In the Netherlands, many employees work under a temporary employment contract, also known as a fixed-term contract. This type of contract can be useful for both employers and employees, but it also comes with specific rules and pitfalls.

At Arslan Advocaten we regularly advise and litigate on temporary employment contracts, termination of contracts, and disputes concerning terms and conditions of employment.

What is a temporary employment contract?

A temporary employment contract is an agreement entered into for a predetermined period. For example: six months, one year, or until a specific date.

Upon expiry, the contract terminates by operation of law unless it is extended or converted into a permanent contract.

Key rules for temporary contracts

1. Number of renewals (chain regulation)

• An employer may enter into at most three temporary contracts within a period of three years.

• The fourth contract, or the contract that exceeds the three-year term, automatically becomes a permanent contract.

2. Interval

• If there are more than 6 months between two temporary contracts, the chain starts anew.

3. Notice requirement

• For a temporary contract of 6 months or longer the employer must, no later than one month before the end date, inform in writing whether the contract will or will not be extended.

• If the employer does not do this, the employee may claim an notification compensation.

4. Early termination

• A temporary contract ends automatically in principle.

• Early termination is only possible if this has been agreed in writing in the contract.

Examples from practice

• Example 1: An employee had three temporary contracts of one year each. The fourth contract automatically became a permanent contract, even though the employer did not want that.

• Example 2: An employer forgot to give an employee timely notice that his contract would not be extended. The employee was entitled to a notice compensation of one month’s salary.

• Example 3: A female employee received a one-year contract without an interim termination clause. When the employer wanted to dismiss her after six months, this turned out to be impossible without mutual agreement or court intervention.

Checklist for temporary employment contracts

• 📄 Check the end date of your contract.

• 📝 Check whether there is a early termination clause in the contract.

• 📧 Check whether the employer gives you written notice for a contract of 6 months or longer.

• 📂 Count the number of contracts and the total duration (chain rule).

• ⚖️ Seek timely consultation with a employment lawyer in case of doubt or conflict.

Why Arslan Advocaten?

• Expert advice about employment contracts and termination

• Many years of experience in employment disputes and legal proceedings

• Personal and practical approach

• Both for employees and employers

FAQ about temporary employment contracts

1. Can my employer extend my temporary contract indefinitely?
No, after three contracts or three years, it automatically becomes a permanent contract.

2. What exactly is the notice obligation?
For contracts of 6 months or longer, the employer must inform you in writing one month before the end whether the contract will be extended.

3. Can I terminate a temporary contract early?
Only if this has been agreed in the contract. Otherwise not, unless the employer agrees.

4. Do I receive a transition allowance when a temporary contract ends?
Yes, the right to a transition payment also applies to temporary contracts if your contract is not extended.

5. What if my employer does not follow the rules?
Then you can claim compensation or, in some cases, enforce a permanent contract.