For some time now, the WWZ (Employment and Social Security Act) has been applicable law, but various parts are still unclear in their application. For example, in a procedure leading to the termination of an employment contract because of – say – dysfunctioning, what evidence should an employer submit?
read moreIn important decisions, the employer has to consult the organisation’s works council (Works Council-OR, Central Works Council-COR, Group Works Council-GOR, etc.). In doing so, a difference of opinion may arise about the business case, whether implementation of the decision is at all feasible and whether it will lead to the intended outcome?
read moreIn fiscal – and social security law, a distinction is made between those self-employed and those being employed. This latter group has to pay payroll taxes and social security contributions on the wages or salary received.
read moreArticle 7:669 BW stipulates that the employer may terminate an employment contract when there are reasonable grounds to do so, and the redeployment of the employee within a reasonable period of time, with or without training, to another suitable job is not possible or does not make sense.
read moreUnless it has a been otherwise agreed upon in writing (individually or collectively), under the Employment and Social Security Act (WWZ), effective 1 July 2015, the employer can terminate an employee´s employment contract prior to or after the day on which the employee acquires the right to retirement benefits under the AOW (state pension) or on the basis of a different pension scheme (article 7:669 sub 4 Dutch Civil Code, DCC)
read moreFrom 1 July, after concluding a settlement agreement or agreeing to the dismissal, the employee enters a cooling-off period. In this period, s/he can reconsider the agreement. In writing, the employer has to draw the employee´s attention to this cooling-off period.
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