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Rights and contracts in The Netherlands

<h2 data-start="104" data-end="168">Complete Guide to Employment Contracts in the Netherlands</h2>
If you are considering working in the Netherlands, understanding the different types of employment contracts, their requirements, and specific conditions is essential. This guide provides an overview of the most common contracts&mdash;especially those offered by temporary employment agencies (ETTs)&mdash;what to look out for, and what to do if problems arise.
<h2 data-start="526" data-end="581"> Types of Employment Contracts in the Netherlands</h2>
<h3 data-start="583" data-end="631">1. Permanent Contracts (Onbepaalde Tijd)</h3>
Description: An open-ended contract with no fixed end date, offering job stability.
Requirements: Often granted after a probation period or following one or more temporary contracts.
Salary: Varies by industry and is usually determined by collective labor agreements (CAO).
Working Hours: Standard full-time workweek of 36&ndash;40 hours; part-time contracts are common.
<h3 data-start="1031" data-end="1077"> 2. Temporary Contracts (Bepaalde Tijd)</h3>
Description: A direct contract with a company, not through an agency.
Characteristics:
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The company is your direct employer.
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Has a fixed start and end date.
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You may have several consecutive temporary contracts, but after 3 years or 3 contracts (whichever comes first), the employer must offer a permanent contract under Dutch law (ketenregeling).
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Requirements: Used for seasonal work, project-based roles, or probation periods.
Salary: Usually equal to permanent contracts if covered by a CAO.
Working Hours: Can be full-time or part-time.
<h3 data-start="1674" data-end="1723"> 3. Zero-Hours Contracts (Nulurencontract)</h3>
Description: No guaranteed working hours; you only work when needed.
Requirements: The employer must pay at least 3 hours if you are called in, even if you work fewer hours.
Salary: Proportional to hours worked; may include flexibility allowances.
Working Hours: Highly variable.
<h3 data-start="2042" data-end="2070"> 4. Min-Max Contracts</h3>
Description: Guarantees a minimum number of hours, with the possibility of working additional hours up to a maximum.
Requirements: The employer must guarantee the agreed minimum hours.
Salary: Based on guaranteed minimum hours and increases with additional hours worked.
Working Hours: More predictable than a zero-hours contract.
<h3 data-start="2436" data-end="2489"> 5. Freelance or Self-Employed Contracts (ZZP)</h3>
Description: You work as an independent contractor; there is no employment relationship.
Requirements: Registration with the Chamber of Commerce (KvK) and responsibility for taxes and insurance.
Salary: Highly variable depending on the project and industry.
Working Hours: Fully flexible.
<h3 data-start="2813" data-end="2858"> 6. Agency Contracts (Uitzendcontract)</h3>
Description: A contract with a temporary employment agency, not with the company where you perform the work.
Characteristics:
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The agency is your legal employer and assigns you to client companies.
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Operates under a phase system (according to the agency CAO):
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Phase A (or Phase 1&ndash;2): Very flexible contracts; short-term, renewable multiple times (up to 78 weeks).
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Phase B (or Phase 3): Longer temporary contracts with more security.
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Phase C (or Phase 4): Permanent contract with the agency.
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Greater flexibility for the client company.
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Advantages:
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Easier access to employment.
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Ability to change client companies while keeping the same agency contract.
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Easier access to overtime and short-term assignments.
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Disadvantages:
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Less stability compared to direct employment contracts.
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Lower labor and income protection in Phase A.
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The agency may terminate the contract if there is no work.
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Requirements: Agencies must comply with Dutch labor law and applicable collective labor agreements.
Salary: Must always meet at least the legal minimum wage and may be higher depending on the CAO of the client company (inlenersbeloning). Agency workers are also entitled to benefits under the agency CAO, including vacation pay, public holidays, allowances (if applicable), and other benefits.
Working Hours: A standard workweek in the Netherlands is typically 36&ndash;40 hours, usually 7&ndash;8 hours per day, 5 days per week. Overtime and compensation depend on the contract and CAO. Any extra hours worked must be compensated unless otherwise stated in the contract.
<h2 data-start="4521" data-end="4549"> What to Watch Out For</h2>
When signing a contract with an employment agency, carefully review the following points to avoid common issues:
<h3 data-start="4665" data-end="4710">1. Contract Type (Phase A, B, or C)</h3>
Make sure the agency clearly explains your current phase, when you move to the next one, and what each phase means for your rights and job security.
<h3 data-start="4861" data-end="4908">2. Guaranteed Hours vs. On-Call Hours</h3>
Check whether your contract includes guaranteed minimum hours or if it is fully flexible (oproepcontract / min-max).
<h3 data-start="5029" data-end="5076">3. Actual Salary (Including Reserves)</h3>
Verify:
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Gross hourly wage
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Allowances (shift allowance, travel costs, ADV)
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Whether you are paid according to the client company&rsquo;s CAO (inlenersbeloning)
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<h3 data-start="5242" data-end="5276">4. Weekly Payment System</h3>
Confirm:
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When you will receive your first salary
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Whether corrections are made the following week
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How payslips are issued
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<h3 data-start="5409" data-end="5463">5. Accommodation (If Provided by the Agency)</h3>
Check:
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Weekly cost
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Whether accommodation is mandatory
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Housing contract terms (should not be tied to the employment contract)
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</ul>
<h3 data-start="5600" data-end="5627">6. Transportation</h3>
Clarify:
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Who pays for maintenance
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What happens in case of fines or accidents
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Usage conditions
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<h3 data-start="5733" data-end="5780">7. Health Insurance (Zorgverzekering)</h3>
Verify:
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Actual cost of the insurance
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Whether you can switch to your own provider
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Availability of discounts
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<h3 data-start="5899" data-end="5938">8. Working Hours and Planning</h3>
Ask:
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When schedules are provided
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What happens if a shift is canceled
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Whether any shifts are guaranteed
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<h3 data-start="6053" data-end="6084">9. Payroll Deductions</h3>
Ensure:
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All deductions are clearly explained
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Deductions are legal and reasonable
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You always receive a detailed payslip
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<h3 data-start="6215" data-end="6254">10. Communication and Support</h3>
Good agencies provide:
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A clear point of contact
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Fast and reliable communication
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<h2 data-start="6347" data-end="6409"> Is the Employer Required to Send the Contract by Email?</h2>
It is not mandatory to send the contract digitally, but the terms must be provided in writing within the first month. If you do not receive it, request it immediately and keep all written communication.
<h2 data-start="6626" data-end="6678"> If You Want to Leave Before the Contract Ends</h2>
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Notice period: Check your contract; the law generally requires at least one month.
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Penalties: Some contracts include penalties, which must comply with the law.
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Mutual agreement: Try to negotiate with the employer if possible.
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Legal advice: Seek professional advice if restrictions seem unfair.
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<h2 data-start="7010" data-end="7048"> Steps to Take If Problems Arise</h2>
<h3 data-start="7050" data-end="7099">1. Employer Does Not Provide a Contract</h3>
Request it immediately. Dutch law usually protects workers who have already started working.
<h3 data-start="7194" data-end="7231">2. Illegal Contract Changes</h3>
Document everything and contact HR, a labor union, or an employment lawyer.
<h3 data-start="7309" data-end="7337">3. Unpaid Overtime</h3>
Keep a record of hours worked; the law requires compensation through pay or time off. 
<h2 data-start="7430" data-end="7475">What to Do If Your Rights Are Violated</h2>
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Contact a labor union (vakbond) for support.
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Report violations to Inspectie SZW.
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Seek specialized legal advice.
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