Dutch employment law
Employment law includes the relationships between the employer and employee. Various rules between employees and employers are laid down in legislation. In addition, agreements have also been made between the employee and the employer. These have been agreed in the employment contract. For example, the maximum length of the probation period, the number of vacation days, your wages and any other agreements such as the use of the lease car, etc.
A large part of the legislation regarding work & dismissal is mandatory law. This means that the employee is almost always protected by law and that there may be deviations from the legislation. As a result, there is no longer a power difference between the employer and employee. Despite the fact that the legislation is clear, conflicts regularly arise between employees and employer. This usually concerns dismissal, but also or other matters such as the payment of wages and holidays. Would you like advice on these kinds of situations?
Different forms of dismissal
By law, there are a number of different forms of termination. This also creates various dismissal procedures that the employer must adhere to. The procedure has been legally laid down for all dismissals since 1 July 2015. General rules apply when an employer may not be dismissed. For example, an employee may not be fired during illness. If the employee has been ill for more than 2 years, an employee may be dismissed.
In addition, in the event of a dismissal since 1 July 2015, there is always a notice period of one month. This is also the case with contracts with a temporary duration. Is an employer doing this too late? Then you are obligated to receive one month’s salary in addition to your dismissal. This is different if you are fired immediately. There must be a valid reason for a summary dismissal. If it is not available, you can dispute it legally with the help of an employment lawyer. You are not entitled to a WW benefit in the event of a summary dismissal.
Since 1 January 2020, you are entitled to a transition allowance in various situations. You are entitled to this if you have been employed by the same employer for 2 years or more. You can use this amount to find a new job or to retrain yourself. It is important that if you become unemployed you know what your rights and obligations are. Legal advice from an employment lawyer may be important in this regard.
Unfortunately, discussions about labor conflicts are increasingly occurring nowadays. In theory, there is a relationship of authority in which you as an employee carry out what the employer instructs you to do. You are obliged to do this as long as the assignment is reasonable. Labor disputes arise if the assignment is not reasonable. For example, if you are involuntarily transferred to another department or if your holidays are not paid.
For example, if a company has an important interest. In such conflicts it is important that there is mediation at work. Of course you don’t want to lose your job due to an employment conflict. On the other hand, you would like the conflict to be resolved. If no agreements can be made, you can still go to court to claim your right.
You can then ensure that your request is granted. The judge will determine who is wrong and whether, for example, the employer must still comply with your request. On leave, a judge will regularly choose the employee’s side. An employment lawyer is important in these cases to find a solution together. It is preferable to try to avoid going to court. In this way you can properly resolve an industrial conflict.
Have you done work in the past period, but your employer refuses to pay this wage? Then he says he probably has very good reasons for not doing this. But is this allowed just like that? No, in most cases the employer is legally obliged to continue to pay your wages. If he does not do this, you can file a wage claim .