These measures were announced on Prinsjesdag (Budget Day) and are, of course, subject to their passing through the Upper and Lower Houses of Parliament, as is the date of introduction.
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If the company has a Collective Labour Agreement, it could be possible to deviate from this ruling - however the holiday allowance percentage can never be lower than 8%, higher is possible. The pay out of the holiday allowance to the employee has to processed by law minimal 1 time a year. For more information: Visit the Compensation page
2. Health & Safety: Emergency Assistance - BHV. The Working Conditions Act obliges the employer to seek assistance of employee or employees in the building who have been designated as Emergency Response Officers (EROs).
3. Health & Safety: Risk, Inventory & Evaluation (RI&E). The Working Conditions Act also requires every employer to conduct a health and safety policy aimed to an optimal working condition for employees. Providing a safe and healthy workplace starts with getting an understanding of the risks. A Risk Inventory & Evaluation (RI&E) enables to improve working conditions.
4. Health & Safety Office Supplies. The office materials – e.g. desks and chairs need to follow a European standard and a Dutch ergonomic standard. The Netherlands ergonomic standards – of e.g. how the desk and chairs need to be vary in heights etc. is called in Dutch ARBO normen.
5. Health & Safety Building requirements. Of course, the building has to have the right requirements as of emergences and fires by law. E.g. building floor plans, emergency plans etc. Rules by law have to be set in place and there are a lot of external party vendors who can support in this matter.
6. Health & Safety Prevention Officer. The employer also has to appoint a Health & Safety Prevention Officer – responsible for health & safety in the office.
7. Health & Safety - QHSE Manager. In addition the company also can appoint a QHSE manager - Quality, Health, Safety and Environment Manager.
Besides the rulings of the company, the Working Hours Act has to be respective in this matter. These rulings are made by the government and are for all employers in the Netherlands. In summary, the first step is, find all the information/policy of your company in regard to working in the weekends, cause that is the first step on knowing what you have been agreed upon when signing your employment contract.