Protecting workplace rights and resolving employment disputes for both employers and employees.
Employment relationships are governed by complex laws and regulations that affect both employers and employees. At De Vries Legal Group, our employment law attorneys provide expert guidance to navigate these complexities.
Whether you're an employer seeking to ensure compliance and minimize legal risks, or an employee whose rights have been violated, our team offers strategic counsel and vigorous representation tailored to your specific situation.
Our experience representing both employers and employees gives us unique insight into employment disputes from all angles, allowing us to develop more effective legal strategies.
Years of Employment Expertise
We provide specialized employment law services for both employers and employees.
Proactive guidance to ensure your employment practices comply with Dutch and EU labor laws, minimizing legal risks and protecting your business.
Drafting and reviewing employment agreements that protect your business interests while complying with all applicable employment laws.
Strategic representation in employment disputes, from negotiation and mediation to litigation when necessary.
Legal guidance for workforce reductions, reorganizations, and business transfers that minimize legal exposure.
Day-to-day legal advice on human resources matters to help your business make sound employment decisions.
Customized training programs for managers and HR professionals to prevent employment law violations.
Representation for employees who have experienced workplace discrimination based on protected characteristics.
Advocating for employees who have been unfairly dismissed or terminated in violation of employment laws.
Support for victims of workplace harassment, including sexual harassment and hostile work environment claims.
Expert review and negotiation of employment contracts, non-compete agreements, and severance packages.
Legal protection for employees who report illegal activities, safety violations, or other wrongdoing in the workplace.
Representation in cases involving unpaid wages, overtime violations, misclassification, and other compensation issues.
Understanding the legal framework that governs employment relationships.
The primary source of employment law in the Netherlands, particularly Book 7, Title 10, which covers employment contracts, termination procedures, and employee rights.
Regulates employee participation in company decision-making through works councils, which have significant consultation and advisory rights.
Prohibits discrimination based on religion, belief, political opinion, race, gender, nationality, sexual orientation, civil status, and other protected characteristics.
Establishes rules regarding maximum working hours, rest periods, night work, and overtime to protect employee health and safety.
Gives employees the right to request changes to their working hours, work schedule, or work location, which employers must consider seriously.
Regulates various types of leave, including maternity, paternity, parental, adoption, and emergency leave, as well as long-term care leave.
Industry-specific agreements between employers' organizations and trade unions that establish terms and conditions of employment, often with provisions more favorable than statutory minimums.
Governs the processing of employee personal data, requiring employers to have a legal basis for data collection and to implement appropriate security measures.
How our employment law expertise has made a difference for our clients.
For Senior Executive
Successfully represented a 58-year-old executive who was replaced by a younger employee despite excellent performance reviews. Secured substantial compensation for discriminatory termination.
For Multinational Corporation
Guided a multinational company through a complex restructuring process, ensuring proper consultation with the works council and compliance with Dutch labor laws, preventing potential legal challenges.
For Financial Sector Employee
Represented an employee who faced retaliation after reporting regulatory violations. Secured compensation and reinstatement, establishing important precedent for whistleblower protections.
Meet the experienced attorneys who will advocate for your workplace rights.
Head of Employment Practice
With over 15 years of experience in employment law, Marieke specializes in complex discrimination cases and executive terminations. She regularly speaks at industry conferences on workplace rights.
Employer Compliance Specialist
Thomas advises businesses on employment compliance and risk management. His expertise includes works council negotiations, restructurings, and collective labor agreements.
Employee Rights Advocate
Sophia is passionate about protecting employee rights, with particular expertise in harassment cases, whistleblower protection, and wage disputes. She previously worked for the Dutch Labor Inspectorate.
Understanding the different employment arrangements under Dutch law.
| Contract Type | Key Features | Legal Protections | Best For |
|---|---|---|---|
| Permanent Contract (Onbepaalde tijd) |
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Long-term employment relationships with established companies |
| Fixed-Term Contract (Bepaalde tijd) |
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Project-based work, seasonal positions, temporary replacements |
| On-Call Contract (Oproepcontract) |
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Industries with fluctuating demand, part-time positions |
| Temporary Agency Work (Uitzendwerk) |
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Flexible workforce needs, trial periods before permanent hiring |
| Self-Employment (ZZP) |
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Specialized services, project work, entrepreneurial professionals |
Hear from employers and employees we've helped with employment matters.
"When I was wrongfully terminated after 12 years with my company, De Vries Legal Group fought tirelessly for my rights. Their employment law team understood both the legal and emotional aspects of my situation. They secured a settlement that recognized my years of service and provided the financial stability I needed to move forward."
Finance Director
"As a growing tech company, we needed to update our employment policies to ensure compliance with Dutch labor laws. The team at De Vries provided practical, business-focused advice that protected our company while creating a fair environment for our employees. Their proactive approach has helped us avoid potential disputes."
HR Director
Get answers to common questions about employment law in the Netherlands.
The Netherlands has strict dismissal rules. Employers generally need either approval from the UWV (Dutch Employee Insurance Agency) for economic or long-term disability dismissals, or a court ruling for performance or conduct-related terminations. Alternatively, mutual termination agreements can be negotiated. Notice periods must be observed, and severance (transitievergoeding) is typically required for employees with at least 24 months of service. Immediate dismissal is only possible for urgent cause, such as theft or fraud.
First, document all incidents with dates, times, and witnesses. Review your company's anti-discrimination policy and follow the internal complaint procedure if one exists. Consider discussing the issue with HR or management. If the internal process doesn't resolve the issue, you can file a complaint with the Netherlands Institute for Human Rights (College voor de Rechten van de Mens) or seek legal representation. Time limits apply for filing claims, so it's important to act promptly and consult with an employment attorney to understand your options.
For a non-compete clause to be valid in the Netherlands, it must be in writing and signed by an adult employee (18+). It must be reasonably limited in duration (typically 6-12 months) and geographic scope. The clause must protect a legitimate business interest, such as confidential information or client relationships. Courts may nullify or restrict overly broad clauses. For fixed-term contracts, a non-compete is only valid if the employer includes written justification explaining why it's necessary for that specific position. Courts increasingly require compensation for the restriction period.
Works councils (ondernemingsraden) are mandatory for companies with 50+ employees in the Netherlands. They represent employee interests and have significant rights, including information rights (access to company financial data), consultation rights (providing advice on major decisions like reorganizations), and consent rights (approval required for changes to working conditions, hours, and certain policies). Employers must consult with works councils before implementing significant changes, and ignoring these obligations can lead to legal challenges and implementation delays. Works council members are protected against dismissal related to their council activities.
Dutch employees are entitled to various types of leave: statutory annual leave (at least 4 times weekly hours), maternity leave (16 weeks), paternity/partner leave (1 week paid, 5 weeks at 70% pay), parental leave (9 weeks at 70% pay, 17 weeks unpaid), adoption leave (6 weeks), emergency leave (paid short-term for urgent personal matters), short-term care leave (up to 2 weeks at 70% pay for caring for ill family members), and long-term care leave (up to 6 times weekly hours, unpaid, for seriously ill family members). Collective labor agreements often provide additional leave benefits beyond these statutory minimums.
Whether you're an employer seeking compliance guidance or an employee whose rights have been violated, our experienced employment law team is ready to help.
Employment Law Hotline
+31 68 605 1643Experience representing both employers and employees
Preventing disputes through sound legal guidance
Strong track record in employment disputes