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.
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:
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how the contract ends
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or the employer meets his obligations
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:
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whether the contract will be extended
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and if so, under what conditions
This is called the notice requirement.
What if the employer does not do this (on time)?
Then you are entitled to a notice compensation:
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maximum one gross monthly salary
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also for side jobs and part-time work
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also if you are a student
Many young people miss out on this compensation, even though they are entitled to it.
How should the notice be given?
The notice must:
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in writing be done (email, letter, WhatsApp are also fine)
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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.
Are you entitled to a transition payment?
In many cases: yes.
Even with a temporary contract you are entitled to a transition payment if:
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the contract ends at the employer’s initiative
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you for at least 1 day have been employed
This also applies to:
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young people
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students
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part-timers
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employees with a side job
The idea that you haven’t worked long enough is often incorrect.
When are you not entitled to compensation?
You don’t receive compensation in all situations. For example if:
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you resign
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the contract ends during the probationary period
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you are summarily dismissed (rightfully)
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the employer did give proper and timely notice
But this must be carefully reviewed. Employers regularly make mistakes here.
Common tricks (and why they don’t always work)
We see in practice:
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“We said it verbally”
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“You already knew that anyway”
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“It was just a side job”
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“We’ll WhatsApp on the last day”
👉 This is often not sufficient.
The law sets clear requirements.
What should you do if your contract is not renewed?
Use this step-by-step plan:
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Check the term of your contract
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Check whether and when notice was given
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Keep emails, WhatsApp messages, and contracts
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Calculate whether you are entitled to compensation
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Take timely action
If you wait too long, you may lose your rights.
Common mistakes made by young people
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thinking they are not entitled to anything
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not keeping proof
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responding too late
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assuming that “not renewing” is always okay
That’s a shame. In many cases there is money to be claimed.
Are you unsure if you are entitled to compensation?
Are you:
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student
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part-timer
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young person with a temporary contract
and is your contract not extended?
Then have it checked. Often it turns out that:
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no (timely) notice was given
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you are entitled to compensation
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the employer has made mistakes
👉 Feel free to get in touch for an assessment of your situation.
Additional Rights and Considerations for Temporary Contracts in the Netherlands
Beyond the notice requirement and possible notice compensation, there are other important legal aspects to consider when your temporary contract is not renewed. Understanding these can help you protect your rights and take appropriate action.
Successive Temporary Contracts and the Transition to a Permanent Contract
Under Dutch law, if you have had three consecutive temporary contracts with the same employer within a period of 24 months, the fourth contract is automatically considered a permanent contract. This rule is designed to prevent employers from continuously renewing temporary contracts to avoid granting permanent employment rights.
For example, if your temporary contracts last 8 months each and are back-to-back without significant breaks, after the third contract you should be offered a permanent contract. If your employer ends the third contract without offering a permanent contract, you may have grounds to claim that your contract should have become permanent.
Severance Pay (Transition Compensation)
If your temporary contract ends and you have worked for the employer for at least 24 months, you may be entitled to transition compensation (transitievergoeding). This compensation is intended to support you in transitioning to a new job or retraining.
This applies even if your temporary contract is not renewed, provided the contract ends on the employer’s initiative and not due to the natural expiration agreed upon from the start. The amount is calculated based on the duration of your employment and your monthly salary.
Practical Advice if Your Temporary Contract Is Not Renewed
- Check your contract terms: Review your contract for clauses about renewal, notice periods, and compensation.
- Confirm the notice was given properly: Was the employer’s notice timely and in writing? If you were not informed at least one month before the contract end, you may be entitled to notice compensation.
- Document communications: Keep emails, messages, or letters related to the end of your contract.
- Seek legal advice promptly: Time limits apply to claims for compensation or contract disputes.
When to Contact Arslan & Arslan Advocaten
If you believe your temporary contract was not handled correctly—whether due to lack of notice, wrongful termination, or failure to offer a permanent contract after successive temporary contracts—it is important to seek expert legal assistance. At Arslan & Arslan Advocaten, we specialize in employment law and can help you understand your rights, assess your situation, and take the necessary steps to claim the compensation or contract you are entitled to.
Don’t let your rights slip away—contact us today for a consultation and ensure your employment matters are handled properly.
Frequently Asked Questions
Am I entitled to compensation if my temporary contract is not renewed?
Yes, you may be entitled to notice compensation if your employer does not renew your contract and failed to meet legal notice requirements. Additionally, you might qualify for a transition payment if your contract ends on the employer’s initiative after at least one day of work.
What should I do if my employer fails to give proper notice before my contract ends?
If your employer does not provide written notice at least one month before the end of your contract, you may be entitled to notice compensation. Make sure the notice was given clearly and in writing, such as via email or letter.
Am I eligible for a transition payment after my temporary contract ends?
You are generally eligible for a transition payment if your contract ends at the employer’s initiative and you have been employed for at least one day. This applies to young people, students, part-timers, and employees with side jobs.
When am I not entitled to compensation after my temporary contract ends?
You typically are not entitled to compensation if you resign, your contract ends during a probationary period, or if you were summarily dismissed with proper notice. Each case should be carefully reviewed to determine your rights.