41 results found

The implementation rules of the Employee Insurance Agency (UWV) required an update due to legislative changes and recent case law.

As of 1 October 2019, the UWV will apply new implementation rules for dismissal in the event of long-term incapacity for work.

Dutch employment law has a dual dismissal system.

On May 28, 2020, the Dutch government announced that the economic relief package in connection with the coronavirus crisis will be extended by one month, to October 1, 2020.

The Sub-District Court in Maastricht upheld the summary dismissal of an employee who travelled to an orange zone destination despite his employer's COVID-19 travel restrictions.

In the Netherlands, employers are generally prohibited from dismissing sick employees in the event of a reorganization, even if those employees are eligible for dismissal based on the reflection principle.

"Clawback clauses" state that employees must refund all or part of their variable bonus if it is determined that the bonus should not have been paid out in the first place.

2017 may be a 'make or break' year for the new employment and dismissal laws.

A settlement agreement (vaststellingsovereenkomst; VSO) is often an efficient way for employers to terminate an employment relationship.

A probationary period sometimes isn't long enough to gain a good impression of an employee and the employer might still want to give the employee a further chance.

It is apparent from a recent judgment issued by the North Holland District Court that employers should exercise due care when completely excluding employees from business operations related to their job, especially...

Plans on drastic modification of Dutch dismissal law and the Unemployment Insurance Act

The Central Netherlands District Court recently held that failure to turn up at work and to contact an employer about the absence justifies summary dismissal.

On 7 February 2013, the Brussels Labour Court of Appeal rendered a judgment on the admissibility into evidence of e-mails obtained in violation of the privacy rules.

The Extraordinary Labor Relations Decree 1945 (Buitengewoon Besluit Arbeidsverhoudingen 1945 (‘BBA’)) stipulates that an employer may only give notice of termination of the employment relationship with an employee after obtaining the prior consent of the UWV and therefore after obtaining a dismissal permit.

Employment contracts cannot be terminated with immediate effect except for an urgent cause. Which deadlines do you, as an employer, have to take into account?

A Dutch court has ruled that agency work arrangements lasting more than seven years cannot be considered temporary, potentially creating an indefinite employment relationship between the worker and the hiring company.