Flexible labour relations in the Netherlands (Labour law & HR, in English)

Tijdsduur
Trainer
Arthur Hol
Startdatum en plaats
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Startdata en plaatsen

Utrecht
15 apr. 2020
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Beschrijving

For whom

Many organizations in the Netherlands work with a "flexible shell". Self-employed workers and temporary workers are often hired to eliminate peak moments or to work on specific assignments. However, the rules concerning the hiring of temporary work, the deployment of temporary workers and freelancers are complex and labour law is constantly changing, most recently the introduction of the Labour Market in Balance Act (WAB), which will apply from 1 January 2020.

As a good employer, working in an international company based in the Netherlands, how do you deal with persons working for you under a variety of flexible employment relationships?

Topics

The following topics are covered i…

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Nog niet gevonden wat je zocht? Bekijk deze onderwerpen: Social Work, Zorg en Welzijn, GGZ (Geestelijke Gezondheidszorg), Jeugdzorg en Welzijn.

For whom

Many organizations in the Netherlands work with a "flexible shell". Self-employed workers and temporary workers are often hired to eliminate peak moments or to work on specific assignments. However, the rules concerning the hiring of temporary work, the deployment of temporary workers and freelancers are complex and labour law is constantly changing, most recently the introduction of the Labour Market in Balance Act (WAB), which will apply from 1 January 2020.

As a good employer, working in an international company based in the Netherlands, how do you deal with persons working for you under a variety of flexible employment relationships?

Topics

The following topics are covered in this workshop:

  • • The role of the employment contract, legally watertight contract formation, job description and role description.
  • • What are the new legal ins & outs of the different types of employment contracts, in particular the flexible forms of work such as temporary, on-call, min-max, temporary agency workers, self-employed workers, etc.? What are the tax aspects that you have to take into account?
  • • Which method of hiring staff fits best with our organization? There are temporary employment agencies, secondment agencies, labour pools, payrollers, what are the advantages and disadvantages associated with that choice?
  • • The importance of monitoring the application of the various forms of temporary hiring in practice.
  • • End of contract: does transition compensation also apply to flexible employment relationships? Under the Work and Security Act (Wwz) it was almost impossible to dismiss an employee without proper file structure. Will it be a bit easier under the Labour Market in Balance Act (WAB)?
  • • What does the (scope of) the ‘flexible shell’ mean for the organization of the company - and the sense of belonging and innovative power of staff, both permanent and temporary?

Benefits from the programme

After attending this workshop with a maximum of six participants you have knowledge of the relevant Dutch legislation and regulations, the various contemporary HR visions on the balance between permanent and temporary staff and you know how to apply them in practice as a manager or HR-professional in a way that suits you and your organization.

In addition, you go home with solutions to the cases you brought in during the workshop, so that you can achieve concrete results.

What is so different about Dutch employment law?

Are you an HR-professional or a manager, working for an international company (also) based in the Netherlands? Then these workshops are for you.

The workshops are the open enrolment version of a one day workshop attended by employees of multinational companies operating in the Netherlands, such as Motorola, Applied Materials, Sony, KLM, Shell and Aramco Overseas company. For tailor made or intensification of this subject, you can choose the deep dive course Dutch Labour Law and HR.

Before and during the course participants may send in or bring up current or closed practical cases for discussion purposes. During the course, reference will be made to best practices of relevant other (multinational) companies.

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Arthur Hol - HRM and Dutch Labour Law
Arthur Hol
HRM and Dutch Labour Law

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