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

At Arslan Advocaten we advise expats and international employers on drafting, reviewing, and terminating employment contracts.

Types of employment contracts in the Netherlands

1. Temporary employment contract (fixed term)

   • Ends automatically on the agreed date.

   • May be renewed a maximum of three times within three years (chain rule).

2. Permanent employment contract (indefinite term)

   • Does not end automatically.

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

3. Temporary agency contract or secondment

   • Expats often work via an employment agency or a secondment arrangement.

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

Important provisions for expats

• Duration of the contract: fixed-term or permanent, and whether there is an early termination clause.

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

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

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

• Non-compete or non-solicitation clause: can restrict an expat in finding a new job.

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

• Pension plan: not automatic, check whether this is provided for.

Real-world examples

• Example 1: An expat received a fixed-term contract without an interim termination clause. When his employer wanted to dismiss him earlier, this turned out not to be possible without the subdistrict court judge. The employee received a substantial severance payment.

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

• Example 3: An expat was hired with the promise of the 30% ruling, but this was not clearly stated in the contract. After a dispute with the Dutch Tax Authority, the ruling could still be applied retroactively.

Checklist for expats for employment contracts

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

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

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

• 📊 Pay attention to 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

• Assistance with negotiations and terminations

• Knowledge of international employment law and tax law

• Personal advice in clear language

FAQ about employment contracts for expats

1. Am I entitled to the same employment terms as Dutch employees?
Yes, you are entitled to equal treatment and at least the statutory minimum wage.

2. Does my contract have to be drafted 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 renew my contract?
Then you are entitled to transition compensation, provided you do not resign.

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