The employment agreement or contract must comply with Dutch law and EU rules. The agreement must refer to:
In the case of employment termination, the party terminating the employment contract must submit their notice in writing, indicating the reason for termination, the legal provision in which the basis of the termination and date of termination of employment relationship.
Notice Period: With each permanent contract, your employer must adhere to a notice period, which depends on the duration of your employment.
Less than 5 years: 1 month notice period
Between 5-10 years: 2 months notice period
Between 10-15 years: 3 months notice period
15 years or more: 4 months
Your employer can agree to a longer notice period with you and include this in the contract.
Severance Pay: As per 1 January 2020, the dutch employment law has been changed. From the first day of employment, an employee is entitled a transition payment to safeguard his interests in the event of termination requested by the employer.
The amount of the transition allowance for a Dutch employee is 1/3 monthly salary per entire year of employment from the first working day. The transition allowance over the remaining part of the employment contract is calculated according to this formula:
(gross salary received over the remaining part of the employment contract / gross monthly salary) x (1/3 gross monthly salary / 12).
In the Netherlands, pensions would include at least one if the following elements:
Child benefit is a payment to help with the cost of caring for a child. Inhabitants can get child benefit for:
Accident Insurance: pays out benefits in the event of an employee’s death or disability resulting from an accident.
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