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Drafting a fixed employment-contract term

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Do not write this document yourself — DIY often results in expensive problems.
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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.

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

2

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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

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

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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 199.- 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)

Lars

The contact felt professional and approachable. Their proactive approach to the termination clauses saved us from future problems. Our customers are responding positively to the clear general terms and conditions.

Roy

We quickly gained a clear picture of the possibilities. The contract was formulated in such a way that both parties felt good about it. Fantastic value for money for this level of expertise.

Rayan

The speed of action pleasantly surprised us. The review gave us more certainty before using the document. These documents will undoubtedly save us a lot of headaches in the future.

Boris

They immediately zoomed in on the matters that were truly important to us. The proactive attitude while waiting for feedback from our counterparty was very pleasant. Fantastic value for money for this level of expertise.

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.

Floris

Clear agreements and a neat delivery. A perfect balance was struck between protecting our company and not deterring customers. Everything was delivered neatly and on time.

Sharon

The document aligned well with our wishes. They managed to get a stalled negotiation moving again by proposing a smart compromise. The final result meets our high standards 100%.

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.

Mirjam

The contact felt professional and approachable. The feedback we received on our own concept was incredibly insightful and useful. A reliable partner striving for perfection in their documents.

Sander

Things moved quickly and the work was carried out meticulously. We found the telephone intake particularly valuable. Our business partners were impressed by the professionalism of the contracts.

Hajar

The lawyer's sharp questions immediately got us thinking. The draft was delivered faster than promised in the quotation. Fantastic value for money for this level of expertise.

Najat

Practical advice that we could use immediately. It was nice that they didn't charge by the hour for a simple extra question. The service was professional and personal.

Charlotte

The process started immediately after our agreement, without delays. Legal jargon was avoided where possible or explained in plain language. Everything was delivered neatly and on time.

Sanae

A lot of time was saved thanks to the efficient intake. We were able to easily add comments to the draft using a convenient system. Our clients respond positively to the clear general terms and conditions.

Rania

The openness regarding the expected result was very welcome. The weekly update emails provided a nice sense of control over the process. A party that delivers on what it promises on the website.

Walid

The first impression was simply excellent. The service felt personal and reliable. The service was professional and personal.

Zakaria

We came in with a vague idea, but were immediately presented with concrete steps. We received valuable tips on how to present the documents to our clients in practice. The quality fully met our expectations.

Raymond

Our assignment was accepted with great enthusiasm and professionalism. The setup of the cooperation agreement was logical and very well structured. The quality fully met our expectations.

Tarik

The lawyer immediately asked the right, critical questions. The document contained handy fill-in fields for future use, making it highly reusable. Everything was delivered neatly and on time.

Tessa

A lot of time was saved thanks to the efficient intake. The translation of our core values ​​into the code of conduct was incredibly successful. It is clear that they have a passion for entrepreneurship.

Arjan

It is pleasant when a party immediately understands the core of the problem. The follow-up care and the opportunity to ask brief questions were arranged superbly. It is clear that they have a passion for entrepreneurship.

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 drafting a fixed-term employment contract, you make a number of choices that determine the content and risks. These questions help you choose the right form.

Choice or question Why this matters legally
Is the contract terminated on a date or on an event? A fixed end date provides the most certainty; an end linked to a project or replacement must be objectively determinable.
How long and how often do you renew? Under the chain rule, you may work temporarily under a maximum of three contracts for a maximum of three years; after that, a contract for an indefinite period is created.
Would you like to be able to cancel early? Without a written termination clause, neither party may terminate the contract prematurely, except during the probationary period or upon dissolution.
Do you need a trial period? A probationary period is only permitted and valid for contracts longer than six months and must be recorded in writing.
Is a non-compete clause necessary? In a temporary contract, only with written justification; without a compelling business interest, the clause is not valid.
Clauses and provisions

What elements belong in a fixed-term employment contract?

The components listed below form the core of a fixed-term employment contract. Some are always required, while others are only necessary in specific situations. A complete agreement prevents ambiguity regarding the duration, remuneration, and termination arrangements.

Provision Relevant to Legal point of attention
Parties and function Always Name and details of employer and employee, the position, and a description of the duties.
Duration and end date Always A fixed end date or an objectively determinable end (for example, the end of a project), such that the agreement terminates by operation of law.
Working hours and working times Always The number of hours per week and working hours; in the case of variable hours, a clear arrangement to prevent the suspicion of a fixed number of hours.
Salary and holiday pay Always The gross salary, the payment term, 8% holiday allowance and any supplements or reimbursements.
Probation period Sometimes Only in writing and only valid for a contract of more than six months; for contracts of six months or less, a probationary period is void.
Early termination Sometimes A fixed-term contract can only be terminated prematurely if this has been agreed in writing by both parties.
Non-compete and non-solicitation clauses Sometimes In a temporary contract, only valid with a written justification of the compelling business interest.
Holiday days and leave Always The number of statutory and non-statutory vacation days and the arrangement for taking and paying them out.
Use in practice

How do you use this document correctly?

A fixed-term employment contract requires action at the right time. The steps below help you use the document correctly and comply with legal obligations.

Situation What should you do? Point of attention
Before the first working day Have both parties sign the agreement A written and signed agreement prevents disputes regarding the agreed terms and the end date.
In the case of a probationary period or non-compete clause Document this in writing and with reasons Without written documentation, a probationary period or non-compete clause in a temporary contract is not legally valid.
No later than one month before the end date Give written notice whether you are renewing and under what conditions The notification obligation applies to contracts of six months or longer; in the event of late notification, you owe compensation.
Upon continuation Assess the chain regulation and draw up a new contract if necessary Crossing the chain automatically leads to permanent employment.
Common mistakes

Common mistakes

With temporary employment contracts, things often go wrong on a number of recurring points. The errors listed below can have far-reaching consequences; for each error, it is explained how to prevent it.

Wrong Consequence Better approach
No or late notification You owe a notice payment of up to one month's salary Confirm the notice in writing no later than one month before the end date.
Probation period in a short contract The probationary period is void, and a dismissal during that period is unlawful Only include a probationary period for contracts longer than six months.
No written termination clause You cannot terminate the contract prematurely Establish an early termination clause for both parties in advance.
Silent continuation of work after the end date The contract is continued under the same conditions for the same duration Make a clear agreement about whether or not to renew before the end date.
Overlooking the chain regulation A fourth contract or exceeding three years automatically becomes permanent employment Keep track of the chain of contracts and the intervals before renewing.
Risk profile

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

The correct structuring of a temporary employment contract depends on your situation. Below you will find common cases and the points to consider associated with them.

Risk profile Example Focus in the document
Temporary replacement You hire someone to replace a sick or absent employee Link the end to the return of the replaced employee and make this objectively determinable.
Project work You temporarily need extra capacity for a defined project Describe the project concretely, so that the end date is fixed without cancellation.
Possible extension You are considering converting the contract into permanent employment at a later date Keep an eye on the chain regulation and notify us on time whether you are renewing.
Seasonal or peak work You only have work during certain periods Clearly define the scope of work and on-call arrangement to avoid any suspicion of a fixed number of hours.
Additional documents

When is this document not enough?

A fixed-term employment contract covers the employment itself. In some situations, you require additional agreements or another document.

Situation Supplementary document Why
Situation Related document Explanation
You want to hire an employee for an indefinite period Employment contract For permanent employment, different rules apply to termination and protection against dismissal.
You hire a self-employed person instead of an employee Management Agreement For an assignment outside of an employment relationship, you formalize the collaboration without a hierarchical relationship.
The employee is granted access to sensitive company information Confidentiality Agreement A separate confidentiality agreement protects confidential data even after the termination of employment.
Explanation of this document

Drafting a fixed-term employment contract, why?

Not every entrepreneur knows exactly what fixed-term employment contracts 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 a fixed-term employment contract?
A fixed-term employment contract is an employment contract that terminates by operation of law on the agreed end date or upon the completion of a specific project, without the need for notice of termination. The fixed-term employment contract is regulated in Article 7:668a of the Dutch Civil Code and provides the employer with temporary flexibility—for a seasonal peak, a project expansion, or a replacement due to illness. However, the law sets strict limits on the use of temporary contracts via the chain rule: more than three temporary contracts or a combined duration of more than three years automatically leads to an employment contract for an indefinite period. As of January 1, 2025, the possibilities for temporary contracts are additionally limited by the Flexible Labour Admission Act, which is entering into force in stages. Our lawyers draft fixed-term employment contracts for employers that correctly apply the chain rule, provide a substantial justification for the non-compete clause in a temporary contract, anchor the notification obligation, and correctly anticipate the conversion to an indefinite contract.
What limits does the chain rule place on temporary contracts?
The chain rule of Article 7:668a of the Dutch Civil Code stipulates that a successive fixed-term employment contract automatically becomes an indefinite-term employment contract if the chain exceeds the statutory limits. The limits are: a maximum of three temporary contracts in a chain, and a combined duration of a maximum of three years. If either of these limits is exceeded, the most recent contract automatically becomes an indefinite-term contract, even if the parties did not intend this. The chain is broken by an interim period of more than six months — an interruption of six months or less does not count. Please note: in the case of successive employment — an employee performing exactly the same function for a different employer — the period with the previous employer counts towards the chain. Our lawyers advise you on the status of the chain for your employee and the risk of involuntary conversion.
How do you draft a non-compete clause in a temporary contract?
a non-compete clause in a fixed-term employment contract is only valid if the employer has justified in writing within the employment contract itself which compelling business or service interests necessitate the clause. Moreover, as of January 1, 2025, this obligation to provide justification applies more strictly: the justification must be concrete and specific to the position. A standard paragraph that is identical for all employees is insufficient. The clause is void in the absence of proper justification. A particular point of attention: if the temporary contract is extended, the non-compete clause must be renegotiated with new justification if the position or business circumstances have changed. Our lawyers draft a tailor-made justification for each position that stands up to judicial scrutiny.
What is the notification obligation and what are the consequences of forgetting?
Pursuant to Article 7:668 of the Dutch Civil Code, an employer is obliged to inform an employee in writing, no later than one month before the end of a temporary contract of six months or longer, whether the contract will be continued and, if so, under what conditions. This is known as the notification obligation. If the employer forgets to give notice or gives it too late, they owe a notification compensation equal to the salary for the period during which the notification was delayed — up to a maximum of one month's salary. The notification compensation is due regardless of whether the employee has actually suffered damage and regardless of whether or not the contract is extended. In practice, this is one of the most frequently forgotten obligations among employers. Your employment contract must contain a reminder regarding the notification obligation, and HR must schedule a notification date. Our lawyers ensure contracts include a built-in reminder.
What special rules apply to temporary contracts during illness?
Special rules apply in the event of illness of an employee with a temporary contract. The employee is entitled to continued payment of wages during illness for the remainder of the contract term. Upon expiration of the temporary contract, the employment agreement terminates by operation of law, even if the employee is still ill — the prohibition against dismissal during illness does not apply to the automatic termination of a temporary contract. However, the employer is not entitled to sickness benefits if the temporary contract ends during illness and no new contract is offered: the sick former employee then falls back on the no-risk policy with the UWV. A particular point of attention regarding repeated absenteeism by temporary workers: the chain rule continues to apply, even if the employee is regularly ill. Our lawyers advise you on the reintegration obligations regarding sick temporary employees.
How does a probationary period work in a temporary contract?
In a temporary contract, a probationary period only legally valid if the contract has a duration of more than six months. For a contract of six months or less, a probationary clause is void. For a contract of more than six months but less than two years, the probationary period may be a maximum of one month. For a contract of two years or longer—which rarely occurs with a temporary contract—a probationary period of a maximum of two months is permitted. In a subsequent temporary contract with the same employer for the same position, a new probationary period is not permitted: the probationary period serves as an introduction, and that introduction has already taken place. Your fixed-term employment contract must correctly establish the probationary period and not include it if the duration of the contract does not allow it. Our lawyers prevent invalid probationary clauses that make the employer unexpectedly legally vulnerable.
How does it work at MKBjuristen?
After a brief intake, our lawyers map out the position, the intended duration, the status of the chain rule for the employee in question, and your specific needs. Based on this, we draft a fixed-term employment contract that correctly applies the chain rule, provides a compelling justification for the non-competition clause where necessary, incorporates the notification obligation into the contract, and correctly establishes the probationary period. We also advise you on the timing of the conversion to an indefinite term and the risks of the chain rule for your specific 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.

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.

Contact us

Annelore Hendriks

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