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An Employment Agreement is a legally binding contract between an employer and employee in the Netherlands that spells out the key terms of their working relationship. It covers essential details like salary, working hours, job duties, vacation days, and notice periods as required under Dutch labor law.

Dutch employers must provide this written agreement before work begins, following rules set by the Civil Code (Burgerlijk Wetboek). The contract protects both parties by clearly stating their rights and obligations, including specifics about probation periods, non-compete clauses, and collective labor agreements (CAO) that might apply to the role.

Use an Employment Agreement before any new employee starts working at your organization in the Netherlands. Dutch law requires having this contract in place from day one of employment - ideally signed at least a month before the start date for permanent positions, or before temporary work begins.

This agreement becomes especially important when hiring specialized roles, offering unique benefits, or including specific terms like non-compete clauses. It helps prevent misunderstandings about working conditions, protects confidential information, and ensures compliance with Dutch labor laws. Many employers create it alongside the offer letter to lock in key terms early in the hiring process.

• Offer Letter And Employment Agreement: Combines initial job offer with full contract terms, commonly used for permanent positions
• Part Time Employment Agreement: Specifically tailored for roles under 40 hours, detailing flexible scheduling and pro-rated benefits
• Physician Employment Agreement: Specialized contract for medical professionals, including clinical duties and liability provisions
• Pre Employment Agreement: Preliminary contract outlining conditions before formal employment begins
• Job Agreement Letter: Simplified version focusing on basic terms for straightforward employment relationships

• Employers/Companies: Dutch businesses, from startups to multinational corporations, who draft and issue Employment Agreements to protect their interests and comply with labor laws
• HR Managers: Coordinate the creation, distribution, and storage of agreements, ensuring compliance with Dutch employment regulations
• Legal Counsel: Review and customize agreements to match specific business needs while maintaining legal compliance
• Employees: Review, negotiate, and sign agreements before starting work, gaining clear understanding of their rights and obligations
• Labor Unions: Often involved in reviewing agreements to ensure alignment with collective labor agreements (CAOs)

• Basic Details: Gather employee's full name, address, role title, start date, and department information
• Compensation Package: Document salary, benefits, bonuses, and any specific allowances under Dutch law
• Working Conditions: Specify hours, location, vacation days, and any flexible work arrangements
• Legal Requirements: Check applicable CAO regulations and mandatory notice periods
• Special Terms: Note any non-compete clauses, confidentiality requirements, or probation periods
• Document Generation: Use our platform to create a legally-compliant agreement that includes all mandatory Dutch employment law elements
• Review Process: Have HR and the hiring manager verify all terms before presenting to the employee

• Party Details: Full legal names and addresses of both employer and employee
• Position Information: Job title, description, duties, workplace location, and reporting structure
• Employment Terms: Start date, contract duration (fixed/permanent), working hours, and probation period
• Compensation Package: Salary, payment schedule, holiday allowance, bonuses, and benefits under Dutch law
• Leave Entitlements: Vacation days, public holidays, and sick leave provisions
• Notice Periods: Required termination notice for both parties per Dutch Civil Code
• Confidentiality: Data protection and business information handling requirements
• Applicable CAO: Reference to relevant collective labor agreement if applicable

People often confuse an Employment Agreement with an Agency Agreement in the Netherlands, but they serve distinctly different purposes in Dutch labor law. While both involve work relationships, their legal implications and protections vary significantly.

• Legal Status: Employment Agreements create a direct employer-employee relationship with social security benefits and labor law protections. Agency Agreements establish independent contractor relationships without these protections.
• Control and Supervision: Employment Agreements give employers direct authority over work methods and schedules. Agency Agreement contractors maintain autonomy over how they complete tasks.
• Benefits and Rights: Employment Agreements include mandatory benefits like vacation pay, sick leave, and pension contributions. Agency relationships exclude these statutory benefits.
• Tax Treatment: Employers handle payroll taxes and social premiums for employees. Agency contractors manage their own tax obligations and VAT payments.