Resourcing

Recruitment, training, employment contracts, post-termination non-compete clauses, varying a contract of employment.

Netherlands :: Zero hours contracts (on call)

The employment of Zero-hours workers (called “On Call” workers) is lawful, subject to the provisions of the Law on Flexibility and Security 1999 and Balanced Labour Market Act 2019 …

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Netherlands :: Statement of employment particulars

Within one month of the commencement of an employment relationship, all employees must be provided with a written statement of employment particulars …

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Netherlands :: Recruitment agencies

It is lawful to hire staff through agencies on a temporary basis and there are no sectors where temporary workers may not be utilised …

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Netherlands :: Recruitment

Candidates for work may be sought either through the state agencies (Regionale Besturen voor de Arbeidsvoorziening), licenced private recruitment agencies, or press advertising …

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Netherlands :: Part-time contracts

The Work Hours Act (WOA), which entered into force in 1996, provides flexibility for employers and employees to come to an agreement regarding working hours …

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Netherlands :: Non-compete clauses

◉ Are such clauses lawful?  Yes …

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Netherlands :: Job posting and cross-border work

For comprehensive guidance about the latest EEA/Swiss jobs posting rules see our Guidance Note …

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Netherlands :: Freelance/consultancy agreements

Employers using the services of an individual under a freelance or consultancy agreement may be open to challenge by the individual concerned, or the tax authorities on the grounds that the relationship should be covered by an employment contract …

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Netherlands :: Fixed-term contracts

Temporary and fixed-term contracts may be concluded, provided that they are in writing and conform to certain renewal terms …

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Netherlands :: Employment contracts

Recruitment is not generally subject to strict regulation, although child labour is banned and the minimum age for delivery staff is age 16 …

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Netherlands :: Criminal records

Employers should avoid making requests for details of a prospective employee’s criminal record …

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