Frequently Asked Questions

On the NL HR Hub page, you will find all the HR topics incl. detailed information. You will have free access to information when employing staff in the Netherlands. Visit the NL HR HUB PAGE
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As of 1 January 2019, there are changes proposed in regard to Adoption Leave and Paternity Leave.

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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The Works Council is an internal body representing employees, and has consultation rights in respect of certain significant proposed management decisions and approval rights in respects of intended decisions regarding certain employment policies. READ MORE
In the Netherlands there are statutory Leaves of Absence and Special Leave. The Special Leave of Absence is not based on law, but on general country specific common practice. READ MORE
Each company has to have a Sickness Absence Policy outlining the expectations and obligations of Employer and Employee during Sickness Absence, in accordance to the Permanent Incapacity Benefit (Restrictions) Act. Read more on the Sickness Absence page.
The Employer is obliged by law to continue payment during the first year and second year of Sickness Absence. The Employer will have to continue payment in total for 104 weeks. Read more on the Sickness Absence page to find out what the percentage of payment in each year.
By law, the 8% holiday allowance is calculated over 1 year and is based on the total gross annual salary. Total gross annual salary means in this respect, the annual gross salary excluding benefits (bonus, travel allowance etc.), but including overtime payment/salary. This ruling is set in place since 1 Jan. 2018. Prior to 1 Jan. 2018 the the holiday allowance was calculated on the total annual gross salary excluding benefits and excluding overtime.

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

1. Health & Safety - Illness of employees: Occupational Health & Safety Service. By law an Employer has to have a service provider dealing with illness of employees (absenteeism guidance). This external third-party services provider is called in Dutch ARBODIENST and by law every company who has employees has to have a contract with an Arbodienst vendor.

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.

More information can be found here on the Employment Conditions page and on the Leave of Absence page in regard to Sickness Absence.

In the CLA (Collective Labour Agreement in the industry you work in) or in the Employee Handbook, Company policy or in your Employment contract it has to be explained what the rulings are for working in the weekends.

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. is an initiative by Marieke Stoop and global HR Consulting company Human In Progress. MORE ABOUT US

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