EU Labour Law complements policy initiatives taken by individual EU countries by setting minimum standards.
In accordance with the Treaty - particularly Article 153 - it adopts laws (directive) that set minimum requirements for:
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.
Issue a confirmation in writing to the employee about the ending of the employment 1 month before the contract ends.
There is two ways that employment contract can be terminated:
Click here for a Dutch Labour Law case where the employer unlawfully ended an employment contract before the end date.