{"id":3053,"date":"2023-03-21T10:13:40","date_gmt":"2023-03-21T09:13:40","guid":{"rendered":"https:\/\/spee-advocaten.nl\/?p=3053"},"modified":"2023-09-21T21:27:05","modified_gmt":"2023-09-21T20:27:05","slug":"geen-verbod-op-nevenactiviteiten","status":"publish","type":"post","link":"https:\/\/spee-advocaten.nl\/en\/geen-verbod-op-nevenactiviteiten\/","title":{"rendered":"No ban on secondary activities"},"content":{"rendered":"<p>We previously wrote about the implications of the transparent and predictable employment conditions Act.<\/p>\n<p>One of those implications is, that since 1 August 2022, an employer must have good reasons to still prohibit secondary activities of employees.<\/p>\n<p>Since 1 August 2022, any employee may work outside working hours for another employer, unless the (first) employer has an objective reason to prohibit the secondary activities. This is stipulated in the new Section 7:653a of the Civil Code.<\/p>\n<p>In Article 9 paragraph 2 of the guideline on transparent and predictable terms of employment, elaborates out this objective reason.<\/p>\n<p>They are:<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>In conflict with health or safety;<\/li>\n<li>Protection of the confidentiality of company information;<\/li>\n<li>Integrity of public services;<\/li>\n<li>Avoiding lengthy conflicts.<\/li>\n<\/ul>\n<p><span style=\"color: #ffffff;\">.<\/span><br \/>\nIn practice, therefore, to prohibit secondary activities outside working hours, the employer must have a justification, such as protecting company secrets or avoiding conflicts of interest.<\/p>\n<p>The Explanatory Memorandum to the new guideline, incidentally, shows that it is not necessary for the clause itself to contain the objective justification. The reasons are:<\/p>\n<ul>\n<li><span style=\"color: #000000;\">Existing clauses that do not include the objective justification can be maintained in this way;<\/span><\/li>\n<li><span style=\"color: #000000;\">In addition, the justification can change under circumstances such as the lapse of time.<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #ffffff;\">.<\/span><br \/>\nIf, as an employer, you still have employment contracts containing an \"old\" prohibition on secondary activities clause, it is wise to have this reviewed and amended. If you have (other) questions on this subject, or if you would like help and advice in adjusting your employment conditions so that they are fully in line with the transparent and predictable employment conditions Act, SPEE advocaten &amp; mediation\u2019s employment law attorneys will of course be happy to assist you.<\/p>","protected":false},"excerpt":{"rendered":"<p>We schreven al eerder over de implicaties van de Wet transparante en voorspelbare arbeidsvoorwaarden. E\u00e9n van die implicaties is, dat een werkgever sinds 1 augustus 2022 goede redenen moet hebben om nog nevenactiviteiten van werknemers te verbieden. Iedere werknemer mag sinds 1 augustus 2022 buiten werktijd werken voor een andere werkgever, behalve als de (eerste) [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":2578,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"iawp_total_views":1,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3053","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nieuwsbrieven"],"_links":{"self":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/3053","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/comments?post=3053"}],"version-history":[{"count":4,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/3053\/revisions"}],"predecessor-version":[{"id":3057,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/3053\/revisions\/3057"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/media\/2578"}],"wp:attachment":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/media?parent=3053"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/categories?post=3053"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/tags?post=3053"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}