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On 1 August 2022, the 'Act implementing the EU Directive on transparent and predictable employment conditions' will enter into force!
The three most important changes are: (1) extension of the information obligation, (2) offering compulsory training free of charge and (3) prohibition of secondary employment clause. If an employee invokes these rights, he or she may not be dismissed or disadvantaged for that reason!
The three most important changes are: (1) extension of the information obligation, (2) offering compulsory training free of charge and (3) prohibition of secondary employment clause. If an employee invokes these rights, he or she may not be dismissed or disadvantaged for that reason!
Extension of information obligation
(1) As of 1 August, employers must provide information to their employees in writing and at the latest within one week or one month after the commencement of employment on, among other things, the training policy, guaranteed paid hours and the procedures in the event of dismissal.
(1) As of 1 August, employers must provide information to their employees in writing and at the latest within one week or one month after the commencement of employment on, among other things, the training policy, guaranteed paid hours and the procedures in the event of dismissal.
Offering compulsory training free of charge
(2) As of 1 August, it is no longer permitted to agree a study-costs clause in respect of training which the employer is obliged to offer on the grounds of the law or the applicable CAO. Such a clause is null and void - this also applies to existing clauses!
(2) As of 1 August, it is no longer permitted to agree a study-costs clause in respect of training which the employer is obliged to offer on the grounds of the law or the applicable CAO. Such a clause is null and void - this also applies to existing clauses!
Prohibition of secondary employment clause
(3) As of 1 August, the employer must have an objective justification for a ban on ancillary activities. If the employer cannot provide a good reason, the clause is null and void!
(3) As of 1 August, the employer must have an objective justification for a ban on ancillary activities. If the employer cannot provide a good reason, the clause is null and void!
Paid Parental Leave Act
As of 2 August, working parents are entitled to 9 weeks paid leave. During these 9 weeks, parents receive an allowance from the UWV equal to 70 % of their daily wage (up to the maximum daily wage). The condition is that they take these 9 weeks in the first year of the child's life. The parental leave can also apply to working parents who had a child before 2 August 2022.
As of 2 August, working parents are entitled to 9 weeks paid leave. During these 9 weeks, parents receive an allowance from the UWV equal to 70 % of their daily wage (up to the maximum daily wage). The condition is that they take these 9 weeks in the first year of the child's life. The parental leave can also apply to working parents who had a child before 2 August 2022.
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