{"id":5543,"date":"2025-01-29T10:47:33","date_gmt":"2025-01-29T09:47:33","guid":{"rendered":"https:\/\/spee-advocaten.nl\/?p=5543"},"modified":"2025-02-13T13:41:48","modified_gmt":"2025-02-13T12:41:48","slug":"arbeidsrecht-2025-belangrijke-ontwikkelingen","status":"publish","type":"post","link":"https:\/\/spee-advocaten.nl\/en\/arbeidsrecht-2025-belangrijke-ontwikkelingen\/","title":{"rendered":"Employment law 2025: key developments"},"content":{"rendered":"<p>Various changes in employment law are once again on the (government) agenda for 2025. SPEE advocaten &amp; mediation presents an overview of the most significant legislative proposals and their potential impact.<\/p>\n<p><strong>1.\tImproving security for flexible workers<\/strong><\/p>\n<p>This legislative proposal aims to enhance security for employees while providing greater flexibility for employers:<\/p>\n<ul>\n<li>Abolition of zero-hour contracts and minimum\/maximum hour contracts.<\/li>\n<li>Replacement of on-call contracts with basic contracts guaranteeing a minimum number of hours.<\/li>\n<li>Agency workers will obtain permanent contracts more quickly (phases A and B will be shortened).<\/li>\n<li>After three consecutive fixed-term contracts, a new contract may only be offered after a five-year interval.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>2.\tClarifying employment relationships and legal presumptions<\/strong><\/p>\n<p>This proposal seeks to clarify the distinction between employees and self-employed persons (freelancers):<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>The 'employed by' criterion (Article 7:610 of the Dutch Civil Code) will be tightened.<\/li>\n<li>Work performed for a fee lower than \u20ac32.24 per hour will be presumed to be an employment relationship unless proven otherwise.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>3.\tModernising non-compete clauses<\/strong><\/p>\n<p>The rules surrounding non-compete clauses will become stricter:<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>A maximum duration of one year.<\/li>\n<li>Mandatory geographic limitations and justification of the employer\u2019s legitimate business interest.<\/li>\n<li>Employers must compensate employees for 50% of their last earned salary for the duration the clause is enforced.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>4.\tChanges to reintegration obligations in the second year of illness<\/strong><\/p>\n<p>Small and medium-sized employers will be granted more flexibility in the second year of an employee\u2019s illness, under certain conditions:<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>The option to conclude reintegration within the employer\u2019s business after the first year.<\/li>\n<li>A new dismissal ground (j-ground) for cases where reintegration in the first track is concluded.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>5.\tSimplification of leave regulations<\/strong><\/p>\n<p>Efforts are underway to simplify the leave system by clustering leave arrangements into the following categories:<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>Care for children.<\/li>\n<li>Informal care.<\/li>\n<li>Personal leave.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>6.\tIntroduction of bereavement leave<\/strong><\/p>\n<p>Employees in families with minor children will be entitled to a minimum of five days of paid bereavement leave in the event of the death of a partner or child.<\/p>\n<p><strong>7.\tNew licensing system for employment agencies<\/strong><\/p>\n<p>The government is introducing stricter requirements for employment agencies, including:<span style=\"color: #ffffff;\">.<\/span><\/p>\n<ul>\n<li>A mandatory deposit of \u20ac100,000.<\/li>\n<li>Compliance with wage and tax payment rules.<\/li>\n<li>Supervision and periodic inspections by authorities.<br \/>\n<span style=\"color: #ffffff;\">.<\/span><\/li>\n<\/ul>\n<p><strong>Conclusion<\/strong><\/p>\n<p>Many of these legislative proposals are expected to be submitted for consideration in 2025, with most aiming for implementation by 1 January 2026. If you have any questions regarding these developments or the current state of employment law, feel free to contact the experienced employment lawyers at SPEE advocaten &amp; mediation. We are ready to provide expert advice.<\/p>","protected":false},"excerpt":{"rendered":"<p>Ook in 2025 staan er weer diverse veranderingen in het arbeidsrecht op de (overheids)agenda. SPEE advocaten &amp; mediation presenteert een overzicht van de belangrijkste wetsvoorstellen en hun mogelijke impact. 1. Verbetering zekerheid flexibele arbeidskrachten Dit wetsvoorstel beoogt meer zekerheid te bieden voor werknemers en flexibiliteit voor werkgevers: Afschaffing van nul-uren- en min-\/maxcontracten. Oproepcontracten worden vervangen [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":3260,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"iawp_total_views":3,"footnotes":""},"categories":[3,1],"tags":[],"class_list":["post-5543","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualiteiten","category-nieuwsbrieven"],"_links":{"self":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/5543","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=5543"}],"version-history":[{"count":3,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/5543\/revisions"}],"predecessor-version":[{"id":5546,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/5543\/revisions\/5546"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/media\/3260"}],"wp:attachment":[{"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/media?parent=5543"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/categories?post=5543"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/spee-advocaten.nl\/en\/wp-json\/wp\/v2\/tags?post=5543"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}