Your Rights in a Dutch Employment Contract: What to Watch Out For

A practical guide for EU workers in the Netherlands

📃 Why This Matters

As a migrant worker in the Netherlands, it’s important to understand your employment contract before signing it. Whether you’re working through an agency or directly for a company, your rights and protections are written into the contract — but not always clearly explained.

This guide helps you spot what to look for, what’s legal, and what to avoid.

---

🔹 What is a Dutch Employment Contract?

A Dutch employment contract (arbeidsovereenkomst) is a formal agreement between you and your employer. It includes your:

• Job title and duties
• Salary and work hours
• Start and end date (if temporary)
• Trial period (if any)
• Notice period
• Other benefits or obligations

In the Netherlands, contracts can be:

• Temporary (fixed-term) – usually 6 to 12 months
• Permanent (indefinite) – no end date
• Zero-hour or on-call contracts – no guaranteed hours

📌 Even if you don’t sign anything, a verbal agreement with regular work may count as a contract under Dutch law.

---

🔍 What to Check Before Signing

1. Contract Duration

• Look for a clear start and end date
• After three consecutive temporary contracts or three years, the employer must offer you a permanent position

2. Salary

• Your gross salary (before tax) must be clearly stated
• Check if it includes holiday allowance (vakantiegeld) or if that’s paid separately
• Confirm if payment is weekly or monthly

3. Working Hours

• Standard full-time: 36 to 40 hours per week
• Make sure part-time or overtime rules are explained
• Shifts and working days should be mentioned

4. Trial Period (Proeftijd)

• Legal maximum:
  • 1 month for contracts under 2 years
  • 2 months for permanent contracts
• During this time, both sides can end the contract without reason

5. Notice Period

• Most common: 1 month notice
• Must be the same for employer and employee unless clearly stated otherwise

6. Holidays & Sick Leave

• You’re entitled to at least four times your weekly working hours in holidays (e.g., 160 hours if you work 40 hours/week)
• Employer must pay at least 70% of your salary when you’re sick

7. Agency Contracts / Phase System

• If you work via a uitzendbureau (temporary agency), you may be under the “Phase System”:
  • Phase A: Very flexible, no job security
  • Phase B: Fixed-term contracts, more protection
  • Phase C: Permanent contract

❗ Check your contract phase and rights if you’re employed through an agency.

---

🚩 Warning Signs

Watch out for these red flags:

• No clear salary mentioned
• No written contract after several weeks of work
• No mention of notice period or sick pay
• You’re asked to sign something in Dutch without translation
• The employer says “we don’t use contracts — just trust”

These are signs of unprofessional or potentially illegal behavior. Always ask for clarity in your own language or seek help.

---

⚖️ Dutch Labor Protections

Even if your contract is unclear, Dutch labor law gives you protection:

• Minimum wage must be respected
• You cannot be fired without reason after your trial period
• Sick workers may not be dismissed
• You have the right to ask for your contract and payslips in writing

---

❓ Frequently Asked Questions

Can I ask for a translated contract?

Yes. You have the right to understand what you’re signing. Ask for a version in English or your native language.

What if I already signed something I didn’t understand?

You can still challenge the contract if it goes against the law or if you were misled. Ask for help from a union or legal aid group.

Can my employer change my contract suddenly?

Only if you agree — and it must be in writing. Changes in hours, pay, or job role require your consent.

---

✅ Summary: What to Watch Out For

Section	What to check
📆 Duration	Clear start/end date, automatic renewal rules
💰 Salary	Gross/net pay, holiday allowance, frequency
🕐 Hours	Agreed hours, shifts, overtime rules
🧪 Trial period	1–2 months max, both can end freely
📅 Notice period	At least 1 month, same for both sides
😷 Sick leave	70% pay, legal protection from dismissal
🧾 Contract type	Agency phase, temp vs. permanent
🚩 Red flags	No contract, vague promises, no translation