Employment Contracts in the Netherlands: What Every EU Worker Should Know

From your first day to your last paycheck – your rights explained
If you’re an EU labor migrant working in the Netherlands, you’ll almost always be employed under a formal employment contract. But Dutch labor law is not always easy to understand — especially when you’re just getting started.

In this guide, we’ll explain the different types of contracts, your legal rights, and what to watch out for before signing anything.

What is an employment contract in the Netherlands?

An employment contract (arbeidsovereenkomst) is a legally binding agreement between you and your employer. It defines:

Your working hours
Your salary
Job responsibilities
Vacation days
Notice periods
Termination rules

Dutch law protects employees strongly. Even if you don’t speak Dutch or are hired through an agency, you still have rights under Dutch labor law.

1. Types of employment contracts

There are several types of contracts in the Netherlands, especially common among EU workers:

🕒 Fixed-term contract (tijdelijk contract)

Has a start and end date (e.g., 6 months, 1 year)
Often used for seasonal or temporary work
May be extended up to 3 times over a maximum of 3 years
After that, the contract becomes permanent by law if extended again

✅ Tip: Always check the end date and renewal conditions in writing.

🔁 Permanent contract (vast contract)

No end date
More job security
Harder for employers to terminate
More common after a successful fixed-term period

Most EU workers start on temporary contracts. A permanent contract is usually offered after proven performance or when a company wants long-term staff.

📅 Zero-hours contract (nulurencontract)

You’re on call, with no guaranteed hours
You only get paid for hours you actually work
Common in flexible industries (logistics, hospitality)

💡 You have the right to refuse work if it doesn’t fit your schedule.

⏳ On-call contract with minimum hours (min-max contract)

Guarantees a minimum number of hours
Allows additional hours if needed
More predictable income than zero-hours, but still flexible

✅ After 3 months of working a consistent schedule, you can claim the average number of hours as your legal right.

2. What must be included in your contract?

Dutch law requires all employment contracts to include at least:

Item	Description
Name & address of employer and employee	Who is hiring you
Job title and description	What you’ll do
Salary and payment cycle	Gross hourly/monthly wage
Working hours	Per week, or flexible arrangement
Start date and duration	Temporary or permanent
Notice period	How long before quitting or termination
Trial period	Usually 1 month max (can be 2 for 1-year+ contracts)
Vacation entitlement	At least 4× weekly working hours per year (20 days if full-time)

3. What is the probation or trial period?

Most contracts begin with a trial period (proeftijd):

0–1 month for short contracts
Up to 2 months for contracts longer than 1 year

During this period, both you and your employer can end the contract without reason. But once it ends, normal dismissal rules apply.

4. Notice periods and contract termination

Both you and your employer must follow a notice period when ending a contract:

Usually 1 month
May be longer if specified in the contract
Must be in writing

If your employer wants to terminate your permanent contract, they must usually get permission from the UWV (government agency) or go to court.

5. Dismissal protection and unfair termination

As a worker in the Netherlands, you are protected by law, even on a temporary contract. Your employer cannot fire you:

Without valid reason (such as misconduct or bankruptcy)
During illness (unless special approval is granted)
Because of pregnancy or personal background

If you think your dismissal is unfair, you can contact:

A lawyer
The vakbond (labor union)
The juridisch loket (legal aid service)

6. Working through an agency (uitzendbureau)

Many EU workers are hired via temporary work agencies (uitzendbureaus). This means:

Your contract is with the agency, not the company where you work
The agency pays your salary and provides payslips
Your rights are based on the “ABU” or “NBBU” collective agreements

💡 Even in agency work, you are entitled to:

A written contract
Equal pay compared to direct employees
Paid holidays and sick leave
Social security contributions

7. What about working without a contract?

You should never work without at least a written agreement. Verbal contracts are technically valid, but provide little legal protection.

Working informally (black market) is illegal, and can result in:

No access to health insurance or tax benefits
No protection if something goes wrong
Legal fines for both you and the employer

If your employer refuses to give you a contract, that is a red flag — and you should seek advice immediately.

8. What to do before signing

Always check your contract carefully — even if it’s in Dutch. If needed, ask someone to help you translate.

✅ Check:

Is the wage correct?
Are the hours guaranteed?
What happens during illness?
Is there a trial period?
Are all agreements written down?

You can request a translated version or clarification — it’s your right.

9. Payslip and minimum wage

Once you start working, your employer must give you a monthly or weekly payslip, showing:

Gross wage
Tax deductions
Social contributions
Net wage
Number of hours worked

In 2025, the legal minimum wage for full-time workers (21+) is about €2,100 per month gross. For part-timers or younger workers, the rate is adjusted.

📎 Tip: Always keep your payslips for tax and housing purposes.

Summary: Key facts about Dutch employment contracts

Topic	What to know
Contract types	Temporary, permanent, on-call, zero-hours
Trial period	Max 1–2 months
Minimum wage	Set by law – €2,100+ for full-time 21+
Vacation	At least 20 paid days (full-time)
Termination	Must follow written notice period
Agency work	Legal rights still apply under ABU/NBBU
Working without contract	Risky and illegal

Final tips for EU workers

Don’t rush — read before signing anything
Save all documents and payslips
Ask questions — you are legally protected, even as a foreign worker
Never assume that your rights are limited just because you’re new

Need help?

PortRomania helps EU migrants understand and protect their rights in the Dutch labor market. Need help reviewing a contract, checking your wage, or understanding your payslip? Reach out — we’re here for you.