{"id":5773,"date":"2023-12-01T21:34:43","date_gmt":"2023-12-01T18:34:43","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/knowledge\/"},"modified":"2026-08-16T20:45:06","modified_gmt":"2026-08-16T17:45:06","slug":"knowledge","status":"publish","type":"page","link":"https:\/\/arbeidsadvocaat.nl\/en\/knowledge\/","title":{"rendered":"Knowledge"},"content":{"rendered":"\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h1 class=\"wp-block-heading has-text-align-center has-x-large-font-size\" id=\"h-voor-werkgevers\" style=\"text-transform:uppercase\">Knowledge<\/h1>\n\n\n\n<section class=\"wp-block-create-block-the-catcher-spacer\"><div class=\"desktopSpace\" style=\"height:30px\"><\/div><div class=\"mobileSpace\" style=\"height:30px\"><\/div><\/section>\n\n\n\n<div class=\"wp-block-query alignwide is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-20b055e9 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-7073 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/stijn-blom-lawyer-of-the-week-on-the-amount-of-the-awarded-equitable-compensation\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"400\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/Beeldmerk-Mr-website-sec-2.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Stijn Blom, Lawyer of the Week: On the Amount of the Awarded Equitable Compensation\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/Beeldmerk-Mr-website-sec-2.jpg 600w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/Beeldmerk-Mr-website-sec-2-300x200.jpg 300w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/stijn-blom-lawyer-of-the-week-on-the-amount-of-the-awarded-equitable-compensation\/\" target=\"_self\">Stijn Blom, Lawyer of the Week: On the Amount of the Awarded Equitable Compensation<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Stijn Blom has been named \u201cMr. of the Week\u201d by the Mr. platform following an AI-driven analysis of 4,252 court rulings on fair compensation. Below is the interview: Why did you start this exercise? \u201cIn practice, the amount of fair compensation is often considered difficult to predict. Judges assess that compensation based on various factors,&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-7072 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fair Compensation: What Factors Determine the Amount? Part 2.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1536x1025.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\" target=\"_self\">Fair Compensation: What Factors Determine the Amount? Part 2.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\"> <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5849 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fair Compensation: What Factors Determine the Amount? Part 2.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash-1536x1025.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/towfiqu-barbhuiya-xkArbdUcUeE-unsplash.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\" target=\"_self\">Fair Compensation: What Factors Determine the Amount? Part 2.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Last updated: August 2026 Part 1 revealed, among other things, that the median fair compensation is \u20ac15,000 and that the basis makes a big difference. But what factors determine whether fair compensation is high or low? KEY FACTORS 5 to 6 in most cases MOST FREQUENTLY MENTIONED 70% culpability under the WG AWARDED\/CLAIMED ~25% median&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5853 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-4252-rulings-analyzed-part-1-the-amount\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fair Compensation: 4,252 rulings analyzed. Part 1: The Amount.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash-1536x1025.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/jakub-zerdzicki-zR7nFjjIAWE-unsplash.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-4252-rulings-analyzed-part-1-the-amount\/\" target=\"_self\">Fair Compensation: 4,252 rulings analyzed. Part 1: The Amount.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Last updated: August 2026 I used AI to analyze 4,252 court rulings on fair compensation. The results surprised me: the average is \u20ac42,243, but the median is only \u20ac15,000. The common perception is too optimistic. AVERAGE \u20ac42,243 all awards MEDIAN \u20ac15,000 more realistic picture PRONUNCIATIONS 4.252 July 2015 \u2013 March 2026 AWARDS 1.043 with an&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5931 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-long-does-a-dissolution-proceeding-take\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How long does a dissolution proceeding take?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/08\/bernardo-lorena-ponte-E7ZqmNZEr6M-unsplash.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-long-does-a-dissolution-proceeding-take\/\" target=\"_self\">How long does a dissolution proceeding take?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Last updated: August 2026 An analysis of more than 2,600 divorce decrees shows that the average processing time in small claims court has increased by 57% since 2016. On appeal, the average processing time rises to more than 7 months. FIRST DRAFT 84 d On average, about 12 weeks APPEAL 219 d On average, just&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5852 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/changes-to-labor-law-effective-january-1-2026\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"640\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-1024x640.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Changes to Labor Law Effective January 1, 2026\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-1024x640.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-300x188.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-768x480.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-1536x960.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/03\/boliviainteligente-r2qsJ-T9_jg-unsplash-2048x1280.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/changes-to-labor-law-effective-january-1-2026\/\" target=\"_self\">Changes to Labor Law Effective January 1, 2026<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">As of January 1, 2026, there will be a number of changes to labor law\u2014ranging from an increase in the minimum wage and the maximum transition allowance to stricter enforcement regarding bogus self-employment. In this article, we outline the most important changes, including a preview of the proposed labor law amendments expected in 2026 and&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5845 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/workplace-accidents-what-to-do-and-how-to-avoid-mistakes\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Workplace Accidents: What to Do and How to Avoid Mistakes\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/tanya-barrow-34MNlDGGqpk-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/workplace-accidents-what-to-do-and-how-to-avoid-mistakes\/\" target=\"_self\">Workplace Accidents: What to Do and How to Avoid Mistakes<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Workplace Accident: What Steps Should You Take Now? After a workplace accident, things often happen quickly. There\u2019s stress on the job, coworkers rush to help, and before long, a discussion arises about \u201chow it could have happened.\u201d It is precisely during this initial phase that mistakes are made that can have major consequences later on\u2014for&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5858 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/workplace-accident-employer-liability-and-filing-a-claim-for-compensation\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"983\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-983x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Workplace Accident: Employer Liability and Filing a Claim for Compensation\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-983x1024.jpg 983w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-288x300.jpg 288w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-768x800.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-1475x1536.jpg 1475w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2026\/01\/igor-omilaev-thVXPlANB1U-unsplash-1966x2048.jpg 1966w\" sizes=\"auto, (max-width: 983px) 100vw, 983px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/workplace-accident-employer-liability-and-filing-a-claim-for-compensation\/\" target=\"_self\">Workplace Accident: Employer Liability and Filing a Claim for Compensation<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Accident at Work\u2014What Should You Do? An accident at work can set you back in an instant\u2014physically, financially, and mentally. A study by Statistics Netherlands (CBS) shows that in 2020, there were tens of thousands of workplace accidents resulting in at least four days of absence. This makes it clear that you\u2019re not alone, but&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6033 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/under-what-circumstances-may-an-employer-reassign-an-employee-to-a-lower-level-position\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Under what circumstances may an employer reassign an employee to a lower-level position?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/fer-troulik-A3eY_6KQDf4-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/under-what-circumstances-may-an-employer-reassign-an-employee-to-a-lower-level-position\/\" target=\"_self\">Under what circumstances may an employer reassign an employee to a lower-level position?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Unilateral Change in Job Duties: What Can an Employer Do? In a ruling dated April 6, 2023, the Oost-Brabant Subdistrict Court ruled on an issue that frequently arises in labor relations: under what circumstances may an employer reassign an employee to a lower-level position without the employee\u2019s consent? In this case, an employer decided to&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5864 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/non-compete-clauses-under-pressure-employees-interests-take-precedence\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"559\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-1024x559.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Non-compete clauses under pressure: employees\u2019 interests take precedence\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-1024x559.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-300x164.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-768x419.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-1536x839.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/mayukh-karmakar-k7QTvaDJJJc-unsplash-2048x1119.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/non-compete-clauses-under-pressure-employees-interests-take-precedence\/\" target=\"_self\">Non-compete clauses under pressure: employees\u2019 interests take precedence<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">A Non-Compete Clause Was Agreed Upon, but Is It Still Invalid? In employment law, the non-compete clause is considered a powerful tool for employers to protect their business interests. However, a legally valid clause does not automatically mean that it will hold up in court. This is evident from a recent ruling by the Arnhem-Leeuwarden&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5952 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/mental-health-issues-caused-by-work-pressure-where-does-the-employers-duty-of-care-end\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Mental Health Issues Caused by Work Pressure: Where Does the Employer\u2019s Duty of Care End?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/gift-habeshaw-RhQLqbjFvzE-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/mental-health-issues-caused-by-work-pressure-where-does-the-employers-duty-of-care-end\/\" target=\"_self\">Mental Health Issues Caused by Work Pressure: Where Does the Employer\u2019s Duty of Care End?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">No Liability for Burnout Without Proven Harmful Working Conditions On December 19, 2023, the Amsterdam Court of Appeal issued a ruling in a case in which an employee held her former employer liable for damages resulting from burnout and depression caused by a breach of the duty of care. The employee stated that she had&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5939 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/refusing-an-employers-instructions-is-that-acceptable-for-a-good-employee\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"769\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-769x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Refusing an employer\u2019s instructions: Is that acceptable for a good employee?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-769x1024.jpg 769w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-225x300.jpg 225w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-768x1023.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-1153x1536.jpg 1153w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-1538x2048.jpg 1538w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/pablo-varela-hEw2qUhk-fw-unsplash1-scaled.jpg 1922w\" sizes=\"auto, (max-width: 769px) 100vw, 769px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/refusing-an-employers-instructions-is-that-acceptable-for-a-good-employee\/\" target=\"_self\">Refusing an employer\u2019s instructions: Is that acceptable for a good employee?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Job Change Following a Takeover: Can You, as an Employee, Refuse Instructions? What was going on in this case? This ruling centered on the question of whether an employee is obligated to accept a new position after his employer was acquired and his former position was eliminated. The employee in question worked for Mammoet Transport&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5961 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/labor-disputes-in-the-workplace-what-can-you-do-as-an-employer-and-how-do-you-resolve-them\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Labor Disputes in the Workplace: What Can You Do as an Employer, and How Do You Resolve Them?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jean-wimmerlin-e1daGOrmkIk-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/labor-disputes-in-the-workplace-what-can-you-do-as-an-employer-and-how-do-you-resolve-them\/\" target=\"_self\">Labor Disputes in the Workplace: What Can You Do as an Employer, and How Do You Resolve Them?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">What to Do in the Event of a Labor Dispute? Practical Tips for Employers and HR A workplace conflict is one of the most difficult challenges for an employer or HR professional. What starts as minor irritations between coworkers or tension between a manager and an employee can escalate into a strained working relationship. But&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5967 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/accident-on-a-company-outing-is-your-boss-liable-for-the-damages\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Accident on a company outing: Is your boss liable for the damages?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/jawhar-ben-abdallah-6YkoLyt6P10-unsplash-scaled.jpg 1707w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/accident-on-a-company-outing-is-your-boss-liable-for-the-damages\/\" target=\"_self\">Accident on a company outing: Is your boss liable for the damages?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Injury on a company outing: Are you covered or not? A company outing often sounds like a nice perk: having drinks with coworkers, doing something together, and taking a break from the work environment. But what if you get injured during such an outing? Is your employer liable? An important 2009 ruling by the Supreme&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5893 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-your-employer-fire-you-for-using-cocaine-in-your-personal-life\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can your employer fire you for using cocaine in your personal life?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/maria-kovalets-y6r0r77k4ek-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-your-employer-fire-you-for-using-cocaine-in-your-personal-life\/\" target=\"_self\">Can your employer fire you for using cocaine in your personal life?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Immediate termination for cocaine use during your free time: Is that allowed? Imagine this: you use cocaine over the weekend, then test positive at work, and subsequently refuse to participate in a rehabilitation program. Can your employer then terminate you immediately? In a notable 2007 ruling, the Supreme Court ruled on this issue in the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5859 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/employer-refuses-to-negotiate-a-collective-bargaining-agreement-with-the-union-is-that-allowed\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"721\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-1024x721.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Employer Refuses to Negotiate a Collective Bargaining Agreement with the Union: Is That Allowed?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-1024x721.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-300x211.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-768x541.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-1536x1082.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/austrian-national-library-Szo6H42aDLU-unsplash-2048x1443.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/employer-refuses-to-negotiate-a-collective-bargaining-agreement-with-the-union-is-that-allowed\/\" target=\"_self\">Employer Refuses to Negotiate a Collective Bargaining Agreement with the Union: Is That Allowed?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Negotiating Only with the Works Council During Collective Bargaining Talks? Why That Isn\u2019t Enough, According to the Supreme Court In April 2024, the Supreme Court once again handed down an important ruling on the role of labor unions in reaching collective agreements. The case involved the airline TUI and the FNV union. The central question&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5955 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/arriving-10-minutes-early-entitled-to-pay-or-not\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"678\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-1024x678.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Arriving 10 Minutes Early: Entitled to Pay or Not?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-1024x678.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-300x199.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-768x509.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-1536x1017.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/lukas-blazek-UAvYasdkzq8-unsplash-2048x1356.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/arriving-10-minutes-early-entitled-to-pay-or-not\/\" target=\"_self\">Arriving 10 Minutes Early: Entitled to Pay or Not?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Does your employer have to pay you if you&#8217;re required to be present before your shift starts? In September 2024, the Supreme Court handed down an interesting ruling on a seemingly minor issue that is all too familiar to many employees: the requirement to be present at work before the start of a shift. The&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5975 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/an-employee-doesnt-show-up-for-an-appointment-with-the-company-doctor-what-should-you-do\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"701\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-1024x701.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"An employee doesn&#8217;t show up for an appointment with the company doctor: what should you do?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-1024x701.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-300x205.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-768x526.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-1536x1052.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/luis-melendez-Pd4lRfKo16U-unsplash-2048x1403.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/an-employee-doesnt-show-up-for-an-appointment-with-the-company-doctor-what-should-you-do\/\" target=\"_self\">An employee doesn&#8217;t show up for an appointment with the company doctor: what should you do?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">No-show at the company doctor&#8217;s appointment: What can you do as an employer? An employee calls in sick and is invited by the occupational health and safety service to a consultation with the company doctor. But on the day of the appointment, there\u2019s no word: no cancellation, no message, and the employee doesn\u2019t show up.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5983 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/duty-to-disclose-information-learn-how-you-as-an-employer-can-prevent-damages-and-lawsuits\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Duty to Disclose Information? Learn how you, as an employer, can prevent damages and lawsuits.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/philip-strong-iOBTE2xsYko-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/duty-to-disclose-information-learn-how-you-as-an-employer-can-prevent-damages-and-lawsuits\/\" target=\"_self\">Duty to Disclose Information? Learn how you, as an employer, can prevent damages and lawsuits.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Employers&#8217; Duty to Provide Information: How It Prevents Repeated Lawsuits Employers are subject to increasingly stringent obligations to provide information to employees. Whether it concerns the expiration of vacation days, compliance with safety instructions, or enforcing a zero-tolerance policy: anyone who is negligent in this regard faces significant legal risks. In this blog, we explain&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6039 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/partial-layoff-due-to-illness-when-are-you-entitled-to-compensation\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash1-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Partial Layoff Due to Illness: When Are You Entitled to Compensation?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash1-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash1-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash1-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash1-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/partial-layoff-due-to-illness-when-are-you-entitled-to-compensation\/\" target=\"_self\">Partial Layoff Due to Illness: When Are You Entitled to Compensation?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Partial Layoff Due to Illness: When Are You Entitled to Compensation? Since 2020, employers have been able to receive compensation from the UWV, under certain conditions, for transition payments made to employees on long-term sick leave. But what if the employment relationship is continued in a modified form or partially terminated before the end of&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5980 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-due-to-a-mismatch-with-a-new-employee-what-is-permitted\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"690\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-1024x690.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Termination Due to a Mismatch with a New Employee: What Is Permitted?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-1024x690.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-300x202.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-768x518.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-1536x1035.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/chanhee-lee-CyB016UuDas-unsplash-2048x1380.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-due-to-a-mismatch-with-a-new-employee-what-is-permitted\/\" target=\"_self\">Termination Due to a Mismatch with a New Employee: What Is Permitted?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">New employee not a good fit? Here are your options as an employer You\u2019ve just hired a new employee, but it soon becomes clear that things aren\u2019t clicking. Collaboration is strained, friction arises, and you start to get the feeling that there\u2019s a mismatch. In practice, this happens more often than you might think. As&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5874 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/gap-year-and-unpaid-leave-what-do-you-need-to-know-as-an-employer\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-1024x768.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Gap Year and Unpaid Leave: What Do You Need to Know as an Employer?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-1024x768.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-300x225.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-768x576.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-1536x1152.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/azzedine-rouichi-k3rCADLX0Jw-unsplash-2048x1536.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/gap-year-and-unpaid-leave-what-do-you-need-to-know-as-an-employer\/\" target=\"_self\">Gap Year and Unpaid Leave: What Do You Need to Know as an Employer?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">It\u2019s a common phenomenon among young people: taking a gap year to travel, explore, or take a break from school or work. But what if it\u2019s not your child, but an employee who comes to you asking to take a year off? As an employer, you\u2019re not obligated to grant this request outright, but in&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5879 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/self-employed-or-employee-new-court-ruling-provides-clarity\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Self-Employed or Employee? New Court Ruling Provides Clarity\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/walling-XLqiL-rz4V8-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/self-employed-or-employee-new-court-ruling-provides-clarity\/\" target=\"_self\">Self-Employed or Employee? New Court Ruling Provides Clarity<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">The debate over the legal status of self-employed individuals without employees (zzp\u2019ers) is more relevant than ever. Starting January 1, 2025, the Tax and Customs Administration will once again actively enforce regulations against bogus self-employment. In the meantime, employers and clients must rely on existing legislation and case law. And that case law now offers&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5885 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/tracking-vacation-days-who-is-responsible\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-1024x576.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Tracking Vacation Days: Who Is Responsible?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-1024x576.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-300x169.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-768x432.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-1536x864.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dahee-son-tMffGE7u1bI-unsplash1-2048x1153.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/tracking-vacation-days-who-is-responsible\/\" target=\"_self\">Tracking Vacation Days: Who Is Responsible?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Tracking Vacation Days: The Responsibility Lies with the Employer Vacation is wonderful, but for employers, keeping track of vacation days can be quite a headache. Who keeps track of which days are taken? What if a dispute arises at the end of the employment relationship? And how can you, as an employer, avoid having to&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5890 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/notice-requirement-avoid-the-notice-pay-heres-what-you-as-an-employer-mustnt-forget\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"684\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-1024x684.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Notice Requirement? Avoid the notice pay\u2014here\u2019s what you, as an employer, mustn\u2019t forget\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-1024x684.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-768x513.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-1536x1025.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/nastuh-abootalebi-eHD8Y1Znfpk-unsplash-2048x1367.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/notice-requirement-avoid-the-notice-pay-heres-what-you-as-an-employer-mustnt-forget\/\" target=\"_self\">Notice Requirement? Avoid the notice pay\u2014here\u2019s what you, as an employer, mustn\u2019t forget<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">The notice requirement sounds simple: as an employer, you must let the employee know no later than one month before the end of a temporary contract whether or not you will renew the contract. Yet in practice, things often go wrong. Employers forget to give notice, do so too late or verbally, or assume that&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5896 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/doubts-about-an-employees-sick-leave-claim-court-rules-only-the-company-physician-may-make-that-determination\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"662\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-662x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Doubts About an Employee\u2019s Sick Leave Claim? Court Rules: Only the Company Physician May Make That Determination\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-662x1024.jpg 662w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-194x300.jpg 194w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-768x1188.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-993x1536.jpg 993w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-1324x2048.jpg 1324w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/isabella-fischer-GFKPATimbvM-unsplash-scaled.jpg 1552w\" sizes=\"auto, (max-width: 662px) 100vw, 662px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/doubts-about-an-employees-sick-leave-claim-court-rules-only-the-company-physician-may-make-that-determination\/\" target=\"_self\">Doubts About an Employee\u2019s Sick Leave Claim? Court Rules: Only the Company Physician May Make That Determination<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">What should you do if an employee calls in sick and you suspect the claim is false? In a recent case, the labor court ruled that, when in doubt, an employer may not conclude on its own that an employee is not sick\u2014not even with the help of a doctor who is a friend. Only&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5865 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/aligning-employment-terms-after-a-merger-or-acquisition-legal-pitfalls\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Aligning Employment Terms After a Merger or Acquisition: Legal Pitfalls\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/max-harlynking-64grc3AMrH8-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/aligning-employment-terms-after-a-merger-or-acquisition-legal-pitfalls\/\" target=\"_self\">Aligning Employment Terms After a Merger or Acquisition: Legal Pitfalls<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">In the event of a merger or acquisition, employees with differing terms and conditions of employment end up working under one roof. This often leads to imbalances and frustration in the workplace. It is therefore understandable that employers want to harmonize terms and conditions of employment. However, this is by no means always legally permitted.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5902 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/suspension-of-pay-and-pay-freeze-during-sick-leave-court-rejects-employers-argument\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Suspension of Pay and Pay Freeze During Sick Leave? Court Rejects Employer\u2019s Argument\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/yuri-krupenin-S2FVm0tOv1w-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/suspension-of-pay-and-pay-freeze-during-sick-leave-court-rejects-employers-argument\/\" target=\"_self\">Suspension of Pay and Pay Freeze During Sick Leave? Court Rejects Employer\u2019s Argument<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Employees on sick leave are required to cooperate with their return-to-work program. If they fail to do so, an employer may suspend or even terminate their pay. However, such measures should not be taken lightly. The subdistrict court judge of the Midden-Nederland District Court reiterated this in a case in which both a suspension and&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5908 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-after-2-years-of-sick-leave-as-an-employer-you-really-need-to-have-this-properly-sorted-out\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Termination After 2 Years of Sick Leave: As an Employer, You Really Need to Have This Properly Sorted Out\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/dan-burton-oNlMfgwLbWI-unsplash-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-after-2-years-of-sick-leave-as-an-employer-you-really-need-to-have-this-properly-sorted-out\/\" target=\"_self\">Termination After 2 Years of Sick Leave: As an Employer, You Really Need to Have This Properly Sorted Out<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Termination After 2 Years of Sick Leave: As an Employer, You Really Need to Have This Properly Sorted Out After two years of incapacity for work, the obligation to continue paying wages expires. Many employers believe that this also automatically terminates the employment contract. This is a persistent misconception. In reality, from a legal standpoint,&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5914 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/frequently-asked-questions-about-vacation-and-sick-leave-what-you-need-to-know-as-an-employer\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Frequently Asked Questions About Vacation and Sick Leave: What You Need to Know as an Employer\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/06\/link-hoang-UoqAR2pOxMo-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/frequently-asked-questions-about-vacation-and-sick-leave-what-you-need-to-know-as-an-employer\/\" target=\"_self\">Frequently Asked Questions About Vacation and Sick Leave: What You Need to Know as an Employer<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Sick but still on vacation? It sounds contradictory, but it happens quite often. Employees who are on long-term sick leave sometimes just want to take a breather. Or they call in sick from their vacation destination. As an employer, this often raises questions. What\u2019s allowed, and what isn\u2019t? Below, we provide clear answers to the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5918 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/racist-remarks-and-immediate-dismissal-whats-allowed-and-what-isnt\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Racist Remarks and Immediate Dismissal: What\u2019s Allowed and What Isn\u2019t?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/markus-spiske-QozzJpFZ2lg-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/racist-remarks-and-immediate-dismissal-whats-allowed-and-what-isnt\/\" target=\"_self\">Racist Remarks and Immediate Dismissal: What\u2019s Allowed and What Isn\u2019t?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">An employee was terminated immediately after she was accused of making racist remarks in the workplace. The employer had a zero-tolerance policy and deemed the remarks unacceptable. Nevertheless, the small claims court ruled that the summary dismissal was unjustified. How is that possible? The reason: racist remarks The employee had been with the company since&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5870 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/employee-underperformance-where-is-the-line-between-underperformance-and-blameworthy-conduct-on-the-part-of-the-employer\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Employee Underperformance: Where Is the Line Between Underperformance and Blameworthy Conduct on the Part of the Employer?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/volodymyr-hryshchenko-e8YFkjN2CzY-unsplash1-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/employee-underperformance-where-is-the-line-between-underperformance-and-blameworthy-conduct-on-the-part-of-the-employer\/\" target=\"_self\">Employee Underperformance: Where Is the Line Between Underperformance and Blameworthy Conduct on the Part of the Employer?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Employer Misconduct or Negligence? Here\u2019s What the Courts Say A manager facing complaints from the team, an employer who subsequently imposes an improvement plan, and an employee who takes full sick leave: it sounds like a classic labor dispute. But how far can an employer go based on reports from coworkers? And what if the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5923 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/cosmetic-surgery-sick-leave-or-out-of-pocket-expense\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Cosmetic surgery: sick leave or out-of-pocket expense?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/sam-moghadam-l9VjM-Pp7-M-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/cosmetic-surgery-sick-leave-or-out-of-pocket-expense\/\" target=\"_self\">Cosmetic surgery: sick leave or out-of-pocket expense?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Cosmetic Surgery: Entitled to Sick Leave or Subject to the Deductible? An employee wants to undergo gastric bypass surgery and calls in sick. The employer wonders: Does this count as legitimate sick leave, or should the employee use vacation days or take unpaid leave for this? These types of questions come up regularly for HR&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5929 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/continuing-to-work-after-retirement-here-are-the-rules-and-risks\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"720\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/giuseppe-argenziano-6JrDJOR9T_A-unsplash-720x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Continuing to Work After Retirement: Here Are the Rules and Risks\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/giuseppe-argenziano-6JrDJOR9T_A-unsplash-720x1024.jpg 720w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/giuseppe-argenziano-6JrDJOR9T_A-unsplash-211x300.jpg 211w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/giuseppe-argenziano-6JrDJOR9T_A-unsplash-768x1092.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/giuseppe-argenziano-6JrDJOR9T_A-unsplash-scaled.jpg 1688w\" sizes=\"auto, (max-width: 720px) 100vw, 720px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/continuing-to-work-after-retirement-here-are-the-rules-and-risks\/\" target=\"_self\">Continuing to Work After Retirement: Here Are the Rules and Risks<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Continuing to Work After Retirement: What\u2019s Allowed, and What Should You Keep in Mind? More and more often, employees continue to work even after reaching retirement age. Sometimes this is because the employer wants to continue benefiting from their knowledge and experience, and sometimes it\u2019s at the employee\u2019s own request. But is that allowed? And&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5936 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/the-difference-matters-as-of-or-on-a-date-in-your-contract\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"The difference matters: &#8220;as of&#8221; or &#8220;on&#8221; a date in your contract\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/joshua-hoehne-YPgTovTiUv4-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/the-difference-matters-as-of-or-on-a-date-in-your-contract\/\" target=\"_self\">The difference matters: &#8220;as of&#8221; or &#8220;on&#8221; a date in your contract<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Many employment contracts or termination letters state that the contract ends \u201cas of\u201d a certain date. Sometimes the terms \u201con\u201d or \u201ceffective\u201d are also used. Many people think these terms all mean the same thing, but legally, there is an important linguistic difference between them. And that can have major consequences for, for example, the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5966 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/project-agreement-a-smart-choice-or-a-legal-minefield\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Project Agreement: A Smart Choice or a Legal Minefield?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/amina-atar-4mEyvORkbN0-unsplash1-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/project-agreement-a-smart-choice-or-a-legal-minefield\/\" target=\"_self\">Project Agreement: A Smart Choice or a Legal Minefield?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Employers like to use them: employment contracts that automatically end once a project is completed. Practical, you might think. Yet many legal professionals and employment lawyers are less enthusiastic about them. The reason? In practice, project-based contracts turn out to be more legally complex than they appear on paper. What is a project agreement? A&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5888 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/backdating-employment-contracts-a-criminal-offense-with-serious-consequences\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Backdating Employment Contracts: A Criminal Offense with Serious Consequences\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/backdating-employment-contracts-a-criminal-offense-with-serious-consequences\/\" target=\"_self\">Backdating Employment Contracts: A Criminal Offense with Serious Consequences<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">It happens more often than you might think: signing a contract and simply entering an earlier date on it\u2014because it\u2019s more practical, fits better with a deadline, or confirms agreements made afterward. At first glance, this doesn\u2019t seem like a problem\u2014especially if both parties agree to it. Yet backdating is anything but harmless. Legally speaking,&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5873 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/suspending-or-terminating-pay-heres-the-difference\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Suspending or Terminating Pay: Here&#8217;s the Difference\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/07\/vitaly-taranov-OCrPJce6GPk-unsplash1-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/suspending-or-terminating-pay-heres-the-difference\/\" target=\"_self\">Suspending or Terminating Pay: Here&#8217;s the Difference<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">If an employee fails to comply with the rules regarding sick leave or return-to-work, you, as an employer, may take action. But be careful: there is a big difference between suspending and terminating pay. Making the wrong choice could end up costing you dearly as an employer. What does it mean to withhold wages? Suspending&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5986 post type-post status-publish format-standard has-post-thumbnail hentry category-niet-gecategoriseerd\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/stijn-blom-in-nrc-on-working-from-home-what-can-an-employer-require\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"614\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/06\/data131052764-5e3bf0-1024x614.webp\" class=\"attachment-large size-large wp-post-image\" alt=\"Stijn Blom in NRC on working from home: What can an employer require?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/06\/data131052764-5e3bf0-1024x614.webp 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/06\/data131052764-5e3bf0-300x180.webp 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/06\/data131052764-5e3bf0-768x461.webp 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/06\/data131052764-5e3bf0.webp 1280w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/stijn-blom-in-nrc-on-working-from-home-what-can-an-employer-require\/\" target=\"_self\">Stijn Blom in NRC on working from home: What can an employer require?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">More and more employees want to work from home part-time or full-time, but what if your employer suddenly changes its mind? On April 21, 2025, the NRC published an article by journalist Tan Tunali in which employment law attorney Stijn Blom of Arbeidsadvocaat.nl explains the legal aspects of work-from-home arrangements. This is a familiar dilemma&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5993 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/as-an-employer-what-do-you-need-to-arrange-when-an-employee-requests-a-sabbatical\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"724\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/1684741685748-724x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"As an employer, what do you need to arrange when an employee requests a sabbatical?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/1684741685748-724x1024.jpg 724w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/1684741685748-212x300.jpg 212w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/1684741685748-768x1086.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/1684741685748.jpg 800w\" sizes=\"auto, (max-width: 724px) 100vw, 724px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/as-an-employer-what-do-you-need-to-arrange-when-an-employee-requests-a-sabbatical\/\" target=\"_self\">As an employer, what do you need to arrange when an employee requests a sabbatical?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A sabbatical sounds appealing: taking an extended period of time off for rest, travel, personal development, or study. For employees, it\u2019s often a dream; for employers, it can raise questions. Are you required to grant it? What are the implications for pay, employment conditions, and insurance? And most importantly: how do you ensure there&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5999 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-much-does-a-lawyer-cost\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zit-het-met-de-kosten-van-ee.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How much does a lawyer cost?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zit-het-met-de-kosten-van-ee.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zit-het-met-de-kosten-van-ee-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-much-does-a-lawyer-cost\/\" target=\"_self\">How much does a lawyer cost?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Did you know that hiring a lawyer doesn\u2019t have to be expensive at all? Many people think that legal help is unaffordable, but that\u2019s not always the case. Whether you\u2019re dealing with a workplace dispute, a termination, or simply need legal advice: in many cases, there are arrangements that mean you don\u2019t have to&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6005 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-an-intern-be-held-liable-for-damage-to-a-company-car\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aansprakelijkheid-als-stagiaire.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can an intern be held liable for damage to a company car?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aansprakelijkheid-als-stagiaire.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aansprakelijkheid-als-stagiaire-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-an-intern-be-held-liable-for-damage-to-a-company-car\/\" target=\"_self\">Can an intern be held liable for damage to a company car?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A common question from interns is: \u201cWhat if I cause damage while driving the company van? Do I have to pay for it myself?\u201d The answer is reassuring: in most cases, no. Although an intern is not legally considered an employee, courts almost always treat interns the same way as employees in this regard.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6010 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-required-to-be-available-to-your-employer-outside-of-working-hours\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-jij-bereikbaar-zijn-buiten-1-1.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Are you required to be available to your employer outside of working hours?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-jij-bereikbaar-zijn-buiten-1-1.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-jij-bereikbaar-zijn-buiten-1-1-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-required-to-be-available-to-your-employer-outside-of-working-hours\/\" target=\"_self\">Are you required to be available to your employer outside of working hours?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Do you still have to respond to text messages, phone calls, or emails from your boss outside of work hours? For many employees, the answer to that question is yes. Recent research shows that one in five young employees is required by their employer to be available at all times, even outside of agreed-upon work&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6015 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-do-you-become-a-lawyer-in-the-netherlands\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-kun-je-advocaat-worden.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How do you become a lawyer in the Netherlands?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-kun-je-advocaat-worden.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-kun-je-advocaat-worden-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-do-you-become-a-lawyer-in-the-netherlands\/\" target=\"_self\">How do you become a lawyer in the Netherlands?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Do you dream of becoming a lawyer? You\u2019re not alone. The legal profession captures the imagination: you assist clients in legal disputes, you can argue cases in court, and you translate complex legislation into practical solutions. But how do you become a lawyer in the Netherlands? In this blog, we\u2019ll explain what education you&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5880 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/working-fewer-hours-can-your-employer-just-refuse-to-allow-it\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/minder-dagen-werken-een-recht-1.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Working fewer hours: Can your employer just refuse to allow it?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/minder-dagen-werken-een-recht-1.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/minder-dagen-werken-een-recht-1-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/working-fewer-hours-can-your-employer-just-refuse-to-allow-it\/\" target=\"_self\">Working fewer hours: Can your employer just refuse to allow it?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Many employees consider working fewer hours at some point in their careers\u2014for example, due to caregiving responsibilities, to pursue their studies, or simply to achieve a better work-life balance. But what if your employer isn\u2019t on board with that? Can your employer just refuse your request? In this blog, we explain your rights under the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6021 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-you-have-your-salary-paid-out-in-bitcoin\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/je-salaris-in-crypto-uitbetaald-.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can you have your salary paid out in Bitcoin?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/je-salaris-in-crypto-uitbetaald-.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/je-salaris-in-crypto-uitbetaald--300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-you-have-your-salary-paid-out-in-bitcoin\/\" target=\"_self\">Can you have your salary paid out in Bitcoin?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction More and more people are experimenting with crypto, even outside their investment accounts. But what if you want to receive your salary in Bitcoin? Is that legally possible? And what happens if the value suddenly crashes? In this blog, you\u2019ll learn about salary payments in cryptocurrency, what the law says about it, and what&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6028 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-following-drug-smuggling-through-the-port-is-the-lack-of-a-transition-payment-justified\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Termination Following Drug Smuggling Through the Port: Is the Lack of a Transition Payment Justified?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/amjd-rdwan-OQYv1-YZkZQ-unsplash-scaled.jpg 1707w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-following-drug-smuggling-through-the-port-is-the-lack-of-a-transition-payment-justified\/\" target=\"_self\">Termination Following Drug Smuggling Through the Port: Is the Lack of a Transition Payment Justified?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction What if an employee uses their access to company information for criminal purposes? In a recent case, the employment contract of an employee at a Rotterdam port company was terminated due to serious involvement in drug smuggling. The facts were clear: using his work account, he arranged container shipments that allowed criminals to bring&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5944 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-over-a-minor-issue-is-that-allowed\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-op-staande-voet-deel-2.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Immediate dismissal over a minor issue: Is that allowed?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-op-staande-voet-deel-2.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-op-staande-voet-deel-2-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-over-a-minor-issue-is-that-allowed\/\" target=\"_self\">Immediate dismissal over a minor issue: Is that allowed?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Immediate termination is the most drastic measure an employer can take. It means that the employment relationship ends immediately, without a notice period or transition payment. In practice, this measure is typically applied in cases of serious misconduct, such as fraud, violence, or grand theft. But can an employer also proceed with immediate termination&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6045 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-minor-offenses-is-that-really-allowed\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kan-een-klein-foutje-je-baan-kos-1.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Immediate dismissal for minor offenses: Is that really allowed?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kan-een-klein-foutje-je-baan-kos-1.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kan-een-klein-foutje-je-baan-kos-1-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-minor-offenses-is-that-really-allowed\/\" target=\"_self\">Immediate dismissal for minor offenses: Is that really allowed?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Immediate termination is often considered the most severe penalty under labor law. It means that the employment contract is terminated immediately, without a notice period or severance pay. Many people believe that this applies only to cases of serious theft, fraud, or violence. However, case law shows that even minor infractions\u2014petty offenses\u2014can lead to&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6051 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/am-i-entitled-to-a-bonus-after-an-affair-with-a-coworkers-partner\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Am I Entitled to a Bonus After an Affair with a Coworker&#8217;s Partner?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-768x513.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-1536x1025.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/pablo-heimplatz-OSboZGvoEz4-unsplash-2048x1367.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/am-i-entitled-to-a-bonus-after-an-affair-with-a-coworkers-partner\/\" target=\"_self\">Am I Entitled to a Bonus After an Affair with a Coworker&#8217;s Partner?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction An inappropriate relationship, sexual text messages during work hours, and termination without severance pay\u2014it sounds like an exceptional case. Nevertheless, the subdistrict court recently ruled that a director was indeed entitled to his bonus despite serious culpable conduct. How does the court reconcile this with the dysfunction in the workplace? In this blog, we&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6057 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-civil-servant-be-transferred-after-committing-a-serious-error\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/7500-rpm-LJp0F9Icjlc-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can a civil servant be transferred after committing a serious error?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/7500-rpm-LJp0F9Icjlc-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/7500-rpm-LJp0F9Icjlc-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/7500-rpm-LJp0F9Icjlc-unsplash-768x512.jpg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-civil-servant-be-transferred-after-committing-a-serious-error\/\" target=\"_self\">Can a civil servant be transferred after committing a serious error?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Everyone makes mistakes at work, but sometimes serious mistakes can have far-reaching consequences. This is certainly true for public officials in the judicial system, where a moment of carelessness can have a major impact on society. A recent ruling by the North Holland District Court involved two civil servants who released the wrong detainee&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6032 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/freedom-of-speech-at-work-how-far-does-it-extend\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sako-sarah-koenig-t9FR85cW8lI-unsplash-scaled.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Freedom of speech at work: How far does it extend?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sako-sarah-koenig-t9FR85cW8lI-unsplash-scaled.jpg 2400w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sako-sarah-koenig-t9FR85cW8lI-unsplash-300x225.jpg 300w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/freedom-of-speech-at-work-how-far-does-it-extend\/\" target=\"_self\">Freedom of speech at work: How far does it extend?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Freedom of speech is a fundamental right, but how far does that right extend within an employment relationship? Is an employee allowed to publicly criticize his or her employer? And can an employer intervene if such criticism leads to internal tensions? In a recent case that even reached the Supreme Court, that very question&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6038 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/inappropriate-behavior-grounds-for-termination\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Inappropriate behavior: grounds for termination?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/olga-kononenko-98__MsKaUsI-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/inappropriate-behavior-grounds-for-termination\/\" target=\"_self\">Inappropriate behavior: grounds for termination?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction An employee may perform exceptionally well in their professional duties, but their employment contract can still be terminated if workplace relationships have been seriously disrupted by inappropriate behavior. This is evident from a recent ruling by the Amsterdam District Court, in which an academic medical specialist and professor lost his job due to his&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6044 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-for-asking-critical-questions-heres-how-the-court-ruled-in-this-case\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"831\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-831x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fired for asking critical questions? Here\u2019s how the court ruled in this case.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-831x1024.jpg 831w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-244x300.jpg 244w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-768x946.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-1247x1536.jpg 1247w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-1662x2048.jpg 1662w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/elena-mozhvilo-j06gLuKK0GM-unsplash-scaled.jpg 1948w\" sizes=\"auto, (max-width: 831px) 100vw, 831px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-for-asking-critical-questions-heres-how-the-court-ruled-in-this-case\/\" target=\"_self\">Fired for asking critical questions? Here\u2019s how the court ruled in this case.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Can an employer fire an employee because she asks critical questions about the organization\u2019s policies? And what if the employer bases the termination on grounds that turn out to be unfounded? A recent ruling by the Court of Appeal in \u2019s-Hertogenbosch centered on precisely this issue. In the end, the employee was not only&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6008 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-a-bonus-a-temporary-perk-or-a-standard-employment-benefit\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Is a bonus a temporary perk or a standard employment benefit?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ibrahim-boran-kkACMU0GYko-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-a-bonus-a-temporary-perk-or-a-standard-employment-benefit\/\" target=\"_self\">Is a bonus a temporary perk or a standard employment benefit?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A performance bonus, an extra day off, or temporary use of a leased car: these are all examples of \u201cperks\u201d that an employer can grant an employee. But what if such a perk is repeated year after year? Does it then become part of your terms of employment? And can your employer simply discontinue&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5899 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-can-you-do-as-an-employer-to-address-debt-issues\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What can you do as an employer to address debt issues?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/markus-winkler-BvlxNyjnIzg-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-can-you-do-as-an-employer-to-address-debt-issues\/\" target=\"_self\">What can you do as an employer to address debt issues?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Financial stress is a reality for a large portion of the Dutch workforce. As many as 62% of employees in the Netherlands are dealing with debt issues to some extent. What can you expect from your employer in such a situation? Although an employer is not a debt counselor, they do have a responsibility&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6050 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-you-be-fired-as-a-manager-for-having-an-affair-at-work\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can you be fired as a manager for having an affair at work?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-litvjak-FO18LpXMlvk-unsplash.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-you-be-fired-as-a-manager-for-having-an-affair-at-work\/\" target=\"_self\">Can you be fired as a manager for having an affair at work?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Inappropriate behavior in the workplace takes many forms, but when a supervisor uses his position of power to force a (renewed) personal relationship, it directly violates ethical standards and labor law. A recent case centered on precisely such a situation: a warehouse manager attempted to rekindle a past affair, abused his position, and ultimately&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6056 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/long-covid-can-you-be-replaced-just-like-that-this-judge-says-no\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-768x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Long COVID: Can You Be Replaced Just Like That? This Judge Says No.\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-768x1024.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-225x300.jpg 225w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-1152x1536.jpg 1152w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-1536x2048.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-D337PostcEM-unsplash1-scaled.jpg 1800w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/long-covid-can-you-be-replaced-just-like-that-this-judge-says-no\/\" target=\"_self\">Long COVID: Can You Be Replaced Just Like That? This Judge Says No.<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Can an employer simply hire someone else to fill your position while you\u2019re on sick leave? And what if, after years of good performance, you\u2019re sidelined by long COVID and suddenly find yourself working in the cafeteria? In a recent ruling by the District Court of The Hague, a production manager on long-term sick&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6063 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/do-you-keep-your-vacation-days-if-youre-sick\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-1024x576.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Do you keep your vacation days if you&#8217;re sick?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-1024x576.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-300x169.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-768x432.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-1536x864.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/lance-asper-mNDVSSmMt0Y-unsplash-2048x1152.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/do-you-keep-your-vacation-days-if-youre-sick\/\" target=\"_self\">Do you keep your vacation days if you&#8217;re sick?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Vacation days are intended for rest and recovery, but what happens if an employee is on long-term sick leave? Do those days automatically expire, or are they carried over? And can an employer simply reclassify sick days as vacation days? A recent ruling by the North Holland District Court examined this issue. The case&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6068 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/protecting-trade-secrets-what-can-you-do-as-an-employer\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"655\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-1024x655.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Protecting Trade Secrets: What Can You Do as an Employer?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-1024x655.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-300x192.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-768x491.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-1536x983.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristina-flour-BcjdbyKWquw-unsplash-2048x1310.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/protecting-trade-secrets-what-can-you-do-as-an-employer\/\" target=\"_self\">Protecting Trade Secrets: What Can You Do as an Employer?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction The announced legislative changes regarding non-compete clauses, non-solicitation clauses, and non-poaching clauses have raised concerns among many employers regarding the protection of their trade secrets. These protective measures are being curtailed to increase employee mobility. However, this does not mean that employers are left empty-handed. On the contrary: the confidentiality clause remains largely unaffected.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5911 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-director-be-fired-if-she-does-not-support-the-safety-policy\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-768x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can a director be fired if she does not support the safety policy?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-768x1024.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-225x300.jpg 225w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-1152x1536.jpg 1152w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-1536x2048.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/kristine-wook-5ukoesKUMCE-unsplash-scaled.jpg 1800w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-director-be-fired-if-she-does-not-support-the-safety-policy\/\" target=\"_self\">Can a director be fired if she does not support the safety policy?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction How far does a director\u2019s responsibility extend when it comes to complying with and promoting safety policies? And what if that same director does not agree with those policies? A recent ruling by the Court of Appeal in The Hague makes it clear that this responsibility carries significant weight, especially in an executive-level position.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5905 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-if-your-partner-works-for-a-competitor\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-partner-bij-de-concur.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What if your partner works for a competitor?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-partner-bij-de-concur.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-partner-bij-de-concur-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-if-your-partner-works-for-a-competitor\/\" target=\"_self\">What if your partner works for a competitor?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Suppose you have a partner who works for a competitor of your employer\u2014what should you do? Although personal relationships are, in principle, private matters, they can also have implications under employment law in certain situations. Employers may take action, especially when there is access to confidential company information. This blog explains in which cases&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6072 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-falsifying-time-records-grounds-for-immediate-termination\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-door-sjoemelen-met-in-en-1.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Is falsifying time records grounds for immediate termination?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-door-sjoemelen-met-in-en-1.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ontslag-door-sjoemelen-met-in-en-1-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-falsifying-time-records-grounds-for-immediate-termination\/\" target=\"_self\">Is falsifying time records grounds for immediate termination?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction At first glance, time tracking may seem like an administrative formality, but it plays a crucial role in the relationship of trust between employee and employer. Integrity is essential in this regard, especially for employees in managerial positions. In a recent ruling by the Court of Appeal in \u2019s-Hertogenbosch, a manager in the greenhouse&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6078 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-eligible-for-a-court-appointed-attorney\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/alles-over-gesubsidieerde-rechts.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Are you eligible for a court-appointed attorney?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/alles-over-gesubsidieerde-rechts.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/alles-over-gesubsidieerde-rechts-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-eligible-for-a-court-appointed-attorney\/\" target=\"_self\">Are you eligible for a court-appointed attorney?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Not everyone can afford a lawyer, especially when it comes to a long-term legal dispute. Fortunately, the Netherlands has a system for subsidized legal aid: the \u201ctoevoeging.\u201d If you meet certain income and asset requirements, you are entitled to a court-appointed attorney. In this blog, you\u2019ll learn when you qualify, how much you\u2019ll have&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5996 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/when-is-a-non-compete-clause-in-an-employment-contract-valid\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/concurrentiebeding-wanneer-wel-o.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"When is a non-compete clause in an employment contract valid?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/concurrentiebeding-wanneer-wel-o.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/concurrentiebeding-wanneer-wel-o-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/when-is-a-non-compete-clause-in-an-employment-contract-valid\/\" target=\"_self\">When is a non-compete clause in an employment contract valid?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Non-compete clauses are a common provision in employment contracts. Employers use them to prevent employees from moving to a competitor or starting their own competing business after leaving the company. However, such a provision is not always legally enforceable. This blog explains when a non-compete clause is legally valid, what requirements the law imposes,&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6085 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-is-the-role-of-a-confidential-advisor-in-the-workplace\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-heb-je-aan-een-vertrouwenspe.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What is the role of a confidential advisor in the workplace?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-heb-je-aan-een-vertrouwenspe.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-heb-je-aan-een-vertrouwenspe-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-is-the-role-of-a-confidential-advisor-in-the-workplace\/\" target=\"_self\">What is the role of a confidential advisor in the workplace?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A safe work environment is essential for employee well-being and productivity. Yet, inappropriate behavior in the workplace is more common than many organizations realize. The confidential advisor plays an important role in identifying and addressing such situations at an early stage. Due to recent changes in the law, appointing a confidential advisor is becoming&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6062 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-termination-following-sexual-harassment-at-work\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Immediate Termination Following Sexual Harassment at Work?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/road-ahead-XUdthBA01CM-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-termination-following-sexual-harassment-at-work\/\" target=\"_self\">Immediate Termination Following Sexual Harassment at Work?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Sexual remarks in the workplace are increasingly being taken seriously. Unwanted behavior can lead to a disrupted work environment, anxiety among colleagues, and legal consequences for the perpetrator. A recent ruling involving a shelf stocker at the Dirk supermarket chain shows that employers are permitted to take strict action in cases of sexual harassment.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5974 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/calling-in-sick-after-a-party-what-can-you-do-as-an-employer\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziekmelding-na-carnaval-kun-je-h.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Calling in sick after a party: What can you do as an employer?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziekmelding-na-carnaval-kun-je-h.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziekmelding-na-carnaval-kun-je-h-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/calling-in-sick-after-a-party-what-can-you-do-as-an-employer\/\" target=\"_self\">Calling in sick after a party: What can you do as an employer?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction An employee calls in sick on Monday morning, and stories from the workplace suggest that he was at a party or festival the night before. For many employers, this is a familiar\u2014but also frustrating\u2014situation. As an employer, are you allowed to take action in this situation? When does it constitute abuse, and what steps&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6069 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-romantic-relationship-at-work-lead-to-termination\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mayur-gala-2PODhmrvLik-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Can a romantic relationship at work lead to termination?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mayur-gala-2PODhmrvLik-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mayur-gala-2PODhmrvLik-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mayur-gala-2PODhmrvLik-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mayur-gala-2PODhmrvLik-unsplash-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/can-a-romantic-relationship-at-work-lead-to-termination\/\" target=\"_self\">Can a romantic relationship at work lead to termination?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Romantic relationships at work are not uncommon. Coworkers spend a lot of time together, so it\u2019s not surprising when personal or romantic bonds develop. However, a workplace relationship can lead to difficult situations, especially when teamwork or workplace dynamics come under strain. This blog explains when a workplace relationship is permissible and when it&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6076 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/minimum-wage-what-does-the-new-rule-mean-for-you\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sinds-1-januari-2024-minimum-uur.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Minimum Wage: What Does the New Rule Mean for You?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sinds-1-januari-2024-minimum-uur.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/sinds-1-januari-2024-minimum-uur-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/minimum-wage-what-does-the-new-rule-mean-for-you\/\" target=\"_self\">Minimum Wage: What Does the New Rule Mean for You?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction As of January 1, 2024, the statutory minimum hourly wage wasintroduced in the Netherlands. This brought an end to the system in which the minimum wage was calculated on a monthly basis, depending on the length of the workweek. This shift to the minimum hourly wage ensures greater equality among employees with different contract&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6081 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-cell-phone-use-allowed-during-work-hours\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Is cell phone use allowed during work hours?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/paul-hanaoka-HbyYFFokvm0-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/is-cell-phone-use-allowed-during-work-hours\/\" target=\"_self\">Is cell phone use allowed during work hours?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction In a world where cell phones are an integral part of daily life, the question often arises: Is it okay to use your phone during work hours? Although brief personal phone use is tolerated in many cases, habitual or excessive use can lead to serious consequences. This blog explains what is and isn\u2019t legally&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6014 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/impending-layoff-what-are-the-3-warning-signs\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Impending Layoff: What Are the 3 Warning Signs?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/fabian-blank-pElSkGRA2NU-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/impending-layoff-what-are-the-3-warning-signs\/\" target=\"_self\">Impending Layoff: What Are the 3 Warning Signs?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Termination rarely comes as a complete surprise. There are often signs indicating that the employer may want to terminate the employment relationship. These signs can be subtle, but sometimes they are downright obvious. It\u2019s important for employees to recognize such signs of impending termination in a timely manner so they can strengthen their position&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6088 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-after-posting-a-vacation-video-on-tiktok-justified-or-not\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-1024x576.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fired After Posting a Vacation Video on TikTok: Justified or Not?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-1024x576.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-300x169.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-768x432.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-1536x864.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/dahee-son-tMffGE7u1bI-unsplash-2048x1153.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-after-posting-a-vacation-video-on-tiktok-justified-or-not\/\" target=\"_self\">Fired After Posting a Vacation Video on TikTok: Justified or Not?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Social media posts while on sick leave can lead to awkward situations and, in some cases, even to workplace conflicts. But how far can an employer go if a sick employee is active on platforms such as TikTok? In a recent case, a healthcare worker was summarily dismissed because of a vacation video she&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6020 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-misuse-of-expense-reimbursement\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-768x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Immediate Dismissal for Misuse of Expense Reimbursement?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-768x1024.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-225x300.jpg 225w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-1152x1536.jpg 1152w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-1536x2048.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ralu-gal-G8cB8hY3yvU-unsplash-scaled.jpg 1800w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-misuse-of-expense-reimbursement\/\" target=\"_self\">Immediate Dismissal for Misuse of Expense Reimbursement?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction In special circumstances, employers may decide to provide financial assistance to employees, such as reimbursement of expenses related to specific personal circumstances. But what if such an allowance is not spent for its intended purpose? In a recent ruling, an employee was summarily dismissed because he systematically misused the allowance to pay for a&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6093 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/dismissal-due-to-a-foul-odor-is-that-allowed\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Dismissal due to a foul odor: Is that allowed?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-768x1151.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-1366x2048.jpg 1366w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/rachel-martin-Kik6G1XYRlA-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/dismissal-due-to-a-foul-odor-is-that-allowed\/\" target=\"_self\">Dismissal due to a foul odor: Is that allowed?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction At first glance, dismissal due to a body odor nuisance may seem like an exceptional situation, but in practice, issues like this can lead to serious legal proceedings. Especially when the odor is related to a medical condition, the question arises: how far does employee protection extend? A recent case involving a receptionist offers&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6002 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-tuition-fees-reimbursed-if-you-resign-voluntarily\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-je-studiekosten-terugbetale.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Are tuition fees reimbursed if you resign voluntarily?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-je-studiekosten-terugbetale.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/moet-je-studiekosten-terugbetale-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-tuition-fees-reimbursed-if-you-resign-voluntarily\/\" target=\"_self\">Are tuition fees reimbursed if you resign voluntarily?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Employers regularly invest in the development of their staff, for example by reimbursing the costs of education, courses, or training. But what happens to those educational expenses if an employee resigns of their own accord? Can the employer then recover these costs? The law sets out clear rules on this matter, and not every&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6099 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/personal-circumstances-a-reason-to-avoid-immediate-termination\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zwaar-weegt-je-persoonlijke-.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Personal circumstances: a reason to avoid immediate termination?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zwaar-weegt-je-persoonlijke-.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/hoe-zwaar-weegt-je-persoonlijke--300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/personal-circumstances-a-reason-to-avoid-immediate-termination\/\" target=\"_self\">Personal circumstances: a reason to avoid immediate termination?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Immediate termination has far-reaching consequences for an employee: the employment relationship ends immediately, wage payments cease, and the right to unemployment benefits usually lapses. The law therefore sets high standards for justifying such a termination. Not only must there be an urgent reason, but the employee\u2019s personal circumstances may also be taken into account.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5949 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-for-a-post-about-israel-and-hamas\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Fired for a post about Israel and Hamas?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tingey-injury-law-firm-yCdPU73kGSc-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fired-for-a-post-about-israel-and-hamas\/\" target=\"_self\">Fired for a post about Israel and Hamas?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Social media has become an integral part of daily life, including the workplace. But what if an employee expresses opinions online about sensitive political issues? Where is the line between freedom of speech and the employer\u2019s interests? A recent ruling by the Rotterdam subdistrict court clarifies whether dismissal is permissible. This blog discusses the&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6105 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/frequent-absences-due-to-illness-can-an-employee-be-terminated\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Frequent Absences Due to Illness: Can an Employee Be Terminated?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/diana-polekhina-REYb3IaZjj4-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/frequent-absences-due-to-illness-can-an-employee-be-terminated\/\" target=\"_self\">Frequent Absences Due to Illness: Can an Employee Be Terminated?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Absenteeism due to illness is a difficult reality for many employers. Especially when an employee frequently calls in sick, this can put a strain on business operations. However, the law allows for dismissal on these grounds only in exceptional cases. This blog explains why the legal bar for dismissal due to frequent absenteeism due&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6113 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/player-contract-or-employment-contract\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Player Contract or Employment Contract?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/marino-bobetic-IxtM5H-l1rI-unsplash-2048x1366.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/player-contract-or-employment-contract\/\" target=\"_self\">Player Contract or Employment Contract?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction In the world of sports, player contracts are common, especially among (semi-)professional athletes. Yet many sports clubs do not fully realize that such a contract may qualify as an employment contract in a legal sense. This distinction is of great significance: an employment contract entails rights and obligations under labor law, such as continued&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6119 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-does-a-relationship-clause-work-and-when-is-it-valid\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-is-een-relatiebeding-eigenli.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How does a relationship clause work, and when is it valid?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-is-een-relatiebeding-eigenli.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-is-een-relatiebeding-eigenli-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-does-a-relationship-clause-work-and-when-is-it-valid\/\" target=\"_self\">How does a relationship clause work, and when is it valid?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Many employees are familiar with non-compete clauses, but relationship clauses often receive less attention\u2014and unjustly so. This clause can have significant consequences for an employee\u2019s freedom to maintain business contacts after the end of their employment. This blog explains what a client relationship clause entails, when it is legally valid, and what the risks&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6092 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/bullying-at-work-what-can-you-do\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-kun-je-doen-als-je-gepest-wo.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Bullying at Work: What Can You Do?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-kun-je-doen-als-je-gepest-wo.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-kun-je-doen-als-je-gepest-wo-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/bullying-at-work-what-can-you-do\/\" target=\"_self\">Bullying at Work: What Can You Do?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Workplace bullying is an underestimated problem that often has serious consequences for the victims. Not only does it undermine job satisfaction and motivation, but it can also lead to long-term mental or physical health issues. Research by CNV shows that more than a quarter of Dutch employees are bullied by coworkers, and 16% are&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6097 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-are-the-most-common-mistakes-made-in-employment-contracts\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"769\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-1024x769.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What are the most common mistakes made in employment contracts?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-1024x769.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-300x225.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-768x577.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-1536x1153.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/aaron-burden-QJDzYT_K8Xg-unsplash-2048x1538.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-are-the-most-common-mistakes-made-in-employment-contracts\/\" target=\"_self\">What are the most common mistakes made in employment contracts?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction An employment contract forms the basis of the employment relationship between an employer and an employee. That is precisely why it is essential that this contract be drafted in a legally sound manner. In practice, however, many employment contracts contain errors that can have far-reaching consequences for both employers and employees. This blog discusses&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5990 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-do-you-effectively-resolve-a-workplace-conflict\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-ruzie-met-je-leidingg.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How do you effectively resolve a workplace conflict?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-ruzie-met-je-leidingg.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/wat-als-je-ruzie-met-je-leidingg-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-do-you-effectively-resolve-a-workplace-conflict\/\" target=\"_self\">How do you effectively resolve a workplace conflict?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A workplace conflict can have a profound impact. Not only do they affect professional relationships, but they often also influence one\u2019s personal state of mind and job satisfaction. It is therefore important to act carefully and thoughtfully. This blog explains the steps you can take when a workplace conflict arises. From the initial discussion&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5917 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/severance-pay-if-a-temporary-contract-is-not-renewed\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Severance Pay If a Temporary Contract Is Not Renewed?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/demeter-alexandru-QrGqrD5Tdcs-unsplash-scaled.jpg 1707w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/severance-pay-if-a-temporary-contract-is-not-renewed\/\" target=\"_self\">Severance Pay If a Temporary Contract Is Not Renewed?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction When a temporary contract is not renewed, this does not automatically mean the end of the employment law dispute. In some cases, it may still constitute a termination, entitling the employee to severance pay, especially if the non-renewal results from serious culpable conduct on the part of the employer. A recent ruling underscores how&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6102 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-for-inappropriate-behavior\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Termination for Inappropriate Behavior?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/tim-mossholder-dcJ-lgXVUd4-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/termination-for-inappropriate-behavior\/\" target=\"_self\">Termination for Inappropriate Behavior?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Inappropriate behavior in the workplace is a serious issue. Employers have a legal duty of care to ensure a safe work environment and are required to take action when signs of inappropriate behavior arise. In this blog, we discuss a recent case at the spice and sauce company Verstegen, in which an employee was&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6108 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/faking-an-illness-then-you-could-lose-your-pay\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Faking an illness? Then you could lose your pay\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/jp-valery-blOLCO2K4M0-unsplash-scaled.jpg 1707w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/faking-an-illness-then-you-could-lose-your-pay\/\" target=\"_self\">Faking an illness? Then you could lose your pay<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction An employee who is sick is, in principle, entitled to continued pay. However, this right has its limits. If an employee feigns illness, the right to continued pay may be forfeited. In practice, however, it is difficult to determine whether there was intent. In this blog, we explain how courts handle this issue and&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6114 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/pregnancy-or-illness-can-you-temporarily-suspend-a-contract\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/zwangerschapsdicriminatie-bij-ni.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Pregnancy or Illness: Can You Temporarily Suspend a Contract?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/zwangerschapsdicriminatie-bij-ni.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/zwangerschapsdicriminatie-bij-ni-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/pregnancy-or-illness-can-you-temporarily-suspend-a-contract\/\" target=\"_self\">Pregnancy or Illness: Can You Temporarily Suspend a Contract?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction When a temporary contract is not renewed just as an employee has become ill or pregnant, the question quickly arises: is this allowed? Under labor law, discrimination based on pregnancy, illness, or gender is prohibited. A recent ruling by the Midden-Nederland District Court shows that failing to provide a clear justification for terminating a&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6123 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/expired-vacation-days-what-are-your-rights\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-768x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Expired Vacation Days: What Are Your Rights?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-768x1024.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-225x300.jpg 225w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-1152x1536.jpg 1152w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-1536x2048.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/vicko-mozara-m82uh_vamhg-unsplash-scaled.jpg 1800w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/expired-vacation-days-what-are-your-rights\/\" target=\"_self\">Expired Vacation Days: What Are Your Rights?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction There is often confusion about when vacation days expire. Employees are sometimes told by their employer that certain days have expired or can no longer be taken. To prevent misunderstandings and the loss of accrued vacation days, it\u2019s important to know which rules apply to statutory, above-statutory, and ATV days. In this blog, we&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6129 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-violating-the-code-of-conduct\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"719\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-1024x719.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Immediate Dismissal for Violating the Code of Conduct?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-1024x719.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-300x211.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-768x540.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-1536x1079.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ronda-dorsey-ZoVR7mPHMGo-unsplash-2048x1439.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/immediate-dismissal-for-violating-the-code-of-conduct\/\" target=\"_self\">Immediate Dismissal for Violating the Code of Conduct?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction In the healthcare sector, where integrity and trust are essential, financial misconduct can have serious consequences. A recent ruling by the Midden-Nederland District Court illustrates this. An employee of a mental health care institution was summarily dismissed after accepting \u20ac2,000 from a client\u2014who may have been under guardianship\u2014as a loan. The judge ruled that&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5926 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-should-you-do-if-you-disagree-with-the-company-doctor\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-1024x768.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What should you do if you disagree with the company doctor?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-1024x768.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-300x225.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-768x576.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-1536x1152.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/winel-sutanto-2oegF67ikOM-unsplash-2048x1536.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-should-you-do-if-you-disagree-with-the-company-doctor\/\" target=\"_self\">What should you do if you disagree with the company doctor?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction There may be times when you disagree with the company doctor\u2019s recommendation regarding your return to work. If the company doctor determines that you are ready to return to work, but you feel that you are not yet able to do so, there are several steps you can take. Below are some possible actions&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6026 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/who-decides-whether-an-employee-is-truly-sick\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/controle-van-een-werknemer-tijde.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Who decides whether an employee is truly sick?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/controle-van-een-werknemer-tijde.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/controle-van-een-werknemer-tijde-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/who-decides-whether-an-employee-is-truly-sick\/\" target=\"_self\">Who decides whether an employee is truly sick?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Can an employer decide for themselves whether an employee is truly sick? The answer is clear: no. Only a company physician or occupational health physician has the authority to determine whether an employee is unable to work. Yet employers still regularly make mistakes in this regard. A recent ruling by the subdistrict court in&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6135 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/when-is-an-employee-entitled-to-emergency-leave-or-caregiving-leave\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"When is an employee entitled to emergency leave or caregiving leave?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/anne-nygard-OtqaCE_SEMI-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/when-is-an-employee-entitled-to-emergency-leave-or-caregiving-leave\/\" target=\"_self\">When is an employee entitled to emergency leave or caregiving leave?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Everyone finds themselves in an unexpected situation at work from time to time. A sick child, a medical appointment, or a sudden emergency at home\u2014what are your rights as an employee in such cases? In these situations, labor law provides a solution through emergency leave or care leave. This blog explains when you\u2019re eligible&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6141 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/3-limits-on-employer-authority\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/3-dingen-die-je-werkgever-niet-m.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"3 Limits on Employer Authority\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/3-dingen-die-je-werkgever-niet-m.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/3-dingen-die-je-werkgever-niet-m-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/3-limits-on-employer-authority\/\" target=\"_self\">3 Limits on Employer Authority<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Under labor law, employers have considerable authority. However, there are clear limits to what they may impose on employees. Not every instruction is permitted, even under the guise of \u201cemployer authority.\u201d This blog discusses three common situations in which employers may overstep their bounds. Understanding these limits helps both employees and employers prevent conflicts.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-5960 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/sick-on-vacation-what-are-your-rights-and-responsibilities\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziek-tijdens-vakantie-krijg-je-j.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Sick on Vacation: What Are Your Rights and Responsibilities?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziek-tijdens-vakantie-krijg-je-j.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/ziek-tijdens-vakantie-krijg-je-j-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/sick-on-vacation-what-are-your-rights-and-responsibilities\/\" target=\"_self\">Sick on Vacation: What Are Your Rights and Responsibilities?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Vacation is meant for rest and recovery, but what if you get sick while on vacation? Many employees aren\u2019t sure exactly what their rights and obligations are in such a situation. In this blog, we explain the rules that apply if you get sick while on vacation, how to properly report sick leave, and&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6148 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/serious-misconduct-costs-zuidas-office-e175000\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"480\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/waarom-moet-zuidaskantoor-e175-0.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Serious misconduct costs Zuidas office \u20ac175,000\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/waarom-moet-zuidaskantoor-e175-0.jpg 640w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/waarom-moet-zuidaskantoor-e175-0-300x225.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/serious-misconduct-costs-zuidas-office-e175000\/\" target=\"_self\">Serious misconduct costs Zuidas office \u20ac175,000<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction A law firm in the Zuidas was ordered to pay a substantial sum to a notary-in-training following a dispute over job performance and a strained working relationship. The court ruled that the firm had acted in a seriously culpable manner. In this blog, you can read exactly what happened and why the firm\u2019s conduct&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6122 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-can-you-negotiate-in-a-settlement-agreement\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"What can you negotiate in a settlement agreement?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-768x1151.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-1025x1536.jpg 1025w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-1366x2048.jpg 1366w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/annie-spratt-_dAnK9GJvdY-unsplash-scaled.jpg 1601w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/what-can-you-negotiate-in-a-settlement-agreement\/\" target=\"_self\">What can you negotiate in a settlement agreement?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">A settlement agreement is a termination of employment by mutual consent. Many employees believe that the terms are set in stone once the agreement is on the table and that there is no room for negotiation. In reality, a settlement agreement actually offers considerable room for negotiation. Employers often choose this route to avoid legal&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6128 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-many-months-salary-will-i-receive-under-a-settlement-agreement\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-683x1024.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"How many months&#8217; salary will I receive under a settlement agreement?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-683x1024.jpg 683w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-200x300.jpg 200w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-768x1152.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-1024x1536.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-1365x2048.jpg 1365w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/omid-armin-8Nppe0yLmn8-unsplash-scaled.jpg 1600w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/how-many-months-salary-will-i-receive-under-a-settlement-agreement\/\" target=\"_self\">How many months&#8217; salary will I receive under a settlement agreement?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Are you being laid off under a settlement agreement ( VSO)? If so, you\u2019re probably wondering: How many months\u2019 salary will I receive? Since July 1, 2015, a statutory minimum has been in effect: the transition allowance. This has served as the baseline ever since. But in practice, there\u2019s often room to negotiate for more.&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6134 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-allowed-to-view-your-own-personnel-file\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"680\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-1024x680.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Are you allowed to view your own personnel file?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-1024x680.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-300x199.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-768x510.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-1536x1020.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/mr-cup-fabien-barral-o6GEPQXnqMY-unsplash-2048x1360.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/are-you-allowed-to-view-your-own-personnel-file\/\" target=\"_self\">Are you allowed to view your own personnel file?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Employees have the right to access their personnel files. This right is enshrined in the GDPR. This blog explains how you can gain access, what information you are allowed to request, and what restrictions apply. Right to Access Your Personnel File Many employees wonder exactly what is included in their personnel file. Good news:&hellip; <\/p><\/div><\/div>\n\n<\/li><li class=\"wp-block-post post-6138 post type-post status-publish format-standard has-post-thumbnail hentry category-exclude\">\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:0;padding-bottom:var(--wp--preset--spacing--40);padding-left:0\"><figure style=\"aspect-ratio:1\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/age-discrimination-in-job-postings-how-common-is-it\/\" target=\"_self\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Age Discrimination in Job Postings: How Common Is It?\" style=\"border-top-right-radius:30px;width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2025\/04\/danielle-claude-belanger-J2tMrVcx0WY-unsplash-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n<h2 class=\"wp-block-post-title\"><a href=\"https:\/\/arbeidsadvocaat.nl\/en\/age-discrimination-in-job-postings-how-common-is-it\/\" target=\"_self\">Age Discrimination in Job Postings: How Common Is It?<\/a><\/h2>\n\n<div class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">Introduction Age discrimination in job searches is prohibited, but it remains widespread. Research by the Netherlands Institute for Human Rights and VU University Amsterdam shows how often job postings unjustifiably refer to age and why this problem persists. Age Discrimination in Job Searches Are you being rejected for a job because of your age? Age&hellip; <\/p><\/div><\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Knowledge<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"class_list":["post-5773","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/pages\/5773","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=5773"}],"version-history":[{"count":0,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/pages\/5773\/revisions"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=5773"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}