A BBL contract is an employment contract with an apprentice who is taking a BBL (Vocationally Supervised Learning Pathway) course. BBL means that a student partly goes to school to complete an apprenticeship and also works partly in practice. A BBL contract is indeed a normal employment contract, but certain employment rules do not apply to it, including the regulation of the chain. We hereby confirm that your fixed-term employment contract is extended by a period of [duration of the period]. Thus, your (extended) employment contract ends automatically from [date of end of name]. If you wish to inform your employee that you will terminate his fixed-term contract and convert him into a permanent contract, you are required, given your obligation, to terminate him in writing at least 1 month in advance. This also applies if you wish to inform him that his fixed-term employment contract will be automatically converted into an employment contract of indefinite duration. Quickly and easily set up your change of tailor-made letter temporarily on a permanent contract. If you are looking for a sample letter that will be temporarily converted into a contract of indefinite duration, you can also check it out here. • If there are more than three fixed-term employment contracts that have followed one another at intervals not exceeding three months, the last employment contract is deemed to have been concluded for an indefinite period, even if the parties have expressly agreed on a new fixed-term contract. • In the existence of fixed-term employment contracts which together exceed a period of 36 months and are followed at intervals not exceeding three months, the last employment contract applies from the date on which the 36 months were exceeded, as agreed for an indefinite period. You send a letter to a fixed-term contract to a permanent contract to your employee with a fixed-term contract to inform you that he will receive a permanent contract. That letter, which is temporarily converted into a contract of indefinite duration, specifies, inter alia, that a fixed-term contract may be automatically converted into a contract of indefinite duration only if the intermediate periods between his employment contracts have not exceeded 6 months.

If this is the case, he is not entitled to an automatic conversion, but rebuilds his rights. The extension of an employment contract for a certain period without respecting a deadline (after prior approval by UWV Werkbedrijf) is only possible to a limited extent. That is apparent from Article 7:668a(1) of the Netherlands Civil Code. The law attaches to the sequence of fixed-term employment contracts the consequence that the employment contract is automatically converted into an employment contract of indefinite duration after a certain number or duration. In practice, this is called chain regulation. In some cases, your employee is entitled to a permanent position in the event of an extension of his employment contract. This system is called the Chain Ordinance. According to this provision, a fixed-term contract is automatically converted to a contract of indefinite duration if: In certain cases, the chain provision does not apply and the fixed-term contract is not converted into a contract of indefinite duration. This is the case if your employee has a BBL contract or if your collective agreement deviates from the chain`s regulations.

Confirmation of the renewal of a fixed-term employment contract You can use this document if you want to extend a fixed-term employment contract. Users who create a letter that is temporarily converted into a contract of indefinite duration often create other legal documents. You might also be interested in: You need a letter that is temporarily converted into a contract of indefinite duration if you want to offer your employee a fixed-term employment contract or if he is automatically entitled to a contract of indefinite duration. Because you offer your employee a permanent contract, you show him your loyalty. This way, your employee will also be loyal to you and your company and they will be less eager to find a new employer. He lasts longer, knows the company from start to finish and thus builds a close relationship with customers and colleagues. It`s good for you and your business. You can terminate and extend a fixed-term contract prematurely, provided that this has been agreed in the employment contract. However, a fixed-term contract also has a notification obligation, as the contract is accompanied by an end date.

The notification obligation applies to a fixed-term contract with a minimum duration of 6 months. In the event of a reporting obligation, you are required to inform your employee at least 1 month before the end of the contract that their contract will end or be extended. In the case of a contract of indefinite duration, this obligation does not apply because there is no end date attached to the contract. .