Welke soorten arbeidsovereenkomsten zijn er?

Je hebt vooral een arbeidsovereenkomst voor bepaalde tijd en voor onbepaalde tijd. Daarnaast bestaan er oproep-, uitzend- en min-maxcontracten. De vorm die je hebt, bepaalt mede je ontslagbescherming en je opzegtermijn.

Hoe lang mag een proeftijd duren?

Bij een contract van zes maanden of korter mag er geen proeftijd zijn. Bij een contract tot twee jaar is de proeftijd maximaal een maand en bij een vast contract maximaal twee maanden. Een te lange proeftijd is ongeldig.

Is een concurrentiebeding altijd geldig?

Niet automatisch. In een tijdelijk contract geldt een concurrentiebeding alleen met een zwaarwegende motivering. De rechter kan een beding matigen of vernietigen als het je te veel beperkt. Laat het daarom beoordelen voordat je tekent.

Mag mijn werkgever mijn arbeidsovereenkomst zomaar wijzigen?

Nee. Je werkgever mag je arbeidsovereenkomst alleen eenzijdig wijzigen bij een geldig wijzigingsbeding en een zwaarwegend belang, of wanneer de wijziging redelijk is. Ga niet zomaar akkoord met een aanpassing van je loon, functie of uren.

Have your employment contract reviewed or drafted

Your employment contract determines your salary, your rights and your security. Have it reviewed at your leisure by an employment lawyer in Eindhoven before you sign.

Clear explanation of the probation period, non-compete and non-solicitation clauses
We identify risky or invalid clauses for you
Personal advice, often the same day

In brief

There are two main types: fixed-term and permanent
The probation period is at most one month, two for a permanent contract
A non-compete clause in a temporary contract requires justification
Your employer may not unilaterally change your contract just like that
After three temporary contracts or three years you get a permanent position
If you are unsure about anything, have your employment contract reviewed first

What belongs in a good employment contract

Your employment contract sets out the agreements between you and your employer. Besides the basics such as your role, salary, working hours and start date, it is mainly the special clauses that determine your position. Think of the probation period, the non-compete clause, the non-solicitation clause, a unilateral amendment clause and arrangements for a bonus or an expense allowance.

Those clauses often look standard, but they can restrict you significantly years later. We immediately recognise which provisions are invalid, unreasonable or still negotiable, so you know where you stand.

Employment lawyer discussing the provisions of an employment contract with an employee

Employee discussing their employment contract with a lawyer in Eindhoven

Temporary or permanent: know your dismissal protection

The type of contract determines how easily your employer can let you go. A temporary contract ends automatically in principle, although notice periods and rules around renewal apply. After three temporary contracts or after three years you automatically get a permanent position.

With a permanent contract, your employer can only terminate it with your consent, via the UWV or via the subdistrict court. This often happens with a settlement agreement. If you also want to know what you are entitled to upon dismissal, read more about the transitional allowance. If you are not sure where you stand, we will simply explain it to you.

Frequently asked questions about the employment contract

What types of employment contract are there?

There are mainly fixed-term and permanent employment contracts. In addition there are on-call, temp-agency and min-max contracts. The form you have partly determines your dismissal protection and your notice period.

How long may a probation period last?

With a contract of six months or shorter there may be no probation period. With a contract up to two years the probation period is at most one month, and with a permanent contract at most two months. A probation period that is too long is invalid.

Is a non-compete clause always valid?

Not automatically. In a temporary contract a non-compete clause only applies with a compelling justification. The court can moderate or annul a clause if it restricts you too much. Have it assessed before you sign.

May my employer change my employment contract just like that?

No. Your employer may only unilaterally change your contract with a valid amendment clause and a compelling interest, or when the change is reasonable. Do not simply agree to an adjustment of your pay, role or hours.