agreement, pension, or mandatory employment conditions?
  • Do not adapt on-call contract to on-call rules
  • insufficient concrete regulation of bonus, commission, or fee
  • Formulating confidentiality and intellectual property too generally
  • Absolutely prohibit secondary employment without objective justification

Draft your employment contract properly and avoid unnecessary problems in the future. Good agreements prevent disputes regarding position, salary, probationary period, illness, non-competition, confidentiality, intellectual property, and termination.

What is an employment contract?

An agreement whereby the employee performs work in the service of the employer for wages and under the authority of the employer.

Must an employment contract be in writing?

Not always for the existence of the employment contract, but many important clauses must be recorded in writing.

When is a probationary period valid?

Only if this has been agreed in writing, is equal for both parties, and falls within legal limits.

Is a non-compete clause possible in a temporary contract?

Only under strict conditions, including a written justification of compelling business or service interests.

Can MKB Juristen review an existing employment contract?

Yes. We check, among other things, collective labour agreements, probationary periods, contract duration, wages, on-call duties, sickness, non-compete clauses, non-solicitation clauses, intellectual property, and termination.

Contact us

Annelore Hendriks

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