Tailored to your specific needs

 

We offer several tailored services for international businesses and expats in the Netherlands, specialising in all-round contract law, including employment law. Our expertise varies from employment advice to drafting and reviewing contracts and general terms & conditions.

 

Our services for small and medium-sized enterprises (SMEs)

For companies expanding their business to the Netherlands, we can help set up your legal paperwork compliant with Dutch law and regulations. We offer the following services:

Employment advice

 

> Drawing up employment contracts, confidentiality agreements and general HR support

> Assisting in all matters regarding employees, as well as administrative aspects, housing, local registration and relocation

 

Drafting & reviewing

 

> Setting up corporate legal documents

> Drawing up contracts, including service contracts, rental or lease contracts, purchase agreements, etc.

> Drafting and reviewing general terms & conditions, sale and purchase conditions

Legal letters

 

> Drafting legal letters, notice letters, letters of demand, legal opinions and memoranda

Our packages

We offer the following tailored packages to (starting) businesses*:

 

Legal check

 

€139 (ex VAT)

 

Do you want your contract reviewed?

 

We will do a legal check of your current contract or legal document and give (brief) advice on your:

 

> Employment contract

> Freelance contract

> Purchase or lease contract

> General terms & conditions

 

Terms & Conditions

 

Starting from €650 (ex VAT)

 

Every business needs general terms & conditions to minimise legal risks. 

 

Kaur Legal can draw up T&Cs, tailored to your business needs.

Contracts

 

Starting from €650 (ex VAT)

 

Do you need a contract drafted?

 

Have Kaur Legal draw up a contract for you, tailored to your specific needs, such  as:

 

> Employment contract

> Freelance contract

> Purchase or lease contract

 

Bilingual contracts (Dutch & English)

 

Starting from €875 (ex VAT)

 

Do you need a bilingual contract or document for your business?

 

Kaur Legal can set up the following legal documents in both Dutch and English:

 

> Employment contract

> Freelance contract

> Purchase or lease contract

> General terms & conditions

> Legal letters

*Please be advised that the prices mentioned are merely an indication and may vary depending on the circumstances and complexity of the case.

Monthly packages

 

If you are looking for flexible in-house legal assistance for a longer period, we also offer monthly off-take packages with fixed hours, starting from 5 hours per month up to 15 hours. This way, you always have a legal adviser available for a fixed fee per month.

 

Frequently asked questions

 

How many yearly vacation days does my employee get?

There are two types of holiday entitlements in the Netherlands.

 

The first one is the statutory holidays (wettelijke vakantiedagen). According to Dutch employment law, these are the minimum number of days of paid leave. The statutory number of annual leave hours is at least four times the weekly working hours. For example, an employee works 40 hours a week, which gives them a right to 4x40=160 hours of leave. Regarding part-time employment, the number of leave hours is calculated proportionally.

 

As an employer, you could offer extra leave (bovenwettelijke vakantiedagen) on top of the statutory holidays. These can be set out in the employment contract or sometimes be required by the collective labour agreement (CAO).

What probation period can I apply for my employee's contract?

When hiring a new employee, the employer can include a probation or trial period (proeftijd) in the employment contract. During this period, both parties can terminate the contract without giving a proper reason. 

 

A trial period is only valid when it is agreed in writing as part of the employment contract unless trial periods are part of the Collective Labour Agreement (CAO) for your sector. A trial period for a contract of 6 months or less is not valid. 

 

The probation period depends on the duration of the employment contract but can never be more than two months. The same period applies to both the employer and the employee. 

> For a temporary employment contract between 6 months and no longer than two years: one month;

> For a temporary employment contract lasting longer than two years, or a permanent contract: two months. 

 

The probation period can be null and void when:

> The contract is for 6 months or less;

> When a contract is extended without any changes to the type of work or responsibilities of the employee;

> When temporary employment changes into permanent employment, again without any changes;

> When the probation period is not agreed to in writing.

Do I have to inform my employee if I don't wish to renew their contract?

For employment contracts of 6 months and longer, a notice (aanzegplicht) has to be given to the employee if you don't want to extend their contract. Furthermore, the employer has to inform the employee at least one month before the contract expires whether it shall be renewed and, if so, under which conditions the contract will be extended. 

 

Failure to comply with the notice obligation may result in paying your employee compensation, which can amount to at least one month's salary.  

How do I pay overtime to my employee?

Overtime pay is not regulated by Dutch law, making the employment contract or a collective labour agreement (CAO) the framework for overtime rules. 

 

As an employer, you can stipulate in the employment contract if and how overtime will be paid. In some (high-paying) positions, overtime pay is already part of the regular salary and doesn't get compensated separately. 

 

Overtime can be paid as overtime hours with either the regular hourly wage or an extra compensation (usually 25-100% extra) or as extra leave hours (verlofuren). 

What is a collective labour agreement (CAO), and is it applicable to my business?

CAOs are collective agreements between employers (or employers' organisations) and employees (trade unions) about, for example, wages, working hours, notice periods, or pensions. These are the collective terms of employment and apply to all employees in your company.



There are two types of collective agreements:
> Sectoral collective agreements (collective agreements within a sector);
> Company collective agreements (collective agreements only within a company).



A CAO can apply to a single company or a business sector. You must comply with a CAO:


> If you have concluded it with the trade unions yourself;
> If you are a member of an employer's organisation that has concluded a CAO for your business sector;
> If you are not a member of an employer's organisation, but the Ministry of Social Affairs and Employment has declared a CAO binding to your sector;
> If you are not a member of an employer's organisation, and no CAO has been declared binding for your sector, but you work with your own CAO.


An employer must state in each employment contract whether a CAO applies and which one. In the case of the CAO and an employment contract contradicting each other, the CAO prevails.

 

You can check here if there is a CAO for your business sector (information in Dutch).