Employment contracts in the Netherlands
Dutch contract requirements, probation rules, notice periods, and non-compete clauses, drafted to protect both your business and the people you hire. Octagon handles the statutory detail so you can focus on building the team.
Transition payment: up to 1/3 month’s salary per year of service
Dutch employment contracts explained
Dutch employment law distinguishes between fixed-term and indefinite contracts, each with specific statutory requirements. Under the Wet Werk en Zekerheid (WWZ), employers must observe strict chain rules: after three consecutive fixed-term contracts or a combined duration exceeding 36 months, the contract automatically converts to an indefinite agreement. Probation periods, notice clauses, and non-compete provisions must all be drafted in accordance with the Dutch Civil Code to be enforceable.
Octagon drafts employment contracts that satisfy both Dutch statutory requirements and the internal policies of international organisations. From ESA ESTEC contractors transitioning to local employment, to technology companies hiring their first Dutch-based engineer, we ensure every clause is compliant, clear, and protective of your interests as an employer operating from The Hague.
What we cover
Fixed-term and indefinite contracts
Compliant drafting for all contract types, including chain rule management and automatic conversion prevention strategies.
Probation and notice periods
Legally valid probationary clauses and notice period calculations aligned with Dutch statutory minimums and applicable CAO requirements.
Non-compete and confidentiality
Enforceable non-compete, non-solicitation, and confidentiality clauses tailored to the Dutch legal framework and recent case law.
Termination protection
Dismissal procedures compliant with UWV and cantonal court requirements, including transition payment calculations.
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