Would you like the assessment process to run more smoothly than it does now? Please download our Cheat Sheet. Based on the latest legislation and case law, the Cheat Sheet will quickly help you determine whether you, as an HR manager, need to be concerned about an independent contractor being classified as an employee.

The stakes are high now, as increasingly more pseudo-self-employed workers are winning court cases, under Dutch law, and the tax authorities are enforcing the law again. If an independent contractor agreement turns out to be an employment contract after all:

• you will be subject to employment law protection in the event of illness, holiday entitlement and dismissal;
• a collective labour agreement may apply and contributions to a pension fund or other social fund may have to be paid (with retroactive effect);
• there may be additional income tax and social security contributions; and
• the company may be fined.

So take action now and (1) read up on the matter using our Cheat Sheet, (2) make an inventory of any independent contractor/freelancers/self-employed persons working for you, (3) review/check existing contracts using the Cheat Sheet and adjust them if necessary, and (4) draw up new contracts for the provision of services based on the Cheat Sheet and ensure that they do not constitute employment contracts en (5) act in practice strictly in accordance with the new contracts.

Do you have questions about pseudo-self-employment, the classification of working relationships, or do you need help assessing or amending your contracts? Please do not hesitate to contact our lawyer Jeroen Meersma or contact one of our other specialists here. We are happy to assist you.

Would you like to stay informed about all relevant employment and labour law updates? Follow us on LinkedIn

Managers from international companies participated in the course. They usually include international HR managers, general management and financial directors. The interactive course covers all the ‘need to know’ aspects that employers need to be aware of, such as rules on hiring employees in the Netherlands, restructuring and dismissal in other situations, minimum employment terms, the various types of leave, sick employees and the return to work process (reintegration), pension law developments, non-competition clauses, disciplinary issues, highly skilled migrants, employee participation, equal treatment legislation, TUPE, current trends and the latest developments.

The learning objectives of the course were:

• a better understanding of the main principles of employment and labour law in the Netherlands
• a better understanding of Dutch labour relations and current challenges
• to be prepared to deal with HR issues in this area of law
• to be a good sparring partner for colleagues in the Netherlands, even as a manager based outside the Netherlands.

After the course, all participants received a detailed PowerPoint presentation and an e- syllabus covering the course topics in detail.

A thorough understanding of Dutch employment and labour law is essential for all companies operating in the Netherlands. Sign up for one of the following courses and avoid the most common pitfalls of Dutch employment and labour law.

Will you invest your time in this online course on 16 September or 2 December 2025? Book your place today via the link below:

https://www.bondsolon.com/courses/employment-law-netherlands/