Palthe Oberman is pleased to present you with the most recent Employment Law Tracker consisting of employment law updates of all firms connected to the L&E Global Network for September 2019.
From 1 January 2020 employees will have the right to a transition payment from the first day of employment. At this time the right only arises after employment of at least 2 years.
Changes in employment law with effect from 1 January 2020: unemployment insurance contribution differentiation
The government envisages with the Balanced Labour Market Act to encourage the entering into of permanent employment contracts. By means of levying a lower unemployment insurance contribution for permanent contracts and a higher unemployment insurance contribution for all other employment contracts, the legislature expects that it will become more attractive for employers to offer permanent contracts.
A new ground for dismissal, called the cumulation ground, is introduced as part of the Balanced Labour Market Act (in Dutch: WAB). If the employment contract is terminated on the basis of the cumulation ground, a higher transition payment might be owed.
With payrolling we encounter three different parties: 1) the party where the payroll employee is formally employed (the payroll employer), 2) the party where the payroll employee actually works (the contractor/employer) and 3) the payroll employee.
With effect from 1 January 2020, employment law will be amended in some respects as a result of the Dutch Balanced Labour Market Act (Wet arbeidsmarkt in balans). This includes amendments in respect of on-call workers. On-call workers include employees working on the basis of a zero-hours contract or a 'min-max' contract (meaning a contract with variating working hours between a minimum and a maximum). The legislator wants to strengthen their legal position because they face (too) much uncertainty about their income due to the varying working hours.