Employment Law
Newcomers who start working in the Netherlands are often confronted with various matters concerning Dutch labour law.
The laws which cover labour and employment in the Netherlands are diverse. Dutch legislation covers key areas such as trial periods, holidays, notice and dismissal, minimum wages, health and safety and equal treatment.
Employees in the Netherlands are relatively well protected by the rules of Dutch Labour Law. However, internationals cannot always rely on the legal safeguards that have been created for Dutch residents. Dutch law may not always be applicable for internationals. In principle, an international’s personal employment contract will determine the specific conditions.
Trial Period
For contracts of less than six months, no probation period is allowed. Contracts between six months and two years can have a probation period of one month. A maximum probation period of two months is allowed for indefenite contracts or contracts of more than two years.
Termination of an Employment Contract
If a employment contract is being terminated, the following notice periods apply:
| Length of employment period | Notice Period |
| 0-5 years | 1 month |
| 5-10 years | 2 months |
| 10-15 years | 3 months |
| > 15 years | 4 mothns |
The above mentioned numbers apply to indefinite contracts. In case of an temporary employment contract, the notice period is one month, if the contract is for six months or longer. However, for "temp" contracts of less than six months, termination can be immediatley effective.
A Practical Guide
When moving to the Netherlands for work, there are several important steps to take. The Governmental website offers essential information on your rights, obligations, and the necessary arrangements.
Find out more visiting the Government information page.
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