{"id":6097,"date":"2025-04-15T12:07:29","date_gmt":"2025-04-15T09:07:29","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/what-are-the-most-common-mistakes-made-in-employment-contracts\/"},"modified":"2026-08-16T15:46:40","modified_gmt":"2026-08-16T12:46:40","slug":"what-are-the-most-common-mistakes-made-in-employment-contracts","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/what-are-the-most-common-mistakes-made-in-employment-contracts\/","title":{"rendered":"What are the most common mistakes made in employment contracts?"},"content":{"rendered":"\n<h4 class=\"wp-block-heading\"><strong>Introduction<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">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 the most common pitfalls and explains how to avoid them.   <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Probation period is too long<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">A common mistake is agreeing to a <a href=\"https:\/\/arbeidsadvocaat.nl\/definitie\/proeftijd\/\">probationary period that <\/a>violates the law. The rules are clear and mandatory: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>An employment contract with a term of less than six months may not include a probationary period.<\/li>\n\n\n\n<li>For contracts lasting between six months and two years, the maximum probationary period is one month.<\/li>\n\n\n\n<li>For an employment contract of indefinite duration or lasting longer than two years, a probationary period of up to two months is permitted.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">If there is a deviation from this, for example by including a probationary period that is too long, the probationary period is legally invalid. This can lead to situations in which an employer believes they have lawfully terminated the employment, even though the termination is not legally valid. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Incorrect Notice Period<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">Including incorrect notice periods is also a common mistake. In principle, the statutory notice period for employees is one month. If the employment contract stipulates that the employee must observe a longer notice period, the employer is required by law to apply a notice period twice as long.  <\/p>\n\n<p class=\"wp-block-paragraph\">If this is not properly arranged, it could lead to unforeseen costs or disputes regarding the validity of the termination. It is therefore always advisable to verify the contractual notice periods. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Declare the Collective Bargaining Agreement or Employee Handbook Inapplicable<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">Employment contracts sometimes fail to explicitly state the applicability of a <a href=\"https:\/\/arbeidsadvocaat.nl\/definitie\/collectieve-arbeidsovereenkomst-cao\/\">collective bargaining agreement or <\/a>employee handbook. If these documents are not declared applicable, there is a good chance that provisions regarding, for example, working hours, pay raises, or leave will not automatically apply. <\/p>\n\n<p class=\"wp-block-paragraph\">As a result, employees may be entitled to different or less favorable terms, which can lead to legal disputes. It is therefore important for employers to always clearly specify whether, and if so, which collective bargaining agreement or internal regulations apply. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>No early termination clause<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">In the case of fixed-term employment contracts, employers often forget to include a provision allowing for early termination. Without such a provision, the contract generally cannot be terminated early, unless both parties subsequently reach an agreement to that effect. <\/p>\n\n<p class=\"wp-block-paragraph\">If this provision is missing, it can be problematic when continuing the employment contract is not desirable. A properly included early termination clause then provides the flexibility to terminate the contract early, subject to the notice period. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Invalid Non-Competition Clauses in Temporary Contracts<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">Since the introduction of the Work and Security Act in 2015, it has generally been prohibited to include a non-compete clause in a fixed-term employment contract. An exception to this rule may be made only if the employer has a compelling business interest. <\/p>\n\n<p class=\"wp-block-paragraph\">Furthermore, this interest must be specifically justified in writing in the contract. If this justification is missing, the non-compete clause is void. Employers would be well advised to carefully assess, when drafting the contract, whether there is a sufficient interest to justify a non-compete clause.  <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Failure to Sign an Employment Contract Properly<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">One final, but by no means insignificant, mistake is failing to have the employment contract signed properly. If the employee does not return the signed contract (on time), disputes may arise regarding the validity of certain provisions, such as a tuition reimbursement clause or a non-compete clause. <\/p>\n\n<p class=\"wp-block-paragraph\">In the worst-case scenario, an agreement may turn out to be unenforceable. It is therefore advisable to always ensure that you have a properly signed copy of the employment contract before the employment relationship begins. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">Although drafting an employment contract may seem like a routine task, the legal risk associated with even minor errors is significant. An incorrect probationary period, an erroneous notice period, or an unsigned contract can have far-reaching consequences. It is therefore advisable to always draft employment contracts carefully and, where necessary, have them reviewed by an employment law attorney. This prevents conflicts later on and ensures clear agreements from the start.   <\/p>\n\n<figure class=\"wp-block-embed is-type-video is-provider-tiktok wp-block-embed-tiktok\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"tiktok-embed\" cite=\"https:\/\/www.tiktok.com\/@arbeidsadvocaat.nl\/video\/7351135558049041696\" data-video-id=\"7351135558049041696\" data-embed-from=\"oembed\" style=\"max-width:605px; min-width:325px;\"> <section> <a target=\"_blank\" title=\"@arbeidsadvocaat.nl\" href=\"https:\/\/www.tiktok.com\/@arbeidsadvocaat.nl?refer=embed\">@arbeidsadvocaat.nl<\/a> <p>De 6 meest gemaakte fouten in arbeidsovereenkomsten. Let op: op grond van een cao kunnen afwijkende regels gelden! <a title=\"arbeidsadvocaat\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/arbeidsadvocaat?refer=embed\" rel=\"noopener\">#arbeidsadvocaat<\/a> <a title=\"arbeidsrecht\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/arbeidsrecht?refer=embed\" rel=\"noopener\">#arbeidsrecht<\/a> <a title=\"advocaat\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/advocaat?refer=embed\" rel=\"noopener\">#advocaat<\/a> <a title=\"ontslag\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/ontslag?refer=embed\" rel=\"noopener\">#ontslag<\/a> <\/p> <a target=\"_blank\" title=\"\u266c origineel geluid - Stijn Blom\" href=\"https:\/\/www.tiktok.com\/music\/origineel-geluid-7351135618925103905?refer=embed\" rel=\"noopener\">\u266c origineel geluid &#8211; Stijn Blom<\/a> <\/section> <\/blockquote> <script async src=\"https:\/\/www.tiktok.com\/embed.js\"><\/script>\n<\/div><\/figure>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-dots\"\/>\n\n<figure class=\"wp-block-image alignright size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1024x683.jpg\" alt=\"\" class=\"wp-image-2551\" style=\"width:406px;height:auto\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n<p class=\"wp-block-paragraph\">This blog was written by Stijn Blom, Esq., an employment law attorney at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists employers and employees on a daily basis with a wide range of employment law issues.  From dismissal cases to drafting watertight agreements and policies\u2014with his practical and personalized approach, he helps employers and employees move forward. Want to learn more? Visit <a href=\"https:\/\/arbeidsadvocaat.nl\/over\/team\/stijn-blom\/\">Stijn&#8217;s page<\/a>.  <\/p>\n\n<p class=\"wp-block-paragraph\">Arbeidsadvocaat.nl is happy to assist you if you have any questions about employment contracts. Please feel free <a href=\"https:\/\/arbeidsadvocaat.nl\/contact\" target=\"_blank\" rel=\"noreferrer noopener\">to contact us <\/a>.   <\/p>\n\n<p class=\"wp-block-paragraph\"><em>April 2025<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>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>\n","protected":false},"author":8,"featured_media":6100,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"categories":[26],"tags":[],"class_list":["post-6097","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-exclude"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6097","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=6097"}],"version-history":[{"count":0,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6097\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media\/6100"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=6097"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/categories?post=6097"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/tags?post=6097"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}