Cla Agreement Netherlands

Most companies and organizations participate in a collective contract arbeidsovereenkomst – CAO (collective agreement). It is a written agreement between one or more employers and one or more trade unions on the working conditions of all workers, such as wages, remuneration for overtime, working hours, probationary period, pension, education and childcare. If you have any questions about a collective agreement under Dutch law or other labour law issues in the Netherlands, please contact: a fixed-term contract has a start date and an end date. The contract expires on the agreed date, with the employer informing you in writing at least one month before the end date if the contract is renewed. We strongly recommend that you ensure that you receive a contract in writing, although an oral agreement is also valid in the Netherlands. The employer is obliged to inform you in writing of the main elements of the contract within one month of the start of the contract. Within the legal limits, both employers and workers are free to decide what is covered by the contract. The ABU and NBBU, as well as the FNV, the CNV Vakmensen, De Unie and LBV, have reached a consensus on the harmonisation of the collective agreement for all 850,000 temporary agency workers in the Netherlands. This Agreement shall enter into force on 30 December 2019. The new CLA is very simplified and offers a level playing field. Temporary agency workers will benefit from a better legal position, job security and better guidance in order to promote sustainable employability. The new CLA is already available online in Dutch and is expected to be available in English in mid-November.

This will have consequences for organisations that employ temporary agency workers. A probation period is a common part of a fixed-term contract with an employer. The trial period applies to both parties and must be agreed in writing. If the duration of the fixed-term contract is less than two years, the maximum trial period is one month. Exceptions can only be granted if there is a collective collection agreement. The maximum legal trial period for a contract of indefinite duration or a fixed-term contract of two years or more is two months, with no possibility of renewal. Fixed-term contracts of six months or less cannot have probation periods. A probation period is not valid, even if the employee performs work that he or she has previously done elsewhere in the company. You may be dismissed during your trial phase. Your employer does not need to give a reason.

You also have the right to resign during the trial period without notice or declaration, as the trial period goes both ways. It is not compulsory, but most Dutch companies reimburse workers for the cost of commuting to work. You will find the rules in force in the collective arbeidsovereenkomst – CAO (collective agreement), the rules of company law or in your employment contract. In the Netherlands, employers must pay their employees at least the statutory minimum wage and the statutory minimum holiday allowance. The minimum wage consists of a basic wage and various allowances, for example for shiftwork and irregular working hours. It applies to all employees from the age of 23. If your organization has a global employment contract (CBA) per company or is part of a CBA by industry, more information on salaries and terms and conditions of employment is included in this agreement. If there is no CAO, you will need an individual agreement with your employer on working conditions, preferably in writing.

The rules laid down by law form the basis of this agreement, i.e. the employment contract. The Netherlands has very few public holidays. Whether you are on work leave these days depends on the agreements between employers and workers in the CAO (Collaborative Work Agreement) or in your employment contract. . . .