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Dutch Employment Contracts and Essentials to Know About

In the Netherlands, fixed-term employment contracts provide different levels of job security across three distinct phases: in Phase A, the employer has the freedom to terminate the contract, while in Phase B a reason is required for termination and the right to severance pay exists, and in Phase C, higher job security is provided.



Guide to the Dutch Employment Contract

In the Netherlands, fixed-term contracts are divided into three phases: “Phase A”, “Phase B”, and “Phase C”. These contracts offer different levels of job security to employees.

“Phase A” is the initial stage of a fixed-term contract and can last up to 52 weeks (one year). During this phase, the employer can terminate the contract at any time without providing a reason and is not obligated to pay severance. However, the employee can terminate the contract at any time with notice.

After completing “Phase A”, an employee can move to “Phase B”, which can last up to three (3) years. During this phase, if the employer terminates the contract, the employee has the right to a notice of termination and severance pay. “Phase B” provides a higher level of job security, and the employer must provide a valid reason for termination.

“Phase C” is the final stage and is generally offered after the completion of “Phase A” and “Phase B”. This contract provides the employee with higher job security. In “Phase C”, the employee has the right to a notice of termination and severance pay, and the employer must show a strong reason for termination.

hollanda işçi hakları vast contract tijdelijk contract phase
  • If they have received more than three temporary contracts from the same employer
    If more than three temporary contracts have been received for the same type of job from consecutive employers (For example, if an employee initially worked through an employment agency and then was employed directly by the employer. You can get free support from us to find out if this applies to your situation)
  • The break between contracts is a maximum of six months. For temporary recurring jobs that are not limited to seasonal work and can be performed for up to nine months of the year, the maximum break between contracts can be three months (This clause must be specified in the collective labor agreement [CAO])
  • Unless other conditions are specified in the collective labor agreement (CAO). (Agreements in the Collective Labor Agreement [cao] take precedence)


hollanmda kalıcı geçici işçi sözleşmesi

At DYC Legal Consultancy, we provide legal support in preparing, reviewing contracts under Dutch laws, and resolving issues related to these matters for our expat clients.


iş sözleşmesi hollanda phase a phase b phase c

Dutch labor unions, Dutch employment law attorneys, Dutch employment relations, recruitment procedures, employer employment contracts, employee employment contracts, employer rights, and employment law consultancy in the Netherlands, Dutch employment contract examples, labor law violations, and employee compensation in the Netherlands. Employment law is an important branch of law that regulates the relationships between employees and employers and aims to balance working life. Employment law is based on laws and regulations that determine the rights and protections of workers, as well as the obligations of employers. These regulations aim to provide a fair and honest relationship between employees and employers, and to strengthen stability and confidence in the labor market..

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