Fixed-term employment contract: Dutch rules 2026

Nkwekọrịta ọrụ nke a kapịrị ọnụ na Netherlands na-akwụsị site na iwu na ụbọchị e kwekọrịtara. Ịkwesighi inweta ikike ịchụpụ n'aka UWV, enweghị ngwa maka ụlọikpe mpaghara na enweghị ọkwa maka nkwụsịtụ: mgbe oge ahụ gwụchara, nkwekọrịta ahụ agwụla. Isi ihe ewepụrụ bụ iwu usoro dị na edemede 7:668a nke Iwu Obodo Dutch (BW): gafere ya ma nkwekọrịta ahụ ga-adịgide adịgide na-enweghị onye ọ bụla bịanyere aka na ihe ọ bụla.

The automatic ending does not mean the employer has nothing to do. The one-month notice duty of Article 7:668 BW, the chain rule, and the limits on probationary periods and non-competition clauses all apply, and each carries a price if it goes wrong.

Kedu ihe bụ nkwekọrịta ọrụ oge a kapịrị ọnụ?

A na-etinye nkwekọrịta oge a kapịrị ọnụ, nke a na-akpọkwa nkwekọrịta nwa oge (nkwekọrịta tijdelijk), ruo oge a kapịrị ọnụ. Ọnwa isii na otu afọ bụ nhọrọ a na-emekarị, mana ọnwa ole na ole ma ọ bụ afọ ole na ole ga-ekwe omume. Mgbe oge ahụ gwụchara, nkwekọrịta ahụ ga-agwụ n'enweghị onye ọ bụla n'ime ha ga-eme ihe.

Ọ dịghị mkpa ka njedebe ya bụrụ ụbọchị kalenda. Nkwekọrịta nwekwara ike ịdịru ogologo oge ọrụ ahụ, ma ọ bụ iji kpuchie onye ọrụ ibe ya n'oge ezumike ọrịa ogologo oge ruo mgbe onye ọrụ ibe ahụ ga-alọta. N'ọnọdụ ndị ahụ, njedebe ahụ ga-abụrịrị nke a pụrụ ikpebi nke ọma - mmecha ọrụ ahụ, nlọghachi ọrụ - ka ọ ghara ịdabere na uche onye were ya n'ọrụ ma ọ bụ onye ọrụ ahụ. Ngwụcha a kọwara nke ọma bụ ezigbo ihe egwu idepụta ihe: ụlọ ikpe nwere ike gụọ nkwekọrịta ahụ dị ka nke mepere emepe.

Nkwekọrịta nwa oge ole ka nwere ike iso ibe ha?

N'okpuru iwu usoro dị ugbu a, onye were mmadụ n'ọrụ nwere ike imezu nkwekọrịta nwa oge atọ n'usoro n'ime ọnwa iri atọ na isii kacha nta. Gafee oke nke ọ bụla, nkwekọrịta ikpeazụ na-aghọkwa nkwekọrịta na-enweghị njedebe (isiokwu 7:668a BW).

Nkwekọrịta na-agụta nkwekọrịta ndị a n'usoro ma ọ bụrụ na onye ọrụ ahụ anọkwaghị n'ọrụ ruo ọnwa isii ma ọ bụ ihe na-erughị ya n'etiti ha. Ya mere, imebi usoro a chọrọ nkwụsị nke ihe karịrị ọnwa isii. Gụọ ụbọchị ndị ahụ nke ọma: oge nke dara ụbọchị ole na ole na-eme ka usoro a ghara ịdị.

Ndozigharị abụọ dị mkpa n'ọrụ. Nke mbụ, nkwekọrịta ọrụ otu (cao) nwere ike ịpụ na oke iwu. Ọ nwere ike inye ohere ka e nwee nkwekọrịta karịa maka ọrụ akọwapụtara kpọmkwem, ma ọ bụ obere oge nke ọnwa atọ maka ọrụ oge, ọ nwekwara ike sie ike karịa iwu. Ya mere, cao dị mkpa bụ akwụkwọ mbụ a ga-agụ, ọ bụghị nke ikpeazụ. Nke abụọ, usoro a na-aga n'ihu n'etiti ndị ọrụ na-esote bụ ndị a na-ewere dị ka ndị ga-anọchi ibe ha. Nke a na-ebilite mgbe ụlọ ọrụ weghaara ọrụ, nakwa ebe onye ọrụ na-ebu ụzọ rụọ ọrụ site na ụlọ ọrụ ọrụ wee tinye ya ozugbo maka otu ọrụ ahụ ma ọ bụ ọrụ yiri ya. Onye were ya n'ọrụ na-agbanwe; ọnụọgụgụ anaghị amaliteghachi.

Kedu mgbanwe dị n'okpuru Iwu Nchekwa Kachasị Maka Ndị Ọrụ Na-agbanwe Agbanwe?

The interval that breaks the chain will rise from six months to three years. The More Security for Flexible Workers Act (Wet meer zekerheid flexwerkers) was adopted by the Senate (Eerste Kamer) on 7 July 2026. Contracts drafted now may still be running when the new rules apply.

The core of the reform for temporary contracts is scheduled to take effect on 1 January 2028. The rule of three contracts in thirty-six months stays. What changes is the interval: the six-month break that now resets the chain becomes three years. In practice that ends the familiar construction in which an employee is brought back after a seven-month gap on a fresh series of temporary contracts. Pupils and students with a small side job keep the six-month interval, and for seasonal work a cao can keep the interval at three months.

Otu iwu ahụ na-anọchi nkwekọrịta awa efu na nkwekọrịta bandwit ma na-agbanwe ọnọdụ ndị ọrụ ụlọ ọrụ. Iwu gbasara usoro ọrụ nhata maka ndị ọrụ ụlọ ọrụ na-emetụta na mbụ, site na 31 Disemba 2026. Otu iwu ọhụrụ si emeso nkwekọrịta ndị na-arụ ọrụ na-adabere na iwu mgbanwe nke iwu ahụ, yabụ lelee nke ahụ tupu ị dabere na usoro dị adị.

Kedu ihe nwere ike ịbanye na nkwekọrịta nwa oge na nke na-agaghị abanye?

Ihe dị n'ime nkwekọrịta oge a kapịrị ọnụ na-adịkarị ka nke na-adịgide adịgide. Agbanyeghị, ahịrịokwu atọ na-agbaso iwu nke ha.

A na-ekwe ka oge nnwale dị?

Ọ bụghị mgbe niile. N'okpuru edemede 7:652 BW, a gaghị ekwekọrịta oge nnwale n'ime nkwekọrịta nke ọnwa isii ma ọ bụ ihe na-erughị ya. N'ime nkwekọrịta nke karịrị ọnwa isii mana ihe na-erughị afọ abụọ, ihe kachasị bụ otu ọnwa. N'ime nkwekọrịta oge a kapịrị ọnụ nke afọ abụọ ma ọ bụ karịa, na nkwekọrịta na-adịgide adịgide, ihe kachasị bụ ọnwa abụọ. Oge nnwale nke karịrị oge a kwadoro bụ ihe efu n'ozuzu ya - a naghị ebelata ya na oke iwu kwadoro. Mgbe ahụ, ịchụpụ n'oge ahụ enweghị ihe ndabere.

Enwere ike ịkwụsị nkwekọrịta ahụ n'oge?

Naanị ma ọ bụrụ na o nwere ahịrịokwu ọkwa nwa oge (tussentijds opzegbeding, edemede 7:667 paragraf nke 3 BW). Na-enweghị otu, ọ dịghị akụkụ ọ bụla nwere ike inye ọkwa tupu ụbọchị njedebe. Ọ bụ ihe amamihe dị na itinye ahịrịokwu ahụ, a ga-akọwakwa oge ọkwa ahụ nke ọma. Cheta na ahịrịokwu ahụ na-ebelata ụzọ abụọ: ọ na-enye onye ọrụ ohere ịpụ n'oge dịka o kwere ka onye were ya n'ọrụ kwụsị nkwekọrịta ahụ.

Enwere ike itinye ahịrịokwu na-abụghị asọmpi?

N'ụkpụrụ ọ bụghị. Kemgbe 1 Jenụwarị 2015, okwu na-abụghị asọmpi na nkwekọrịta nwa oge ga-adị irè naanị ma ọ bụrụ na nkwekọrịta ahụ nwere nkọwa ederede nke ihe kpatara ya nke na-egosi na okwu ahụ dị mkpa n'ihi nnukwu azụmahịa ma ọ bụ mmasị ọrụ (isiokwu 7:653 BW). Nkwanye ùgwù agaghị adịte aka na nyocha, okwu na-enweghị ihe kpatara ya enweghịkwa isi.

Kedu ka nkwekọrịta oge a kapịrị ọnụ si ejedebe?

Nkwekọrịta ahụ ga-akwụsị mgbe oge e kwekọrịtara gwụchara ma ọ bụ mechaa ọrụ ahụ. Maka nkwekọrịta nke ọnwa isii ma ọ bụ karịa, onye were ya n'ọrụ ga-agwa onye ọrụ ahụ n'akwụkwọ ma ọ dịkarịa ala otu ọnwa tupu ụbọchị njedebe (anzegging, edemede 7:668 BW). Ọkwa ahụ na-akọwa ma nkwekọrịta ahụ ga-aga n'ihu, nakwa, ọ bụrụ otu a, n'ụdị usoro.

Ọ bụrụ na onye were ya n'ọrụ emeghị ọkwa, ọ ga-akwụ ụgwọ ọnwa otu ọnwa. Ọ bụrụ na ọkwa ahụ abịa n'oge, ọ ga-eji akụkụ nke ego ahụ. Onye were ya n'ọrụ ga-enwerịrị ike igosi na e nyere ọkwa ederede n'oge. Ya mere, ozi edenyere aha, ma ọ bụ ozi email nwere nkwenye na akwụkwọ, bara uru obere mgbalị ahụ. Ọrụ ahụ na-emetụta ọbụna ebe ọ doro anya na ịga n'ihu ga-aga n'ihu nye onye ọ bụla.

Olee mgbe nkwekọrịta nwa oge ga-aghọ nke na-adịgide adịgide?

Mgbanwe na-eme na akpaghị aka, site na ọrụ iwu, ozugbo e gafere iwu usoro. Nke ahụ bụ ikpe mgbe e mechara nkwekọrịta nke anọ na-esochi, ma ọ bụ mgbe usoro ahụ gafere ọnwa iri atọ na isii ebe oge ndị ahụ na-anọ n'ime ọnwa isii. Enweghị akwụkwọ na-edekọ mgbanwe ahụ. Site na mgbe ahụ gaa n'ihu, ịkwụsị ọrụ ahụ chọrọ ikike ịchụpụ n'aka UWV, iwu ụlọ ikpe ma ọ bụ nkwekọrịta.

Ònye na-anaghị eru n'iwu agbụ ígwè?

Iwu usoro a anaghị emetụta onye ọ bụla. A naghị ewepụ nkwekọrịta ọrụ n'okpuru mmemme ọrụ aka BBL na ndị ọrụ na-erubeghị afọ iri na asatọ na-arụ ọrụ na nkezi nke na-erughị awa iri na abụọ n'izu. Maka ndị ọrụ ụlọ ọrụ nwere usoro ụlọ ọrụ (uitzendbeding), iwu usoro a na-eme naanị mgbe oge mbụ gasịrị na ụlọ ọrụ ahụ. Ndị ọrụ ruru afọ ezumike nka steeti na-ada n'okpuru usoro dị iche, nke a na-ekwe ka nkwekọrịta nwa oge isii n'ime afọ anọ kwe omume.

Gịnị ka ị kwesịrị ịlele dịka onye ọrụ?

A temporary contract gives you less security than a permanent one, so check the details early. Check:

How many contracts you have had with this employer, or its predecessor or agency, and whether the 36-month limit of Article 7:668a BW has been passed.
Whether the probationary period is lawful for the length of your contract; a period that is too long is void.
Whether your contract contains an interim notice clause, and what notice period applies.
Whether a non-competition clause comes with a written statement of substantial business interests.
Whether you received the written aanzegging one month before the end date; if not, claim the compensation within two months after the contract ends.

Gịnị ka ị kwesịrị ịlele dịka onye were gị n'ọrụ?

Most disputes about temporary contracts start with the drafting, not with a conflict. Check:

What the applicable cao says about the number of contracts and the interval.
Whether the end date or ending event is objectively determinable.
Whether the probationary period fits Article 7:652 BW for the contract length.
Whether you send the aanzegging in writing at least one month before the end date, and can prove it.
Whether a new contract after a break still counts in the chain, now and under the three-year interval from 1 January 2028.

What can we do for you with a fixed-term contract?

Anyị ndị ọka iwu na-ahụ maka ọrụ advise employers and employees on temporary contracts; our ntuziaka maka iwu ọrụ Dutch sets the topic in context. In practice we:

Review your fixed-term contract, including probation, notice and non-compete clauses, within one working day.
Count the chain of contracts and check whether a permanent contract has arisen.
Draft model contracts and aanzegging letters that comply with Articles 7:652, 7:653 and 7:668 BW.
Assess the effect of the More Security for Flexible Workers Act on your current contracts.
Claim the aanzegging compensation or challenge a non-renewal that may be discriminatory.

Summary

Nkwekọrịta oge a kapịrị ọnụ na-akwụsị na akpaghị aka n'ụbọchị ma ọ bụ ihe omume e kwekọrịtara; ọ dịghị mkpa ka e nye ikike ma ọ bụ ọkwa maka mwepụ.
Ugbu a, a na-ekwe ka nkwekọrịta atọ n'ime ọnwa iri atọ na isii; oge karịrị ọnwa isii na-agbaji usoro a. Site na 1 Jenụwarị 2028, oge ahụ ga-aghọ afọ atọ.
Enweghị oge nnwale n'ime nkwekọrịta nke ọnwa isii ma ọ bụ ihe na-erughị ya; otu ọnwa ruo afọ abụọ; ọnwa abụọ site na afọ abụọ.
Nkebi nke na-abụghị asọmpi na nkwekọrịta nwa oge chọrọ nkwupụta ederede nke nwere nnukwu mmasị azụmaahịa.
Maka nkwekọrịta nke ọnwa isii ma ọ bụ karịa, onye were n'ọrụ ga-enye ọkwa ederede otu ọnwa tupu ụbọchị njedebe, ma ọ bụ kwụọ ụgwọ ọnwa ruo otu ọnwa.

Ọtụtụ mgbe Ẹbụp Ajụjụ

Ọ dị mkpa ka a kwụsị nkwekọrịta nwa oge?

No. It ends automatically on the agreed date. For contracts of six months or longer, the employer must notify the employee in writing at least a month in advance whether the contract will be continued (Article 7:668 BW). That is a notification, not a termination.

Gịnị ga-eme ma ọ bụrụ na onye were gị n'ọrụ echefuo aanzegging?

The contract still ends, but the employer owes compensation of one month’s salary, or a proportionate part of it if the notification was late. The employee must claim it within two months after the contract has ended.

Enwere ike ịkwụsị nkwekọrịta nwa oge n'oge?

Naanị ma ọ bụrụ na nkwekọrịta ahụ nwere usoro ọkwa nwa oge, ma ọ bụ ma ọ bụrụ na a chụpụ ya n'ihi ihe dị mkpa. Na-enweghị usoro dị otu a, ịkwụsị nkwekọrịta ahụ n'oge bụ mmebi iwu, onye mebiri iwu ahụ nwekwara ike ịkwụ ụgwọ ruru ụgwọ ọnwa maka oge fọdụrụ.

Nkwụsị ọnwa isii ọ na-eme ka ihe niile dịghachi ọhụrụ n'ezie?

Under the current rules, an interruption of more than six months breaks the chain. From 1 January 2028 that interval is scheduled to become three years, which will make the construction largely unusable for regular work.

Nkwekọrịta onye ọrụ dị ime ọ̀ ga-agwụ kpamkpam?

Letting the term run out is lawful in itself, but the reason for not renewing it can be reviewed. Declining to renew because of pregnancy or chronic illness is prohibited discrimination, which the employee can challenge even though the contract ended by operation of law.