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Employment law
What is all covered by employment law?
The law that focuses on the rules and laws that govern the relationship between employers and employees is employment law. Employment law covers various issues, such as: employment contracts, wages, working conditions and dismissal law. Employment law was created to ensure a balanced and fair working relationship, protecting the rights and obligations of both employees and employers.
Employment contract
In the Netherlands, employment contracts are an important legal instrument for establishing the relationship between employer and employee. Dutch employment law has different types of employment contracts, each with specific characteristics and legal rules.
Transition compensation
The transition compensation is compensation that an employer owes an employee when employment, on the employer’s initiative, is terminated.
(Instant) dismissal
Dismissal is a sensitive subject that can have far-reaching consequences for both employers and employees. Dutch dismissal law has different forms, each with its own rules and procedures.
Settlement agreement
A settlement agreement (also known as a termination agreement) is a common way to end an employment contract in the Netherlands by mutual agreement. Employer and employee mutually agree to terminate the employment contract.
Non-competition and relationship clause
A non-competition and relationship clause are provisions included in many employment contracts to protect employers from competition or the loss of customers when an employee leaves.
Reorganizations
A reorganization is a major measure in which a company adjusts its structure, processes or workforce to save costs, operate more efficiently or respond to changes in the market. This may result in the loss of jobs, the adjustment of functions or changes in terms and conditions of employment.
Wage claims
A wage claim is a legal procedure in which an employee requests his employer to pay overdue wages. In the Netherlands, an employer is required by law to pay wages on time and in full, as agreed in the employment contract. If an employer fails or refuses to do so, an employee can file a wage claim to still receive the salary due.
Suspension / inactivation
In Dutch employment law, suspension and inactivation are measures an employer can take to temporarily remove an employee from his job. Although these terms are often used interchangeably, there are some differences. Suspension and non-action can have major consequences for the employment relationship and lead to legal conflicts.
Occupational disability and reintegration
Occupational disability means that an employee is temporarily or permanently unable to perform work due to illness or another medical cause. In the Netherlands, there is a comprehensive legal framework in place to support both the employer and the employee in the event of occupational disability, with the aim of helping the employee return to work as quickly as possible.
International employment law issues
As an employment attorney in Amsterdam with extensive experience in national as well as international employment law issues, I specialize in cases where Dutch law applies. The globalization of the labor market means that more and more companies and employees have to deal with cross-border employment law issues.
Position of statutory directors
The position of a statutory director in a company is unique within Dutch employment law. Although a statutory director is often both employee and director, his legal position differs from that of an “ordinary” employee.
Position of expats
The Netherlands is a popular destination for expats, thanks to its strong economy, international business community, and favorable living conditions. However, expats, or those working in the Netherlands from abroad, find themselves in a complex legal environment where both national and international rules converge.
