Most employees in the Netherlands expect to receive their holiday allowance in the month of May or June. However, this year, due to the financial difficulties caused by the coronavirus outbreak, some employees fear that their employer may be, at best, reluctant to pay out the holiday allowance on time and, at worst, unable to pay the holiday allowance at all. One of the trade unions, CNV, has reported that 8% of its members have stated that their employer will not be paying the holiday allowance that is due to them. Is this permitted by law?Continue reading “Is late payment of the holiday allowance permitted because of the coronavirus outbreak?”
Many businesses are suffering financially as a result of the coronavirus outbreak. Despite the Dutch government’s support measures, companies could be facing bankruptcy. To reduce costs, some companies wish to lower salaries. But are such pay cuts a viable option?Continue reading “Can a company lower employee salaries because of the coronavirus outbreak?”
Sometimes it may be necessary for an employer to adjust the employment conditions of its employees. For example in the event the company is experiencing financial difficulties. Also, after taking over employees of another company, the acquiring company may need to align employment conditions of the new employees with company standards. Such adjustments could include cutting a bonus scheme, abolishing a lease scheme or changing leave schemes. What options does the employer have to change the employment conditions of employees?Continue reading “Adjusting employment conditions: what are the employer’s options?”
Due to the coronavirus many employers and employees are uncertain about how to handle the issue of holidays. On the one hand employees are forced to postpone their holiday plans. On the other hand many employers do not have sufficient work available to keep the employees working. It can also be that the demand for certain services and/or products suddenly increased due to the coronavirus outbreak, and employees are consequently suddenly needed in order to service this demand. What can employers and employees expect from each other?Continue reading “Coronavirus: your employment rights regarding holidays”
Temp agencies play a major role in matching demand and supply on the Dutch labour market. When not searching for new staff but outsourcing administrative and legal responsibilities, companies often make use of pay-rolling companies.Continue reading “Temping or payrolling? New Dutch rules 2020”
Dutch employment law offers a high degree of protection to employees working in the Netherlands. Such protection comes to the fore in the event that an employer wishes to terminate an employee’s employment contract. An employer who intends to dismiss an employee is required, by law, to comply with several strict rules and regulations. During reorganisations, employees are often laid-off based on redundancy. Or alleged redundancy? In our experience it is not exceptional that lay-offs include employees whose employment activities do, in fact, continue to exist. We help expats figuring out the facts and negotiating more favourable terms of a settlement package.
Every year between 5,000 and 7,000 highly skilled migrants come to the Netherlands. They make an important contribution to our economy. Since October 2004, a special Highly Skilled Migrant Scheme is applicable in the Netherlands. What are the regulations regarding highly skilled migrants?
In the spring of 2018 the Dutch government announced that, in 2019, the maximum period of 8 years during which the Dutch 30% tax ruling may apply would be reduced to 5 years. Anger rose in the expat community – understandably. Today the Dutch Prime Minister came with a snippet of good news softening the blow.
Upon termination of the employment contract, the employee may be entitled to a ‘transitional allowance’. The transitional allowance is intended to assist the employee in finding a new job after dismissal, for example through education.
When terminating an employment contract both the employee and employer need to respect a notice period. The notice period depends on the duration of the employment contract.