Many young people work with a temporary contract. At the end of the contract they are told: “We’re not renewing it.”
It’s often thought that this is always allowed and that you have no rights. That’s not correct.

In this blog we clearly explain when an employer may let a temporary contract expire, when you are entitled to a payment, and what you can do if it wasn’t handled properly.

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Can a temporary contract simply not be renewed?

Yes, an employer may allow a temporary contract to expire.
But that does not that he doesn’t have to follow any rules.

The most important thing is:

• how the contract ends

• or the employer meets his obligations

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The notice requirement: this often goes wrong

Does your contract have a duration of 6 months or longer?
Then the employer must no later than one month before the end inform you:

• whether the contract will be extended

• and if so, under what conditions

This is called the notice requirement.

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What if the employer does not do this (on time)?

Then you are entitled to a notice compensation:

• maximum one gross monthly salary

• also for side jobs and part-time work

• also if you are a student

Many young people miss out on this compensation, even though they are entitled to it.

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How should the notice be given?

The notice must:

• in writing be done (email, letter, WhatsApp are also fine)

• be clear (“we are not extending” or “we are extending”)

Does the employer say nothing or only at the last moment?
👉 Then compensation is often owed.

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Are you entitled to a transition payment?

In many cases: yes.

Even with a temporary contract you are entitled to a transition payment if:

• the contract ends at the employer’s initiative

• you for at least 1 day have been employed

This also applies to:

• young people

• students

• part-timers

• employees with a side job

The idea that you haven’t worked long enough is often incorrect.

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When are you not entitled to compensation?

You don’t receive compensation in all situations. For example if:

• you resign

• the contract ends during the probationary period

• you are summarily dismissed (rightfully)

• the employer did give proper and timely notice

But this must be carefully reviewed. Employers regularly make mistakes here.

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Common tricks (and why they don’t always work)

We see in practice:

• “We said it verbally”

• “You already knew that anyway”

• “It was just a side job”

• “We’ll WhatsApp on the last day”

👉 This is often not sufficient.
The law sets clear requirements.

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What should you do if your contract is not renewed?

Use this step-by-step plan:

1. Check the term of your contract

2. Check whether and when notice was given

3. Keep emails, WhatsApp messages, and contracts

4. Calculate whether you are entitled to compensation

5. Take timely action

If you wait too long, you may lose your rights.

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Common mistakes made by young people

• thinking they are not entitled to anything

• not keeping proof

• responding too late

• assuming that “not renewing” is always okay

That’s a shame. In many cases there is money to be claimed.

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Are you unsure if you are entitled to compensation?

Are you:

• student

• part-timer

• young person with a temporary contract

and is your contract not extended?

Then have it checked. Often it turns out that:

• no (timely) notice was given

• you are entitled to compensation

• the employer has made mistakes

👉 Feel free to get in touch for an assessment of your situation.