Employment contracts, dismissal, discrimination claims, executive compensation and workforce restructuring.
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Rights vary by country, but typically include notice periods, severance pay and the right to challenge unfair dismissal. An employment lawyer can assess your specific situation.
Yes — employment contracts must generally comply with local law regardless of the employer's home country. A local lawyer should review any contract before you sign.
Browse our verified directory of law firms across Netherlands's major cities. All listed firms offer English-language legal services to expats and foreign nationals.
Find My Lawyer in 60 SecondsDutch employment law is primarily governed by Boek 7 Titel 10 van het Burgerlijk Wetboek (BW) (Arts. 7:610-7:691), the Wet werk en zekerheid (WWZ) 2015 (which reformed dismissal law), and the Wet arbeidsmarkt in balans (WAB) 2020 (which adjusted the flex/permanent work balance). The Wet minimumloon en minimumvakantiebijslag (WML) sets the statutory minimum wage. The UWV (Uitvoeringsinstituut Werknemersverzekeringen) handles collective redundancies and WW (unemployment benefit) administration.
| Age | Per Month (gross) | Per Week (gross) | Per Day (gross) |
|---|---|---|---|
| 21 years and older | EUR 2,069.40 | EUR 477.55 | EUR 95.51 |
| 20 years | EUR 1,655.55 | EUR 382.05 | EUR 76.41 |
| 18-19 years | EUR 1,448.60 | EUR 334.30 | EUR 66.86 |
As of 1 January 2024, the Netherlands moved to a minimum hourly wage (minimumurloon): EUR 13.68/hour (21+, based on 38hr week for 2025 standard; adjusted for actual weekly hours). This replaced the monthly/weekly/daily amounts as the primary unit. The minimum wage is adjusted every 6 months (1 January and 1 July) based on CAO (collective labour agreement) average increases.
Under BW Art. 7:673, employees dismissed by the employer (or whose fixed-term contract is not renewed) are entitled to a transitievergoeding (transition payment). Calculation: 1/3 month's salary per year of service (full years and portions pro-rated). No cap on years of service; maximum transitievergoeding: EUR 98,000 gross (2025 limit, indexed annually) or 1 year's salary if higher than EUR 98,000. Transitievergoeding is due regardless of the reason for dismissal (except summary dismissal on urgent grounds — dringende reden, BW Art. 7:678). Payment must be made within 1 month of termination.
| Route | Competent Authority | Grounds (Ontslaggronden) | Timeline |
|---|---|---|---|
| UWV procedure | UWV (government) | Bedrijfseconomische redenen (reorganisation/economic); langdurige arbeidsongeschiktheid (long-term incapacity min 2yr) | 4-8 weeks |
| Kantonrechter procedure | Kantongerecht (court) | Disfunctioneren (poor performance); verwijtbaar handelen (culpable conduct); verstoorde arbeidsrelatie (broken relationship); other grounds (h-grond catch-all) | 4-8 weeks (plus potential hearing) |
| Mutual consent (vaststellingsovereenkomst, VSO) | No authority needed | Any; employer and employee agree on terms | Typically 2-4 weeks negotiation; 3-week reflection period for employee |
Jaap, a software developer earning EUR 85,000/year gross with 7.5 years of service, was made redundant in a restructuring at his Amsterdam tech company. The employer filed a UWV ontslagprocedure (bedrijfseconomische gronden). UWV granted permission after 5 weeks. Notice period: 2 months (BW Art. 7:672 lid 2 sub c; 5-10 years service). Transitievergoeding: 7.5 years x (1/3) x (EUR 85,000/12) = EUR 17,708. The VSO negotiated by Jaap's advocate also included: 2 months garden leave (no work during notice), outplacement budget EUR 3,500, and a non-competition clause reduction from 12 months to 6 months. Jaap registered for WW within 1 week: WW benefit = 75% first 2 months then 70% of daily wage, max EUR 258.73/day (2025 dagloon maximum), for up to 24 months (based on 7+ years WW-insured employment).
