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The government has taken measures to protect you and your staff against the coronavirus. Keeping 1.5 metres distance, for example, and working from home. Read what you can and must do for your employees.
Urge your employees to work from homeThe government strongly urges working from home, unless this is not possible, to curb the spreading of the coronavirus. This measure does not apply to crucial and vital professions (in Dutch) like caregivers, supermarket employees and transport workers. If working from home is not possible, try to spread the working hours. Make sure there aren’t too many people in the workplace at the same time. Your employees have to keep 1.5 metres distance in the workplace, same as everywhere else. If your employees use public transport for their home-work travel, it may be a good idea to provide them with face masks.
Tips for working from homeYou are responsible for good working conditions. This is also true when your employees have to work from home. Think of lending an office chair or monitor from your office for the time being. Your employees need to feel that you understand and trust them during this period. Stay in touch on a regular basis if you are managing them long-distance. Find more tips on staying fit an healthy while working at home on Arboportaal, a website by the Ministry of Social Affairs and Employment (in Dutch).
Your employee falls illIf your employee calls in sick, you cannot ask why. Not even to inquire if they have symptoms of the coronavirus. It is up to your employee to decide if they want to tell you. The company doctor or the health and safety agency are the only ones allowed to process the medical data. Has coronavirus been officially diagnosed in one of your employees? Then take immediate action (in Dutch).
One of your employee’s housemates falls ill
Your employee has to self-isolate if one of their housemates develops common cold symptoms or a fever. They must self-isolate and remain in quarantine for 10 days, unless of course they develop symptoms. Your employee can only come in to work if they perform a crucial or vital profession. If your employee has to self-isolate, but cannot work from home, you must continue to pay them their wages. Nor can you deduct leave hours, unless you both agree to this.
Quarantine period from 14 days to 10
The quarantine period for persons who have been in contact with someone who has developed corona symptoms, or who have returned from a region or country with code orange, has been reduced from 14 days to 10.
Refusing entry to the workplaceYou are responsible for offering your employees a safe and healthy work environment. Refusing someone entry to the workplace may be necessary to ensure this.
Face masks for contact-based professions: urgently advisedThe Dutch government strongly urges everyone who enters a public indoor space to wear a face mask. This includes shops and practices of contact-based professionals, like hairdressers, beauticians, or pedicures. Face masks are not mandatory: you and your employees can decide for yourselves if you want to wear face masks, and if you want to ask your clients to wear one. There are also general rules and protocols for contact-based professions. For instance, you may only serve customers who have pre-booked.
Forcing your employees to take leave daysYou cannot force your employees to take leave days, even if you have less work for them due to the corona crisis. You can discuss it with them. The employee decides if they want to take leave or not.
NLWerktDoor!: employees on loan
Do you have less work for your employees? Perhaps a business in a different sector is busier than usual and looking for temporary workers. You could loan your employee to this business temporarily. The exchange programme NLWerktDoor! (The Netherlands keeps on working) is set up for just this purpose. It is an initiative launched by the Employee Insurance Agency UWV, the Ministry of Social Affairs and Employment, several municipalities, employers, and trade unions. NLWerktDoor! is part of the government effort to save as many jobs as possible.
Withholding or delaying holiday allowanceYou are not allowed to withhold your employees’ holiday allowance, or to delay paying holiday allowance. You and your employees can come to an arrangement together. If you do, you have to lay them down in writing, for instance as part of a plan to keep your company afloat.
Your employee goes on holiday in a country with an orange or red travel advice
You cannot forbid your employee to travel to, or take a holiday in, a country with an orange or red travel advice (in Dutch). Your employee does have to return in time: if they have to self-isolate upon their return, they have to do so within the allotted holiday period, unless they can work from home. If they cannot work from home, and have to remain in quarantine for longer than their allotted holiday period, you do not have to pay them for the days they miss. Make sure your employee is aware of this.
Cancelling leave when a travel advice is adjusted
If your employee has to break off a holiday in a country for which the travel advice has shifted from yellow to orange, and then has to self-isolate for 10 days, they cannot simply decide to cancel their leave days. You have to give permission for this; you can also demand that they do take the allotted leave – for instance, if they cannot work from home.
Prevent staff dismissalsIf the corona crisis makes it hard or impossible for you to continue paying your staff, you can continue to apply for the Temporary Emergency Bridging Measure for Continued Employment NOW from the government. NOW 3.0 will cover the period of 1 October 2020 - 1 July 2021 in 3 3-month instalments. NOW 3.0 compensates a large percentage of your total wage sum. This allows you to continue paying your employees, both permanent and flex or fixed-term ones. Check out the other financial measures for employers and entrepreneurs.
NOW scheme includes holiday allowanceThe NOW scheme includes compensation for the monthly accruement of your employee’s holiday allowance. You receive 30% on top of your employee’s wage sum, to accrue holiday allowance, and to pay for pension and employer contributions.
NL Leert Door
NL Leert Door is a temporary support scheme which offers free (online) retraining courses and advice on career development to anyone from age 18 up to retirement. Employers who want to apply for NOW are obliged to stimulate their employees to take retraining or reskilling courses. NL Leert Door was launched on 1 August 2020. On the website hoewerktnederland.nl (in Dutch) you can find more information about the scheme.
Not renewing your employee’s contract
You may not want to, or be able to, renew an employee’s contract. For instance, because it is a fixed-term contract, or your employee has been off sick for a long time. You don’t have to renew a fixed-term contract, regardless of whether the employee in question is off sick or not. A fixed-term contract ends on the date stated in the contract. If the contract is a permanent one, it depends on the circumstances and duration of the contract whether or not you can dismiss your employee. Is your employee ill? Check carefully whether or not you are allowed to dismiss them.