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Netherlands Hiring

20.10. 荷蘭僱傭合約 Employment Contracts —

僱傭合同可以是口頭的，但在大多數情況下是簽訂書面合同，否則雇主沒有協議條款的證據。無論是否需要書面協議，口頭訂立的合同都是有效的，對雙方均有約束力。僱傭合同必須至少包括：

• 雇主和僱員的姓名和地址，
• 開始工作的日期，
• 工作描述，
• 工作地點，
• 每週工作時間，
• 付款金額和方式，
• 休假權利，
• 所需的通知期，
• 參考適用的集體協議，以及
• 服務期限，如果僱傭合同是固定期限的。除了這些強制性內容外，僱傭合同還包括：
  試用期，
• 允許雇主根據員工的能力和知識，將員工分配到公司內的其他任務的條款，以及
• 關於如何處理加班時間的規定。

大多數合同都是訂立無限期的。原則上，也允許簽訂固定期限勞動合同，但鑑於固定期限勞動合同可能會剝奪員工對《防止不公平解僱法》強制性規定的保護，以及在這種情況下與勞資委員會協商的權利如果不需要解僱，則存在無意逃避法律的風險。

根據《兼職和限期僱傭法》，只有在以下情況下，法院才會接受限制僱傭合同的期限：

• • 合同期限不超過 18 個月，並且僱員在過去三年內沒有為同一雇主工作，或
  • 固定期限有充分的理由，並且不會導致規避《防止不公平解僱法》授予的權利。

固定期限合同只能延長一次。擁有超過 75 名員工的雇主被限制為最多 2.5% 的員工簽訂固定期限合同。
如果僱員在過去三年內為同一雇主工作，則固定期限僱傭合同需要有充分的理由。
證明定期合同合理的充分理由還包括（儘管這些理由很少被法院接受）：

• 由於運營原因可預測的有限需求，
• 實習或大學培訓後的固定工作，以幫助員工進入就業市場，
• 替換無法勝任工作的另一名員工（例如，因為產假），
• 臨時職位，
• 緩刑，
• 員工渴望固定期限的工作，
• 有限預算，以及
• 法庭協議。

超過 18 個月或沒有充分理由的合同，將被視為無限期僱傭合同。
如果合同中沒有明確規定時間限制，則同樣適用。
試用期是允許的，也是普遍要求的，但必須得到明確同意。
試用期原則上不得超過六個月。許多勞資協議進一步限制了允許的試用期。
試用期是一種完全有效的僱傭關係，所有法案、集體協議和僱傭法均適用於該關係。

原則上，員工可以與不同的用人單位簽訂多份勞動合同。
如果僱員與用人單位發生不正當競爭，如果第二職業影響工作能力以致僱員不再能夠履行合同約定的工作，或者由此導致的工作時間超限，則允許禁止第二職業法律規定的最高限額。
僱員必須通知雇主任何二次就業的合同條款是有效的，但如果上述禁令不適用，雇主不能禁止二次就業。

自 2021 年 1 月 27 日起，除非有“令人信服的運營原因”，否則員工必須有機會在家工作。
不得要求員工在家工作，因為此類安排必須由雇主和員工商定。
如果在履行僱傭合同規定的服務期間或與其相關的工作場所事故發生時，員工有資格獲得賠償。
該定義還涵蓋員工在家和工作地點之間通勤時發生的事故。

While an employment contract may be verbal, in most cases a written contract is concluded, since otherwise the employer has no evidence of the terms of the agreement.
Whether or not a written agreement is required, a verbally concluded contract is valid and binding on both parties.
An employment contract must include at least:

• the employer’s and the employee’s names and addresses,
• the date work commenced,
• a job description,
• the place of work, HUMAN RESOURCES
• the weekly hours of work,
• the amount and method of payment,
• leave entitlement,
• the required notice period,
• reference to applicable collective agreements, and
• length of service if the employment contract is concluded for a fixed term.

In addition to this mandatory content, it is in the employer’s interest for the employment contract to include: • a probationary period, • a provision that enables the employer to assign the employee to other tasks within the company in accordance with his or her capabilities and knowledge, and • a provision on how to deal with overtime working hours.
Most contracts are established for an indefinite period.

In principle, fixed-term employment contracts are also allowed, but given that a fixed-term employment contract may deprive the employee of the protection of the mandatory provisions of the Act on Protection Against Unfair Dismissal and that consultation with the works council in the event of a dismissal is not required, there is a risk of unintentional evasion of the law.

Under the Part-Time and Limited-Term Employment Act, limiting the length of an employment contract will only be accepted by the courts in the following cases:

• the contract does not exceed 18 months and the employee has not worked for the same employer during the previous three years, or
• the fixed term is justified by a sufficient cause and does not lead to a circumvention of the rights granted by the Act on Protection Against Unfair Dismissal. Fixed-term contracts can be extended only one time. Employers with more than 75 employees are limited to having a maximum of 2.5 percent of their workforces on fixed-term contracts. Fixed-term employment contract always needs to be justified by sufficient cause if the employee has worked for the same employer during the previous three years. Sufficient cause to justify a fixed-term contract may also include (though these reasons are rarely accepted by courts):
• predictable limited need for operational reasons,
• fixed-term employment subsequent to a traineeship or university training in order to help the employee enter the job market,
• replacement of another employee who is unable to do the job (e.g., because of maternity leave),
• a temporary position,
• probation,
• employee desire for fixed-term employment,
• limited budget, and
• a court agreement.

A contract exceeding 18 months or not sufficiently justified will be considered an employment contract for an indefinite period.
The same applies if the time limitation is not expressively stated in the contract.
A probationary period is permitted and commonly required but must be expressly agreed to.
As a rule, the probationary period may not be longer than six months.
Many collective bargaining agreements limit the allowable probationary period even further.
Probation is a fully valid employment relationship to which all acts, collective agreements and employment law apply.

In principle, employees may conclude several employment contracts with different employers.
Prohibition of secondary employment is permitted if the employee enters into unfair competition with the employer, if the secondary employment affects the working ability to such an extent that the employee is no longer able to perform the contractually agreed to work or if the resulting working hours overrun the maximum provided by law.

Contractual clauses according to which the employee has to inform the employer about any secondary employment are valid, but the employer cannot forbid secondary employment if none of the above-mentioned prohibitions is applicable.

Effective Jan. 27, 2021, employees must be given the opportunity to work from home unless there are “compelling operational reasons”.
Employees cannot be required to work from home, as such arrangements must be agreed between the employer and employee.
Employees are eligible for compensation in the case of a workplace accident that occurs during or in connection with the performance of services under their employment contracts.
This definition also covers accidents occurring while employees are commuting between home and their places of work.

20.90. Reference Citations —

Employment Contracts: Law of Proof of Substantial Conditions Applicable to the Employment Relationship, 1995, §§ 1-3 (Dutch);
Law on Part-Time Work, 2000, § 14
Restrictions on Hiring: Young Workers Protection Act, 1976 (Dutch)
Recordkeeping: Working Hours Act, 1994, No. 33, § 16; Income Tax Act, § 147(3) (Dutch)
Noncompetition Agreements: Commercial Code, 1897, § 74 (Dutch)

荷蘭福利Benefits

70.10. 荷蘭員工休假Vacation —

根據荷蘭聯邦休假法，每名每週工作六天的員工有權享有至少 24 個工作日的假期（即 4 週），每週工作五天的員工享有 20 天的假期。
殘疾人和未成年人有更長的休假。星期日、公共假期（九個國家公共假期和天主教地區的一些額外假期）和一般星期六不包括在內。
實際上，幾乎所有荷蘭員工都有更長的假期。
通常在勞資協議或工作協議中進行規定，有時根據年齡或服務年限進行分級。

目前，典型的年假是五到六週。
在沒有勞資協議的情況下，僱傭合同規定了假期。
無論個人工作時間長短，如果員工已受僱至少六個月，則他們有資格享受全額假期。
在安排休假時，雇主必須考慮員工要求的日期。

但是，如果員工要求的日期，與運營要求或同事的休假要求相衝突，則可以在其他時間給予休假。
法律還規定必須集體休假。放假的目的是讓員工有休養的機會。
休假的員工只能從事與此目的不衝突的工作。

如果員工在休假期間生病，只要出示醫生證明，這些天數就不會計入他們的休假權利。
在休假期間，員工有權獲得全額報酬，根據休假前 13 週的平均收入計算。
法律明確禁止以金錢代替假期。僅當工作已結束且不能再休假時才允許這樣做。
只有在令人信服的運營原因，或員工個人原因證明其合理的情況下，未使用的假期才能結轉到下一個日曆年。
在結轉的情況下，必須在下一個日曆年的前三個月內批准和休假。
2019 年 2 月，荷蘭聯邦就業法院裁定，雇主只能在一個日曆年結束時，沒收僱員的年假權利，前提是之前已告知僱員他/她的應計權利，以及未休假將被沒收的截止日期.

According to the Dutch Federal Leave Act, every employee working six days a week is entitled to at least 24 working days of vacation (i.e., four weeks), employees working five-day weeks 20 days.
Individuals with disabilities and minors have larger claims. Sundays, public holidays (nine national public holidays and some additional holidays in Catholic areas), and generally Saturdays are not included.
In practice, almost all employees in Netherlands have longer vacation leave.

This is usually regulated in collective bargaining agreements or works agreements and sometimes graduated according to age or years of service.
At present, five- to six-week annual vacations are typical.
In the absence of a collective bargaining agreement, the employment contract regulates vacations.
Regardless of their individual working time, employees are eligible for their full vacation entitlement if they have been employed for at least six months.

In scheduling vacation leave, employers must take into account the dates requested by employees.
If an employee requests dates that clash with operational demands or the vacation requests of co-workers, however, vacation may be granted at another time.
The law also stipulates that vacation must be granted en bloc.
The purpose of granting vacations is to give employees the chance to recuperate.
Employees on vacation may only perform work which does not conflict with this purpose.

If employees become ill during their vacations, these days are not counted against their leave entitlement as long as a doctor’s certificate is presented.
During vacation leave, employees are entitled to full remuneration, calculated in accordance with their average earnings during the 13 weeks preceding the vacation.
The law expressly forbids substituting money for vacation.
This is permissible only if employment has ended and vacation can no longer be taken.

Unused leave can only be carried over to the next calendar year if compelling operational reasons or reasons personal to the employee justify it.
In the case of a carryover, the vacation must be granted and taken within the first three months of the succeeding calendar year.
In February 2019, the Dutch Federal Employment Court ruled employers may only forfeit an employee’s annual vacation entitlement at the end of a calendar year when it has previously advised the employee of his/her accrued entitlement and of the deadline by which untaken vacation would be forfeited.

70.20. 荷蘭假期 Holidays —

荷蘭有以下九個國定假日，其中一些節日的日期每年都不同： • 1 月 1 日：元旦 • 耶穌受難日 • 復活節星期一 • 5 月 1 日：勞動節 • 升天 • 聖靈降臨節 • 10 月 3 日：荷蘭團結日 • 12 月 25 日：聖誕節 • 12 月 26 日：聖斯蒂芬節

個別地區也有特定的假期。
假期不會移至最近的星期一，員工也不會因非工作日的假期而獲得免費一天的補償。
如果員工被要求在工作日的假期工作，他們必須有一天的補償休息，這必須在包括他們工作的那一天在內的八週內給予。
如果員工需要在公共假期工作，則無權獲得額外工資。

Netherlands observes the following nine national holidays, the dates of some of which vary year to year: • Jan. 1: New Year’s Day • Good Friday • Easter Monday • May 1: Labor Day • Ascension • Whit Monday • Oct. 3: Dutch Unity Day • Dec. 25: Christmas • Dec. 26: St. Stephen’s Day There are also holidays specific to individual regions.
Holidays are always observed on the day on which they fall, even if they fall on a weekend.
Holidays are not moved to the nearest Monday, nor do workers get a free day in compensation for a holiday falling on a nonwork day.
If employees are required to work on a holiday which falls on a working day, they must have a day of rest in compensation, which must be granted within a period of eight weeks including the day on which they worked.
Employees are not entitled to extra pay if they are required to work on a public holiday.

70.30. 荷蘭產假 Maternity Leave —

根據《生育保護法》的條款，孕婦在孩子出生前六週內不得工作，即使她從未提供過醫生證明，除非她已聲明同意繼續工作 (聲明可以隨時撤銷)。
孩子出生後，母親有權休育兒假直到孩子滿三歲。
分娩後的八週內不得僱用婦女。
對於早產或多胞胎，或者孩子出生時如果有殘疾，則延長至 12 週。
休假權利從出生之日開始，到8週或 12 週後的一周中，與出生之日的同一天結束。
在早產的情況下，時間長度會依發生在正常預產期之前的實際分娩時間延長。
在此期間，員工有資格從其健康保險中獲得產假福利。

不得要求懷孕或哺乳的員工在周日、公共假期和晚上 8 點到早上 6 點之間工作。
雇主必須評估懷孕或哺乳的員工，可能面臨的安全風險以及可減輕這些風險的潛在調整措施。
如果雇主確定僱員將面臨“不負責任的風險”，則必須採取措施改變僱員的工作條件。
如果雇主不能提供安全的工作場所，僱員必須休帶薪假，以便在分娩後恢復其職位。
《生育保護法》確保女性僱員通常不會因生育而遭受經濟損失。
休完產假後，如果工作的對象、範圍和性質由僱傭合同或實際做法明確規定，則僱員可以保證其以前的工作。
雇主不得解僱懷孕第十二週後流產的僱員，為期四個月，無論胎兒的體重如何。

Under terms of the Maternity Protection Act, an expectant mother must not be employed during the six weeks prior to the birth of her child, even if she has never provided a doctor’s certificate, unless she has made a declaration, which she can revoke at any time, stating that she agrees to continue working.
Following the birth of the child, the mother has a right to parental leave until the child reaches the age of three.

A woman who has given birth must not be employed for eight weeks thereafter.
This is extended to 12 weeks for premature or multiple births, or if the child is born with a disability.
The leave entitlement starts on the day of birth and ends eight or 12 weeks later on the same day of the week as the day of the birth.
In the event of a premature birth, the length of time is extended by the time that the actual birth took place before the normally expected date of birth.
During this period, the employee is eligible for maternity benefits from her health insurance.
Employees who are pregnant or breastfeeding cannot be required to work on Sundays, public holidays, and between 8 p.m. and 6 a.m.
Employers must assess possible safety risks that an employee who is pregnant or breast feeding might face and the potential accommodations that would mitigate these risks.

If the employer determines that the employee would be exposed to an “irresponsible risk,” it must take steps to modify the employee’s working conditions.
If the employer cannot provide a safe workplace, the employee must be placed on paid leave with the ability to resume her position following childbirth.
The Maternity Protection Act ensures that as a rule female employees suffer no financial disadvantages as a result of maternity.
On return from maternity leave, the employee is guaranteed her previous job if the object, scope, and nature of the work to be done is exactly defined by contract of employment or by actual practice.
Employers cannot dismiss an employee who has a miscarriage after the twelfth week of her pregnancy, for a period of four months, regardless of the weight of the fetus.

70.40. 荷蘭陪產假 Paternity Leave —

儘管父母雙方都可以利用育兒假，但沒有專門針對父親的休假福利。
而政府將從孩子出生到 12 至 14 個月期間，支付育兒津貼。

There is no leave benefit specific to fathers, although either parent may take advantage of parental leave.
A child-raising benefit is paid by the government from the child’s birth to the age of 12 to 14 months.

70.50. 荷蘭病假 Sick Leave —

如果員工沒有因任何過錯而無法工作，《薪酬延續法》賦予員工在六週內獲得高達工資 100% 的病假工資的權利。
僱員有權在受僱四個星期後繼續領取工資。
僱員有義務將其喪失工作能力和預計工作時間通知雇主，不得無故拖延。
最遲在第三個日曆日結束之前，他們必須出示醫療證明，說明他們無法工作的事實和預期的持續時間。
如果他們無法工作的實際時間，超過證書中規定的時間，員工必須提交一份新的醫療證明。
勞動者未提供強制醫療證明的，用人單位可以拒絕繼續支付報酬。
如果超過六週的限制，員工有權獲得由其法定健康保險計劃支付的疾病津貼。

其他假期——

育嬰假。
父母有權休育兒假，直到孩子滿三歲。
雇主和僱員可以同意將最多 24 個月的育兒假轉移到任何時期，直到孩子年滿 8 歲。
雇主在育兒假期間不支付僱員的工資，但僱員可能有權獲得最多 14 個月的最後一次淨收入 67% 的育兒津貼。
為雇主工作至少六個月的員工可以要求在育兒假期間兼職最多 30 小時。
該請求必須在不遲於兼職工作開始前七週提交給雇主。
除非有緊急的操作理由，否則通常不能拒絕兼職工作的請求。
雇主的必須在減少工作時間的開始日期後的四個星期內，以書面形式做出決定，否則被視為批准該請求。
僱員少於 15 人的雇主則可豁免。

護理假。
員工有權休假十天，以照顧急需照顧的近親。
但必須儘早將此事通知雇主。
除非勞資談判協議中另有規定，否則請假是無薪的。
員工還可以為近親休長達六個月的護理假。
僱員必須在休假開始前至少提前十個工作日書面通知雇主。
此權利僅適用於員工超過 15 人的公司工作的員工。
員工在休假期間享受特殊保護，免於被解僱以照顧近親。

In the event of incapacity for work without any fault on their part, the Continuation of Remuneration Act gives employees the right to receive sick pay up to 100 percent of salary for six weeks.
Employees are entitled to continuation of salary after employment of four weeks.
Employees are obliged to notify the employer of their incapacity for work and the expected duration without undue delay.
Before the end of the third calendar day at the latest, they have to show a medical certificate stating the fact of their incapacity for work and the expected duration.

If the actual time they are unable to work exceeds the duration stated in the certificate, employees must submit a new medical certificate. The employer may refuse continued payment of remuneration if the employee does not provide the mandatory medical certificate.
In the event that the six-week limit is overrun, employees are entitled to receive a sickness allowance paid by their statutory health insurance plan.

Other Leave —

Parental leave.
Mothers and fathers are entitled to take parental leave until the child reaches the age of three.
The employer and employee can agree to transfer up to 24 months of parental leave to any period until the child reaches the age of eight. Employers do not pay the employee’s salary during the parental leave but the employee may be entitled to a parental allowance of 67 percent of the last net income for up to 14 months.
Employees who have worked for their employer for at least six months can request to work a part-time schedule of up to 30 hours during parental leave.
The request must be submitted to the employer no later than seven weeks before the beginning of the part-time work.
Requests for part-time work generally cannot be rejected unless there are urgent operational grounds.
The employer’s decision must be made in writing within four weeks of the start date of the reduced working hours or else the request will be considered approved. Employers with less than 15 employees are exempt.

Nursing care leave.
Employees are entitled ten days leave to take care of close relatives who are in urgent need of care.
The employer must be informed about this as early as practicable.
The leave of absence is unpaid, unless stated otherwise in a collective bargaining agreement.
Employees also can take nursing care leave of up to six months for a close relative.
The employee must give the employer at least ten working days’ written notice prior to the commencement of the leave.
This entitlement applies only to employees working for companies with more than 15 employees.
Employees enjoy special protection against dismissals during the leave period to care for the close relative.

70.60. 荷蘭養老金和社會保障 Pensions and Social Security —

對於1965年以前出生的人，目前法定退休年齡為65歲，至少繳費5年，到2020年將逐步提高到67歲。
對於 1964 年以後出生的人來說，領取養老金的年齡已經是 67 歲，並且至少有五年的繳款。
已繳納養老基金至少 45 年的員工可以在 63 歲時退休，福利不會減少。
雇主和僱員按月工資總額的大約 20% 向法定養老保險體系繳納相等的費用。
雇主將兩種供款的總金額轉給保險公司。
養老金福利取決於多種因素，例如供款的數量和金額、支付供款的期限、僱員的收入和社會因素。
國家養老金計劃通常只提供基本福利，公司養老金是為員工退休提供資金的另一種方式。
然而，與法定養老保險不同，公司養老金計劃始終是雇主自願的。雇主可以提供，但法律沒有義務這樣做。

在荷蘭，有一個國家社會保障體系，僱員依法屬於該體系。
雇主必須在 14 天內向有資格的健康保險公司報告新員工，該健康保險公司必須向其繳納社會保障系統的所有費用。
外國公民只要出示必要的居留和工作許可，就可以免除強制性保險。社會保障體系包括：

• 健康保險，
• 失業保險，
• 護理保險，
• 養老金或老年福利，以及
• 事故保險。

For persons born before 1965, the legal retirement age is currently 65 with at least five years of contributions and will gradually increase to 67 by 2020.
For persons born after 1964, the pensionable age is already 67 with at least five years’ contributions.
Employees who have paid into the pension fund for at least 45 years can retire at 63 with no reduction in benefits.
Employers and employees make equal contributions of roughly 20 percent of gross monthly salary to the statutory pension insurance system. The employer transfers the total amount of both contributions to the insurer.
The pension benefit depends on various factors, such as the number and amount of contributions made, the period of time over which contributions are paid, the employee’s income and social factors.
State pension plans usually provide only basic benefits, and a company pension is another way of financing employee retirement.

Unlike statutory pension insurance, however, company pension plans are always voluntary on the part of the employer.
Employers may offer them but are not obligated by law to do so.
In Netherlands, there is a national social security system, to which employees belong by law.
The employer is required within 14 days to report a new hire to the competent health insurer, to which all contributions to the social security system have to be made.
Foreign nationals are exempt from mandatory coverage as long as they have presented the necessary residence and work permits.
The social security system covers:

• health insurance,
• unemployment insurance,
• nursing care insurance,
• pension or old-age benefits, and
• accident insurance.

70.70.荷蘭勞動賠償金 Workers’ Compensation —

雇主為僱員意外保險制度繳款，該制度由為所有貿易和工業部門設立的協會管理。
繳款根據個人雇主的事故記錄而有所不同。
如果在履行僱傭合同規定的服務期間，或與其相關的工作場所事故發生時，員工有資格獲得賠償。
該定義也涵蓋員工在家和工作地點之間通勤時發生的事故。

Employers make contributions to the employee accident insurance system, which is administered by associations set up for all branches of trade and industry.
Contributions vary according to an individual employer’s accident record.
The employees become eligible for compensation in the case of a workplace accident that occurs during or in connection with the performance of services under their employment contracts.
This definition also covers accidents occurring while employees are commuting between home and their places of work.

70.90. Reference Citations —

Vacation: Federal Paid Leave Act, 1963, §§ 3-4, 7-8, 11

Holidays: Working Hours Act, 1994, No. 33, § 11 (Dutch)

Maternity Leave: Maternity Protection Act, 2000, §§ 3, 6, 9-10;

Act on the Payment of Child-Raising Benefit and Child-Raising Leave, 2015, § 2 (Dutch);

Paternity Leave: Act on the Payment of Child-Raising Benefit and Child-Raising Leave, 2015, § 2 (Dutch);

Law on Parental Allowance and Parental Leave, 2015, §§ 15-18 (Dutch)

Sick Leave: Continued Remuneration Act, 1974, § 2 (Dutch)

Other Leave: Law on Parental Allowance and Parental Leave, 2015, §§ 15-18 (Dutch)

Pensions and Social Security: Social Security Code, Sixth Book, 1989, § 36 (Dutch);

Performance Improvement Act, 1989, §§ 36-38 (Dutch)

Workers’ Compensation: Social Security Code, Fifth Book, 1989, § 3(3) (Dutch)

100 荷蘭終止僱用Termination

100.10. 荷蘭雇主終止Termination by Employer —

根據《民法典》，任何一方都可以在不遵守通知期的情況下，以正當理由終止僱傭關係，“如果存在事實，考慮到特定案件的所有情況，並平衡合同雙方的利益，給予不能合理預期終止通知將繼續僱傭關係，直到通知期屆滿或直到商定的僱傭關係結束”。

在荷蘭，雇主解僱僱員的自由受到《防止不公平解僱法》的嚴格限制。
雇主不能解僱僱員，除非存在以下三個法定解僱原因中的至少一個：個人、行為相關或業務相關的理由。在以下情況下，《防止不公平解僱法》適用：

• 一家企業擁有超過 5 名（自 2003 年或更早以來存在具體關係）或 10 名員工（如果自 2004 年以來僅存在具體關係），以及
• 僱員在同一家公司或商業機構連續工作六個月。手續和程序。由於其後果嚴重，因此必須注意有效解僱的一些正式條件：
• 必須舉行勞資委員會聽證會，
• 解僱的原因必須清楚明確，
• 解僱通知必須採用書面形式（口頭終止通知無效），
• 通知必須由主管人員簽署才能終止，
• 通知必須送達收件人，並且
• 必須遵守通知期。通知期要求根據服務年限而增加，從六個月試用期的兩週通知、試用期通過後四個星期的通知到服務 20 年後最多七個月的通知不等。

Under the Civil Code, the employment relationship can be terminated for good cause by either party without observing a notice period, “if facts exist whereby, taking into consideration all circumstances of the particular case and balancing the interests of both contractual parties, the party giving notice of termination cannot be reasonably expected to continue the employment relationship until expiration of the notice period or until the end of the employment relationship agreed upon”.

In Netherlands, an employer’s freedom to dismiss an employee is severely restricted by the Act on Protection Against Unfair Dismissal.
The employer cannot terminate an employee unless at least one of three statutorily defined reasons for termination exists: personal, conduct-related, or business-related grounds.
The Protection Against Unfair Dismissal Act applies if:

• a business establishment has more than five (if a concrete relationship exists since 2003 or earlier) or 10 employees (if a concrete relationship exists only since 2004), and
• the employee has six months of service with the same company or business establishment without interruption.
  Formalities and Procedure. Because of its serious consequences, attention must be paid to some formal requisites for valid dismissal:
• there must be a works council hearing,
• the reason for the dismissal must be clear and unambiguous,
• the dismissal notice must be in written form (a notice of termination given orally is null and void),
• the notice must be signed by the competent person to terminate,
• the notice must be delivered to the recipient, and
• the notice period must be observed.

The notice period requirement increases according to the length of service, varying from two weeks’ notice during the six-month probation period, four weeks’ notice after probation has been passed and to up to seven months’ notice after 20 years of service.

[注意：必須在任何終止通知前至少一周通知勞資委員會。任何未事先與勞資委員會協商而發出的此類通知均無效。]

解僱原因。
根據法律，只有在與員工的個人或行為有關的理由或基於阻止個人進一步就業的業務要求的情況下，終止僱傭才具有“社會正當性”。
解僱的個人理由包括特殊的身體或精神障礙以及因疾病和工作能力下降而導致的廣泛缺勤。
與行為相關的解僱理由包括故意或嚴重疏忽違反合同、為競爭對手工作、組織未經同意罷工和不可接受的缺勤。

對於員工行為的解僱通常需要提前警告員工。
如果員工的行為明顯不可接受（例如，支票欺詐）或無法合理預期在解僱通知之前提前警告（例如，有充分理由懷疑該員工已犯罪），則不需要此類警告.如果解僱是由於雇主的商業組織發生變化，那麼解僱在社會上也是合理的。
這種與業務相關的理由很難抽象地定義。
雇主必須證明解僱僱員是出於與其業務相關，令人信服的理由。
這方面的有效動機和論據包括銷售額和/或訂單的減少、業務重組、成本節約、更方便的業務活動轉移和合理化措施。
這些措施肯定已經導致職位的流失，從而使員工的服務無法有任何用處。

[Note: The works council has to be informed at least one week ahead of any notice of termination. Any such notice issued without prior consultation with the works council will be null and void.]
Reasons for Dismissal.
According to the law, the termination of employment is only “socially justified” if it is on grounds related to the person or conduct of the employee or is based on business requirements that prevent further employment of the individual.
Personal grounds for dismissal include particular physical or mental impairments and extensive absenteeism due to illness and reduced working capacity.

Conduct-related grounds for dismissal include willfully or severely negligent breach of contract, working for a competitor, organizing a wildcat strike, and inexcusable absenteeism.
A dismissal based on the employee’s conduct usually requires that advance warnings be given the employee.
No such warning is required in cases where the employee’s behavior is obviously unacceptable (e.g., check fraud) or where an advance warning prior to notice of termination could not be reasonably expected (e.g., well-founded suspicion that the employee has committed a crime).

A dismissal is also socially justified if it is due to changes in the employer’s business organization.
Such business-related grounds are difficult to define abstractly.
The employer must prove that the employee’s dismissal was necessary for compelling reasons related to its business.
Valid motives and arguments in this connection include decreases in sales and/or orders, business reorganizations, cost savings, more convenient relocation of business activities and measures of rationalization.
These measures must have resulted in the loss of the position, so that the employee’s services can no longer be put to any use.

此外，不得有員工執行任何的替代工作。
決定因業務重組而被解僱是否具有社會正當性的關鍵問題是，在選擇被解僱的員工時是否採用了正確的“社會”標準。
原則上，在具有相同或相當的個人和技術資格，並從事相同或類似工作的僱員中，雇主必須選擇被解僱傷害最小的僱員。
雇主必須仔細考慮的相關社會因素是年齡、服務年限、對家屬的支持義務和殘疾。

缺乏社會理由的終止通知將被視為無效。
除非員工在收到通知後三週內，通過向勞工法庭提起訴訟表示反對，否則終止本身將是有效且具有約束力的。
僱員只能要求復職，不能要求賠償。
在試用期內，可以提前兩週通知終止僱傭合同。
只有在相關勞資協議規定的情況下，才允許更短的通知期。
試用期不超過六個月的，無需正當理由終止勞動合同。
根據《防止不公平解僱法》授予的解僱保護要求至少在公司工作六個月，無論可能商定的試用期長短。
在發出通知之前，雇主必須以書面形式通知勞資委員會。
如果因業務相關原因被解僱，《防止不公平解僱法》賦予僱員獲得賠償的權利，以換取放棄對解僱的司法控制，並且如果雇主已初步選擇了這種制度。

Additionally, there must not be any alternative job the employee could perform.
The crucial issue in determining whether dismissals due to a business reorganization are socially justified is whether the correct “social” criteria have been applied in selecting the staff members to be laid off.
As a rule, among employees having identical or comparable personal and technical qualifications and working in the same or similar jobs, the employer must select the employee to be dismissed who would be least harmed by the dismissal.
The relevant social factors that the employer must carefully consider are age, length of service, support obligations for dependents, and disability.

Notice of termination lacking social justification will be deemed null and void.
The termination itself, however, will be effective and binding unless the employee objects by filing an action with the Labor Court within three weeks after receiving notice.
The employee can only claim reinstatement, not damages.
During a probationary period, the employment contract may be terminated on two weeks’ notice.
Shorter notice periods are only permissible if the relevant collective agreement provides for them.

As long as the probationary period does not exceed six months, no justifying reason is needed to terminate the employment contract. Dismissal protection granted under the Act on Protection Against Unfair Dismissal requires at least six months’ length of service with a company, regardless of the length of a probationary period that may have been agreed to.
Prior to giving notice, the employer must notify the works council in writing.
In the event of dismissal for business-related reasons, the Act on Protection Against Unfair Dismissal gives the employee the right to compensation in return for waiving judicial control of the dismissal and if the employer has preliminarily opted for this regime.

任何不符合《防止不公平解僱法》規定的解僱都視為無效。
在這種情況下，僱員有權繼續受僱於雇主並獲得報酬。
因此，荷蘭的解僱保護制度通常基於復職的想法，而不是支付賠償金。
然而，實際上大多數由員工提出的無效解僱的訴訟，都是通過和解解決：雇主支付賠償金，員工接受解僱是合理的。
只有在無法達成和解的情況下，法官才會作出決定：解僱無效，相關員工有權繼續受僱並獲得報酬，或者解僱有效，員工必須在合同關係的最後一天離開公司，沒有任何補償。

特殊解僱保護。荷蘭的解僱保護分為一般保護或普通保護和特殊保護。
特別保護適用於通常比其他人更容易被解僱的僱員。
給予以下特別保護：• 殘疾僱員；• 懷孕僱員和休產假/陪產假的僱員；• 工作委員會成員；• 應徵入伍、海軍或公務員的僱員；• 某些職能的持有人（例如，電子數據安全文員、安全問題專家）。
在這種情況下解僱，必須事先獲得主管當局的許可。
取消合同。僱傭也可以隨時通過雇主和僱員之間共同商定的合同取消，無論是否支付遣散費（“取消合同”）。
在這種情況下，關於被解僱的保護條款和通知勞資委員會的義務均不適用。
即使是孕婦、重度殘疾人和勞動委員會成員，都享有不被解僱的特殊保護，也可以在不需要當局許可或勞動委員會批准的情況下簽訂解除合同。
雇主通常會提供遣散費以使僱員接受提供的取消合同。
遣散費的金額各不相同（介於 0.5 至 1.5 乘以服務年數乘以每月總工資），主要取決於雇主解僱僱員時，向勞工法庭提起的不公平解僱訴訟的可能結果。

Any dismissal not justified under the Act on Protection Against Unfair Dismissal is void.
In this case, the employee is entitled to continue to be employed and remunerated by the employer.
Hence, the Dutch dismissal protection system is generally based on the idea of reinstatement rather than the payment of compensation.

In practice, however, most lawsuits initiated by an employee claiming nonvalid dismissal are resolved through settlement: the employer pays compensation, and the employee accepts that the dismissal was justified.
Only where no such settlement can be reached do judges render a decision: either the dismissal is void and the employee concerned is entitled to continue to be employed and remunerated or the dismissal is valid and the employee has to leave the company effective on the last day of the contractual relationship without any compensation.

Specific Dismissal Protection.
Dismissal protection in Netherlands is divided into general or common and special protection.
The special protection is applicable to employees who are generally more in danger of being dismissed than others.
Special protection is granted to: • disabled employees; • pregnant employees and those on maternity/paternity leave; • members of the works council; • employees being drafted into the army, navy or civil service; and • holders of certain functions (e.g., electronic data security clerks, specialists for security questions).
For a dismissal in these cases, the permission of the competent authority must have been previously obtained.

Contract of Cancellation.
Employment may also be cancelled at any time by a mutually agreed upon contract between the employer and the employee with or without severance payment (“contract of cancellation”).
Neither the provisions on protection against dismissal nor the obligation to notify the works council is applicable in such cases.
Even pregnant women, severely disabled people, and members of the works council, who all enjoy special protection against dismissal, may conclude a contract of cancellation without requiring the permission of the authorities or the approval of the works council.
The employer generally offers a severance payment to entice the employee to accept the offered contract of cancellation.
The amount of the severance payment varies (between 0.5 and 1.5 multiplied by the number of years of service multiplied by the monthly gross salary) and mainly depends on the possible outcome of an unfair dismissal action before a labor court if the employer dismissed the employee.

荷蘭員工終止Termination by Employee —

任何一方可以在不遵守通知期限的情況下，以正當理由終止僱傭關係，“如果存在事實，考慮到特定案件的所有情況並平衡合同雙方的利益，發出終止通知的一方，不能合理預期繼續僱傭關係，直到通知期屆滿或直到約定的僱傭關係結束”[民法典第 626(1) 條]。

The employment relationship can be terminated for good cause by either party without observing a notice period, “if facts exist whereby, taking into consideration all circumstances of the particular case and balancing the interests of both contractual parties, the party giving notice of termination cannot be reasonably expected to continue the employment relationship until expiration of the notice period or until the end of the employment relationship agreed upon” [§ 626(1) of the Civil Code].

100.20. 荷蘭工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

出於與就業市場政策和保護員工個人相關的原因，《防止不公平解僱法》規定，員工超過 20 人的公司大規模解僱，將有義務通知聯邦就業局。
如果在 30 個日曆日內，向以下數量的員工發出終止通知，則視為發生大規模裁員：

• 在員工人數超過 20 人且少於 60 人的企業中超過 5 名員工，
• 10% 或至少 25 名員工在通常至少有 60 名但少於 500 名員工的企業中，或
• 在通常至少有 500 名員工的企業中至少有 30 名員工。

聯邦就業局通知的法律後果是，從通知之日起，一個月的封鎖期開始，在此期間解僱無效。
封鎖期屆滿後，被舉報的解僱必須在 90 天內執行。
如果用人單位未提交大規模裁員通知，則所有基於裁員的解僱均無效。

For reasons relating to job market policy and to protect the individual employee, the Act on Protection Against Unfair Dismissal imposes an obligation to inform the Federal Employment Agency about mass dismissals in companies with more than 20 employees.

Mass layoffs are deemed to occur if within 30 calendar days the following numbers of employees are given notice of termination: • more than five employees in businesses with more than 20 and fewer than 60 employees,• 10 percent or at least 25 employees in businesses with generally at least 60 and fewer than 500 employees, or • at least 30 employees in businesses with generally at least 500 employees.

The legal consequence of notification of the Federal Employment Agency is that, starting with the date of notification, a blocking period of one month begins during which a dismissal is not valid.
After expiration of the blocking period, the reported dismissals have to be executed within 90 days.
If the employer fails to submit notification of the mass layoff, all dismissals based on the layoff will be nonvalid.

100.30. 荷蘭終止僱用合約資遣 Payment on Termination —

員工沒有獲得遣散費的法定權利，只有在與勞資委員會簽訂的勞資談判協議或社會計劃下才有權獲得遣散費。
通常雇主和僱員會解決向勞工法庭提出的終止索賠，以換取協商的遣散費。
在大多數情況下，遣散費通常在僱員每年服務年薪的 0.5 到 1.5 倍之間。

Employees have no statutory right to severance pay, and are only entitled to severance payments under a collective bargaining agreement or social plan with the works council.

It is common for employers and employees to settle termination claims that have been filed with the labor court in return for payment of negotiated severance.

In most cases, severance is usually between 0.5 and 1.5 times the employee’s monthly remuneration per year of service.

100.40. 荷蘭失業保險Unemployment Insurance —

要獲得失業救濟金的資格，申領人必須在過去三年內至少工作 360 個日曆日，繳款至少 12 個月，登記為失業者，正在尋找工作並且可以工作。
失業救濟金的持續時間取決於個人的年齡和就業時間。失業保險是強制性的。

To be eligible for unemployment benefits, a claimant must have worked at least 360 calendar days in the preceding three years, made contributions for at least 12 months, and be registered as unemployed and looking and available for work.
The duration of benefits depends on the individual’s age and length of employment. Unemployment insurance is compulsory.

100.90. Reference Citations —

Termination by Employer: Protection Against Unfair Dismissal Act, 2008, §§ 1-4;

Dutch Civil Code, 2002, §§ 134, 138, 242, 613a, 622, 626

Termination by Employee: Dutch Civil Code, 2002, § 626

Plant Closings and Mass Layoffs: Protection Against Unfair Dismissal Act, 2008, § 17

***Above contents being digested and translated form Bloomberg HR Database dated 20210710
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邁阿密、亞特蘭大、俄克拉荷馬、密歇根、西雅圖、特拉華；
柏林; 斯圖加特;布拉格；布加勒斯特；班加羅爾；泗水；
高雄、香港、深圳、東關、廣州、清遠、永康、杭州、蘇州、崑山、南京、重慶、許昌、青島、天津。
永輝潛在可服務城市 (2個月籌備期)：
我們為IAPA會員所,總部在倫敦，全球300個會員所，員工約1萬人。
我們為LEA會員所,總部在美國芝加哥，全球600個會員所，員工約2萬8千人。
Evershine is local Partner of ADP Streamline® in Taiwan.
(版本:2022/03)
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