Employers must provide clear working conditions

This information is provided by

Netherlands Enterprise Agency, RVO

Effective date: 1 August 2022

What changes?

Do you employ staff? You must provide clear and predictable employment conditions. The new law imposes extra obligations on employers and has consequences for various employment conditions and stipulations.

More information on entering employment

You must provide more information on working conditions, rights and duties when someone starts their job with you. You must for instance inform employees about:

  • duration and conditions of the trial period
  • holidays and leave arrangements
  • the place the work is carried out
  • the possible right to a training or education
  • what the arrangements are for the termination of the employment contract
  • the seperate components of which employees' wages are build up, such as bonuses

You must pay for compulsory training

You may have to offer your employee specific training if this is stated in the law or in the collective labour agreement (CAO). You will have to pay for these courses. You should also allow the training to be followed during working hours.

Secondary activities

You cannot stop an employee from working for another employer outside their work schedule. You can prevent this if you have an objective justification. This means that you must have a good reason to prohibit secondary activities.

Predictable work pattern

If the work pattern is unpredictable, you must tell the employees at what times they can be required to work. You must do more to make the work pattern as predictable as possible. This can have consequences especially if you employ on-call workers.

Predictable working conditions

An employee can request to perform a type of work that has more predictable working conditions. Employees can do so if they are in your employ for at least 26 weeks. They can make such a request at most once a year.

For whom?

  • entrepreneurs with staff

When?

The 'Law implementing the EU directive on transparent and predictable working conditions' is expected to enter into effect on 1 August 2022.

Please note: The effective date of this measure is not yet final. Entry into force is subject to its passing through the upper and lower houses of parliament or proclamation of the Order in Council (Algemene Maatregel van Bestuur, AMvB) or ministerial decree and publication in the Staatsblad or Staatscourant (Government Gazette, in Dutch).

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This information is provided by

Netherlands Enterprise Agency, RVO