The End Of Fixed Term Contract Letter is a crucial document required under Dutch employment law when an employer decides not to renew a fixed-term employment contract. It must be issued at least one month before the contract's end date to comply with Article 7:668 of the Dutch Civil Code. The document serves multiple purposes: it fulfills legal notification requirements, provides clarity to employees about their employment status, and documents the formal conclusion of the employment relationship. The letter typically includes information about the final working day, outstanding payments, company property return, and any applicable transition payments. It's particularly important in the Netherlands where employment law strictly regulates fixed-term contract terminations and requires specific timelines and procedures to be followed.
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1. Header Information: Company letterhead, date, reference number, and address details of both employer and employee
2. Subject Line: Clear indication that this is regarding the end of fixed-term employment contract
3. Contract Reference: Details of the current employment contract including start date and end date
4. Confirmation of Non-Renewal: Clear statement that the contract will not be renewed and will end on the specified date
5. Legal Basis: Reference to relevant Dutch law (Article 7:668) and contract terms regarding the notification requirement
6. Final Working Day: Explicit mention of the last working day and any specific arrangements
7. Company Property: Instructions regarding the return of company property, access cards, etc.
8. Closing Actions: Information about final salary, holiday pay, and other outstanding payments
9. Signature Block: Space for employer's signature, name, and position
1. Transition Payment Details: Include when the employment has lasted 24 months or longer, detailing the transition payment calculation and payment process
2. Reference Letter Offer: Optional offer to provide a reference letter or statement of employment
3. Exit Interview: Include if the company wishes to conduct an exit interview
4. Confidentiality Reminder: Include when employee had access to sensitive information, reminding them of ongoing confidentiality obligations
5. Non-Compete/Non-Solicitation: Include if these clauses exist in the original contract and will continue to apply
6. Outstanding Training Costs: Include if there are any training or education costs that need to be settled
7. Handover Instructions: Include for positions requiring specific handover procedures
1. Final Payment Calculation: Detailed breakdown of final salary, holiday pay, and any other payments or deductions
2. Company Property Checklist: List of company items to be returned before the last working day
3. Transition Payment Calculation: If applicable, detailed calculation of the statutory transition payment
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Education
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Construction
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Media and Entertainment
Public Sector
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Relevant Teams
Human Resources
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Personnel Administration
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Relevant Roles
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HR Administrator
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Employment Law Specialist
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