In an employment contract, you can also include special agreements (or provisions) on the following topics: Successive contractsIn successive contracts, the «numerator goes to zero» if there is a six-month interval between contracts. The starting point remains for six months. However, there must be room to deviate sectorally and shorten the interval when the work requires it. This is already possible for seasonal work. It is extended if recurring work can be performed for a maximum period of nine (9) months. The social partners may conclude agreements on this subject. The law regulates the length of your probationary period. Your trial period is as follows: In the case of fixed-term employment contracts, different rules may apply to the trial period. This is only possible if it is specified in the collective labour agreement.

Or in a by-law by or on behalf of a competent administrative body, such as e.B. of a municipality. You must have a good reason to terminate a contract of indefinite duration. The fourth contract is then considered to be a contract of indefinite duration. In principle, it does not matter what is in this contract and at what time it starts. You can agree on a longer notice period, but you must record it in the contract. In this case, the notice period for you as an employer must be twice as long as that of the employee. If the employee does not work for you for at least six months between two fixed-term contracts, the count of the number of contracts and the three-year period starts again. Due to the coronavirus crisis, we receive many questions, including about the legal probationary period. Because if you have hired an employee and suddenly it turns out that there is much less work than expected. Can you then use the probationary period to say goodbye? And now, assuming jobs are added again, can you continue with the same employee and take a new period or the rest of the probationary period? The employer must comply with the legal requirements for termination when terminating a contract of indefinite duration.

There are several ways to terminate the contract: If you wish to terminate an employee`s open-ended contract, you are bound by a notice period. This period depends on the duration of employment of this employee. Yes. During your trial period, your contract may end. Your employer does not need to obtain permission from the UWV or the Sub-District Court. There is no notice period. And your employer doesn`t have to give a reason for your dismissal. However, your employer must make a transitional payment in the event of termination of employment. In many cases, you first give a new employee a fixed-term contract – usually an annual contract – which you convert into an open-ended employment contract if you perform well. This shows that you want to enter into a long-term partnership. The duration of the following agreement must then be considered (again): You only have two hands.

How can you do more work and grow your business? Are you going to hire or hire someone? What are the possibilities? Discover different forms of employment such as permanent or temporary workers, freelancers, temporary workers or payroll accounting. Will you become a client or employer? Which option is right for your business? To learn more about this, check out our knowledge articles on employment in SMEs. A probationary period can only be agreed if the employee is required to have different skills or responsibilities from those of the previous employment contract. In addition to the changes in the WW – read in Part 1 of the WAB series – there will also be changes to employment contracts and trial periods in 2020. You can read exactly what it is below. You must always agree on a probationary period in writing with your employer. A simple probationary period in a collective agreement is not enough. 62383 You sign a contract of indefinite duration if you want to keep an employee in your company for a longer period. But what does such a contract of employment include indefinitely, when do you enter into such a contract and how do you terminate it? As an employer, you can offer a maximum of three consecutive contracts for a maximum period of three years. Does your employer terminate your contract during the trial period? Then your cancellation is valid, despite your illness. You may then be entitled to sickness benefits. Employment contracts can vary greatly, but often contain a number of fixed components.

From the number of hours, salary and pension to the number of vacation days and the notice period. The legal trial period is a period in an employment contract during which the employer and the employee`s right to terminate the employment contract immediately without giving reasons, also known as termination during the trial period. It does not matter whether it is a fixed-term contract during the probationary period or a trial contract of indefinite duration. The law is very specific with regard to the trial period (Article 7:652 of the Dutch Civil Code). A probationary period must be the same for both parties. The trial period must also be agreed in writing. If you opt for permanent employees, this also carries risks. You can`t just fire an employee with an open-ended contract. If the chain of these fixed-term contracts exceeds a period of 36 months, the fixed-term contract is transformed into a contract of indefinite duration. Your probationary period cannot be extended if you are sick. In primary education, fixed-term contracts for substitutes for sick leave are exempt from chain regulations.