As an expat in the Netherlands, the employment contract is the basis of your stay and income. However, the rules and agreements are often different than in your home country. It is therefore important to understand what is in your contract, and what rights and obligations you have as an employee.

At Arslan Advocaten we advise expats and international employers on the drafting, review and termination of employment contracts.

Types of employment contracts in the Netherlands

1. Temporary employment contract (fixed term)

   • Ends automatically on the agreed date.

   • May be extended a maximum of three times within three years (chain regulation).

2. Permanent employment contract (indefinite term)

   • Does not end by itself.

   • Can only be terminated with mutual agreement, via the UWV or subdistrict court.

3. Employment agency contract or secondment

   • Expats often work through an employment agency or secondment structure.

   • Pay close attention to whether the collective agreement and the correct wage are applied.

Important provisions for expats

• Duration of the contract: temporary or permanent, and whether there is an interim termination clause.

• Position and working hours: a clear description prevents discussion.

• Salary and allowances: including holiday pay (8%) and possible expat allowances (such as the 30% ruling).

• Probation period: usually a maximum of 1 or 2 months.

• Non-competition or relationship clause: can restrict an expat in finding a new job.

• Moving costs and housing: often part of an expat contract.

• Pension scheme: not a matter of course, check if this is arranged.

Practical examples

• Example 1: An expat was given a temporary contract without an interim termination clause. When his employer wanted to dismiss him earlier, this turned out to be impossible without a subdistrict court. The employee received a substantial severance payment.

• Example 2: An expat from Asia signed a contract with a strict competition clause. As a result, he was not allowed to work for a competitor after leaving. Thanks to legal assistance, the clause was annulled.

• Example 3: An expat was hired with the promise of the 30% ruling, but this was not clearly stated in the contract. After a conflict with the Tax Authorities, the scheme could still be applied retrospectively.

Checklist for expats when concluding an employment contract

• 📄 Read the contract carefully, including the fine print.

• 📝 Check whether the 30% ruling is included (if applicable).

• 💶 Pay close attention to wages, allowances and pension.

• 📊 Note the duration of the contract and the number of extensions.

• ⚖️ Have a lawyer review the contract before you sign.

Why Arslan Advocaten?

• Expertise in employment contracts for expats

• Support in negotiations and terminations

• Knowledge of international labour and tax law

• Personal advice in clear language

FAQ about employment contract for expats

1. Do I have the same working conditions as Dutch employees?
Yes, you have the right to equal treatment and at least the legal minimum wage.

2. Does my contract have to be in Dutch?
No, English is allowed, but make sure you fully understand the content.

3. Do I always get a pension scheme as an expat?
No, this is not mandatory. Check whether this is included in your contract.

4. What if my employer does not extend my contract?
Then you are entitled to a transition allowance, unless you resign yourself.

5. Can I have my contract reviewed before I sign?
Yes, at Arslan Advocaten we check employment contracts and point out risks and areas for improvement.