Dutch workplace law basics — essential for employees and expats working in the Netherlands. The Dutch labor market is highly regulated and employee-protective. Key concepts: het arbeidscontract (employment contract — must be written in Dutch by law for Dutch employees), tijdelijk contract (temporary contract — common as a first employment step), vast contract (permanent contract — the goal for most employees), de proeftijd (probation period — typically 1–2 months), het cao (collective labor agreement — collectieve arbeidsovereenkomst — sector-wide agreements that set minimum conditions).
Key Dutch labor rights: de ontslagvergoeding (redundancy/severance pay — calculated as transition compensation), het loonstrookje (pay slip), vakantiegeld (holiday pay — 8% of annual salary paid in May), vakantiedagen (holiday days — minimum 20 per year by law, usually 25+ in practice), zorgverlof (care leave), ouderschapsverlof (parental leave), ziekteverlof (sick leave — employees retain full salary for up to 2 years). Understanding these terms makes you a better advocate for your own rights.
The Dutch UWV (Uitvoeringsinstituut Werknemersverzekeringen — Employee Insurance Agency) administers unemployment and disability benefits. The Belastingdienst (Tax Authority) handles income tax. The 30% ruling (30%-regeling) is a tax advantage for highly skilled migrants (knowledge workers) — 30% of salary is paid tax-free for up to 5 years. If you are relocating to the Netherlands professionally, the 30% ruling may apply to you — consult a Dutch tax advisor.