With the new Dutch Work and Security act it is important that managers in the Netherlands understand the difference between to confirm (aanzeggen) or terminate (opzeggen) employment.

Procedure: confirmation of the ending of  the temporary employment (contract)

Issue a confirmation in writing  to the employee about the ending of the employment 1 month before the contract ends.

When is confirmation that the (temporary) employment (contract) will end applicable

• Only applicable on temporary contracts of 6 moths and longer,
• Not applicable on temporary contracts without a determined end date,
• There is no further steps to be taken after the confirmation to end the employment,

Procedure if confirmation was not issued

• The employment ended but the employee is entitled to a month salary.

Ending of an employment contract

Applicability

• When a contract is ended before the specified ending date,
• Employment contracts for indefinite period.

Procedure to end the employment contract

There is two ways that employment contract can be terminated:

1.  Confirmation of the UWV ( Poor working performance and incapacity),
2.  Mutual agreement between employer and employee.

Click here for a Dutch Labour Law case where the employer unlawfully ended an employment contract before the end date.

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