Unsure about an employment contract, no longer being given shifts or presented with a proposal to end your employment? Arslan Advocaten helps clients from Leiden get clarity on their position under employment law. Assistance is provided through our office in The Hague, with attention to both your contract and the way you actually work.
Discuss your situation with Arslan Advocaten. Mention straight away if a time limit is approaching.
The contract does not always tell the whole story
Employment law questions often start with a difference between paper and practice. For example, you structurally work more hours than your contract states, perform different tasks or have had several temporary contracts. For a proper assessment, the agreements and how they are carried out in practice must be compared.
So do not only collect your contract, but also schedules, payslips and relevant messages. Indicate who gives instructions, how long the working relationship has existed and what changes there have been. With work through an employment agency or another intermediary, it must also be clear with whom the employment contract was concluded.
We discuss which question you want to resolve: certainty about hours, correct payment, continuation of work or a responsible exit arrangement. That choice determines which information is needed. On the general employment law page you will find more explanation of the various topics; below, the focus is on the practical choices for your own case.
Temporary contracts and the end of an appointment
A temporary contract can in principle end on the agreed end date, but that does not answer every question. Earlier contracts, interruptions, collective labour agreement provisions and possible successive employership may be relevant. Also check whether you were informed in writing of what happens after the end date and which payments may be at issue.
Make an overview of all start and end dates and add the contracts. If you previously did the same work through another employer, mention this. Simply counting the number of contracts is not always enough. Exceptions and special arrangements may play a role, so a standard answer from an online scheme can be misleading.
Also read the explanation of temporary employment contracts. In a dispute, it is important to distinguish the separate questions: has the contract ended validly, was notice of (non-)renewal given in time and is there a right to compensation? Those topics do not necessarily have the same conditions or time limits.
On-call work, side jobs and variable hours
With a side job or on-call contract, structural deployment and shifts that suddenly stop can lead to questions. Keep the calls and cancellations with date and time. Note for each period which hours you worked, which hours were offered and what was paid. An overview covering a few months can be much clearer than individual screenshots.
Also look into whether the actual work continued while you were scheduled less. A conflict about performance, a change of schedule and the end of the contract are different situations. The words ‘no work’ do not yet indicate which legal basis the employer is relying on or which payment obligation exists.
A fictitious example: a student works fixed evenings for months, but after a disagreement no longer receives any calls. We then look at the contract, the collective labour agreement, the duration of the work and earlier communication. The label ‘zero-hours contract’ does not simply rule out a claim, but nor does it mean that every earlier schedule has automatically become permanent.
Wages, allowances and the final settlement
With underpaid wages, it must first become clear which component is missing. Distinguish between basic pay, extra hours worked, allowances, holiday pay and expenses. Do not compare gross entitlements directly with a single net payment. A payslip may also cover a different period or correction than you expect.
Ask in writing for an explanation of an unclear deduction. Keep the relevant agreement, such as consent for a specific cost item or a provision in the collective labour agreement. Not every set-off is simply permitted; the basis and circumstances must be examined. A calculation with supporting documents makes a response much more targeted.
After leaving, holiday days, bonus arrangements and the return of company property can lead to disputes. So also have the final settlement checked if the employment has already ended. On the wage claim page you can read more about late payment. In urgent cases, we discuss whether fast-track proceedings are proportionate and feasible.
Received a settlement agreement: first determine your starting position
A settlement agreement is a proposal that can be negotiated. Before you look at the compensation, it must be clear why the employer wants to end the employment and what alternatives exist. A strong file, a reorganisation or a workplace conflict can lead to different considerations. The text alone does not always tell you what your negotiating position is.
We assess, among other things, the end date, notice period, benefit risk, release from duties and the settlement of remaining entitlements. A non-competition or non-solicitation clause also deserves attention if you are looking for other work. If the agreement contains a final discharge, it must be clear which matters are closed by it and which arrangements continue to apply.
Let us know if you are ill, pregnant or if other special circumstances apply. Favourable wording is no guarantee of benefits. When you are ill, agreeing to termination can involve specific risks, as the UWV explains. Have the proposal assessed before you agree to accept it.
Illness and disputes about returning to work
A disagreement about reintegration may concern medical capacity for work, the suitability of the duties offered or arrangements that were made. Those questions must be kept apart. A legal position does not replace the company doctor’s opinion. At the same time, advice from the company doctor can raise legal questions about how it is implemented.
Record which work was offered, which hours were discussed and why, in your view, carrying it out is not working. Respond factually to warnings and ask for clarification of unclear instructions. Staying away or ignoring arrangements without consultation can complicate your position. Have it assessed which response suits the reason for the dispute.
When you contact us, bring the plan of action, relevant advice and letters about your wages, insofar as needed. Discuss in advance which medical information has to be shared. If an employer announces a wage sanction, the exact wording, the reason and the date are important. Do not wait for legal advice until several pay periods have passed.
Training, non-competition and arrangements after leaving
A study costs clause or non-competition clause can affect a move to another job. Its validity and scope depend on the type of agreement and the circumstances. The mere presence of a signature does not mean that every clause can be applied without limit. Conversely, you should not assume without an assessment that the clause has no effect.
With training, relevant factors include which course was followed, why it was necessary and which arrangements were made in advance. Collect the cost arrangement, course information and correspondence. With a non-competition or non-solicitation clause, the precise activities, period, region and any penalty clause are important.
Discuss restrictions before you sign a new contract or make commitments to a new employer. Sometimes an exit arrangement can record which move is permitted. A specific arrangement prevents the parties from later interpreting differently what ‘no objection to new work’ meant.
Resolving a conflict: negotiation or proceedings
Not every employment conflict calls for a court case straight away. Sometimes a clear response, correcting records or targeted negotiation is enough. We assess which result is legally achievable and which step fits it. In doing so, we also weigh the balance between costs, interests and the consequences for the working relationship.
With summary dismissal or other formal termination decisions, waiting can actually be risky. Time limits for proceedings can be short and are not automatically extended because the parties keep talking. So state the termination date straight away and send the complete document. An informal arrangement to respond later must be assessed legally.
For employers from Leiden, assistance can focus on a careful contract amendment, building a file or resolving a dispute. Before taking a measure, make clear which facts have been established and which response is being asked of the employee. For both sides, we first check whether assistance is possible without a conflict of interest.
What happens during the initial assessment?
We map out the type of contract, relevant events and time pressure. We then discuss which documents are missing and which routes are open. With a proposal to end your employment, this may lead to a review of the text and negotiation. With wages, a calculation may be needed first; with reintegration, an analysis of the correspondence and arrangements.
Agree who monitors time limits and whether an assignment covers advice only or also correspondence and litigation. That prevents you from thinking that a response has already been sent when only an assessment was agreed. Share changes, new proposals and letters with the lawyer handling your case immediately.
Costs and contact for Leiden
The costs depend on the type of question and the scope of the work. With an exit arrangement, an employer contribution can sometimes be agreed. Insurance or subsidised legal aid may be relevant under certain conditions. We discuss funding and external costs before any further work is agreed.
Arslan Advocaten assists clients from Leiden through our office in The Hague. When you get in touch, state your role, the name of the other party and the most important time limit. A complete file is helpful, but with an urgent dismissal letter you can first submit the letter and the contract. We then collect what is needed in a targeted way.
Frequently asked questions about employment law in Leiden
I only have a side job. Can I still ask for employment law advice?
Yes. Even with a small job, wages, the length of the contract and dismissal may matter. We weigh the scope of the assistance against the problem and the financial interest.
My contract states fewer hours than I work. Which hours count?
That requires an examination of the agreements, the actual work, its duration and the applicable rules. Keep schedules and payslips covering several periods so that the situation can be compared.
Do I have to repay study costs if I leave?
That cannot be said on the basis of the amount alone. The nature of the training, the statutory rules and the wording of the agreements must be assessed.
Can I get advice if my employer is based elsewhere?
Yes. State where you work and which employer is the contracting party. The handling of your case is not determined solely by your place of residence, Leiden.
Is a conversation with HR enough to preserve a time limit?
No, you cannot automatically assume that. With a formal dismissal or another decision, it must be examined separately whether proceedings or another legal step are needed in time.
Request an assessment of your situation. We will discuss the next steps and the cost arrangements.