Questions and answers

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

First check whether statutory leave fits your situation. Special leave for a wedding or move usually depends on a collective agreement, contract or workplace rules. For unpaid leave discuss pay, holiday, pension, benefits and return, not just dates.

For the European Netherlands:

Dutch law generally protects you against dismissal during pregnancy, pregnancy and maternity leave and the first six weeks afterwards. It also covers incapacity caused by pregnancy or childbirth and the first six weeks after that incapacity. Exceptions exist, such as summary dismissal for an urgent reason. A fixed-term contract can end on its agreed date, but pregnancy must not be a reason for refusing renewal. Even in a valid probation period, pregnancy must not be a reason for dismissal. Request the reasons in writing and keep your contract, appraisals and messages. If you have already been dismissed, a two-month court deadline may apply; writing to your employer does not stop it.

Is this early dismissal, expiry of a fixed-term contract or a proposal you are asked to sign, and what date was stated?

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Compare the full offer with what was discussed: duration, hours, pay, probation and leaving arrangements. Completing a checklist does not certify validity. This preparation concerns work in the Netherlands, not an individual legal assessment.

For the Netherlands:

No. Termination by mutual agreement requires your consent. Obtain the full proposal and have the end date, notice period, payments and benefit consequences checked before agreeing. If you are ill or have already signed, obtain an individual assessment promptly.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

From 1 July 2026 the ordinary minimum hourly wage for employees aged 21+ is €14.99 gross. Ages 15–20 have youth rates and BBL ages 18–20 a separate scale. There is no fixed monthly minimum. Check the pay period, hours, collective terms and pay components before calculating a shortfall.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Ask your employer for your personal data and information about its use. A response is normally due within one month, subject to limited extension. A personal-data copy is not automatically the complete unredacted file. Keep evidence and question unexplained restrictions.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Dutch employees may take up to six weeks of adoption or foster-care leave. Request leave from your employer at least three weeks ahead; the separate UWV benefit application is made four to two weeks before the start. First check insurance status and documents.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

With staff you must identify risks and implement controls. A completed template alone is insufficient: involve workers, check expert assessment and keep the plan current. This preparation is not a professional assessment or required certification.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Adult employees have statutory limits on shifts, weekly hours, breaks and rest. Paying overtime does not legalise an unsafe roster. Check the whole schedule, collective agreement and special rules for nights, young workers, pregnancy and your occupation.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Report promptly under the sickness protocol using the correct person, channel and time. There is no universal 09:00 rule. Share necessary contact details and expected duration, not a diagnosis with your manager. Medical matters are for the occupational physician. Keep evidence and follow reasonable arrangements.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Request holiday with proof and check balances by accrual year. Statutory and extra leave have different rules. An 'expired' system entry is not decisive: opportunity to take leave, sickness and the employer's information duties also matter.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

You can request a different workplace in writing, such as partly working from home. This is not an unlimited right to choose your own location. The employer must assess and discuss the request; check conditions, deadlines, safety and any cross-border consequences.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Report illness during an agreed holiday promptly. Sick days generally are not holiday, subject to specific consent or a limited written agreement for additional leave. Check records and request a reasoned correction. Discuss medical details with the occupational physician.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Yes. During the first nine months after giving birth, Dutch employees may breastfeed or express milk during work for up to a quarter of each shift's working time, with pay. Agree scheduling, a suitable room and occupational risks before returning.

For the Netherlands:

Check which wage payment is missing and request payment in writing. Keep your contract, payslips and bank statements. A wage claim may be needed if payment remains outstanding. Employer insolvency may require the UWV route, which differs from an ordinary wage dispute.

For the Netherlands:

If your employer is permanently unable to pay, UWV may take over specified payment obligations, subject to conditions and limits. Gather your contract, payslips and unpaid amounts and contact UWV. An ordinary late payment is not automatically insolvency. Do not assume every outstanding amount will be covered.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

Check premises, tax status, records, safety, pension and sickness income alongside KVK. Deductions have conditions; records remain required for seven or sometimes ten years. Plan tax and income consequences before closing.

These answers concern the Netherlands. Open a question and check whether the described situation applies to you.

First identify the care, its funding rules and whether you genuinely work independently. BIG registration, Wtza notification, licensing and annual accountability are separate duties with different exceptions; not every care freelancer needs all of them.