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Opzegtermijn Bij Een Contract Voor Onbepaalde Tijd

When it comes to employment contracts in the Netherlands, it is important to be aware of the rules regarding notice periods, or “opzegtermijn.” In particular, contracts for indefinite period, or “contract voor onbepaalde tijd,” have specific regulations that both employers and employees should be aware of.

First and foremost, it is important to know that both employers and employees have the right to terminate a contract for an indefinite period with due cause. This means that if there is a valid reason for termination, such as loss of work or misconduct, a notice period is not required. However, if there is no due cause, the party wishing to terminate the contract must give notice.

For employees, the notice period is dictated by law and depends on how long they have been employed by the company. If the employee has been with the company less than five years, the notice period is one month. For every year of employment beyond five years, an additional month is added, up to a maximum of four months.

For employers, the notice period is slightly more complicated. The length of the notice period depends on the individual contract and any collective bargaining agreement that may be in place. However, if there is no agreement in place, the employer must follow the statutory notice periods.

The statutory notice periods for employers are as follows:

– Less than five years of employment: one month

– Between five and ten years of employment: two months

– Between ten and fifteen years of employment: three months

– Fifteen years or more of employment: four months

It is important to note that these notice periods are minimums and can be extended by contract or agreement. It is also possible for the parties to agree to a shorter notice period, but this must be done in writing.

In addition to these notice periods, there are also specific rules regarding the timing of the notice. Both employers and employees are required to give notice on the last day of the month. For example, if an employer wishes to terminate an employee`s contract on July 1st, they must give notice on May 31st.

In conclusion, it is important for both employers and employees to be aware of the notice periods required for contracts of indefinite duration. By following these regulations, both parties can ensure a smooth termination of the employment relationship.