As previously reported, the Transparent and Predictable Conditions of Employment Act entered into force on August 1, 2022. The first substantive ruling on this law was recently published. In this ruling, the District Court of Noord-Holland makes it clear that (the new) Section 7:653a of the Dutch Civil Code - which includes a limitation on the prohibition of ancillary activities - entered into force immediately on August 1, 2022 and also applies to employment contracts concluded before this date. As a result, as of August 1, employers will now need an objective justification even for ''old'' ancillary work clauses. Read more about how the District Court of Noord-Holland applied this requirement in this article.