Statutory Notice Period Netherlands for Employer and Employee.

Notice Period Netherlands for Employers

In general, the statutory notice period Netherlands is applicable for termination of both permanent employment contracts and fixed term employment contracts. However, it is possible, a notice period other than the statutory notice period is applicable, because of other agreements in the individual employment agreement.

Important! Unless agreed otherwise, the notice period starts running at the beginning of the month following the month in which notice is given.

The statutory notice period Netherlands to be observed by the employer is:

• One (1) month for an employment agreement continuing for less than five (5) years.
• Two (2) months for an employment agreements duration of five (5) and ten (10) years.
• Three (3) months for employment agreements, continuing for a period between ten (10) and fifteen (15) years.
• Four (4) months if the employment agreement continues beyond fifteen (15) years.

Notice Period Netherlands for Employees

The statutory notice period Netherlands for the employee is one (1) month.

A longer notice period may be agreed upon if it is laid down in the employment. In that case, the notice period of the employer has to twice the time the notice period the employee has to observe.

For Employers: Give Notice to Employee on a Fixed Term Employment Contract

A fixed term employment contract is an employment agreement with a start and end date. The employment contract ends by law on the agreed end date, however, the employer needs to notify the employee in writing if the employment will be continued or discontinued.

1. Employment contract between employee and employer is a fixed-term employment contract of at least 6 months or longer.
2. Employer must inform the employee in writing at least one (1) month before the contractual end date.
3. In case the fixed term employment contract will be continued, please provide the employee with a renewed employment contract.
4. The employment could be continued on a fixed term employment contract or a permanent employment contract.
5. Read more on Fixed term Employment Contract conversion to Permanent Employment Contract.
6. In case the fixed term employment contract is not renewed a written letter must be sent to the employee.
7. If you would like to receive a template termination notification letter, please send us your request and fill in the contact form.
8. In line with the Balanced Labour Market Act [Wet arbeidsmarkt in balans (WAB)] the employer has to pay a severance payment for not extending the fixed term employment contract.

Employer Failure of Notice or Giving Notice too Late

• In case the employer fails to give notice or giving notice later than one (1) month in writing, if the employment will be continued or discontinued, the employee is entitled to a compensation. The compensation for not giving notice is one (1) month gross salary.
• In the employer is giving notice later than one (1) month, the employee compensation will be paid proportionally. Example: if the notice period is one week too late (three weeks before the end date of the employment contract) employee is entitled to a compensation of one week gross salary.

The notice period for a fixed-term employment contract does not apply in case of:

• A fixed-term employment contract less than 6 months;
• A temporary agency worker contracts containing a temporary employment clause.

More Information

• Fixed Term Employment Conversion to Permanent Employment Contract in the Netherlands.
• 2024 Employment Law Changes in the Netherlands.
• Navigating the Dynamics of Labour Laws in the Netherlands.