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Temporary Agency Work via Platforms: Even Private Households Can Be Considered Hirers

Organisations that hire flexible workers through digital platforms – such as platform companies, staffing agencies, HR professionals and clients – need to stay alert. The ruling in the Helpling case shows that these platforms don’t automatically fall outside of employment law. Even when working with freelancers or self-employed workers, there’s still a chance they may be classified as employees or temporary workers.

Can a bank terminate your account without reason?

A foundation that used donor funds for a personal payment led to suspicion from the bank. The judge ruled that the bank was entitled to terminate the account because the foundation did not sufficiently cooperate with the mandatory client investigation and the money flows were unclear. This highlights the importance of transparency, cooperation with the bank, and the proper use of business accounts.

Code of Conduct Against Inappropriate Behaviour in the Workplace: New Legislation Coming

Many employees still find it difficult to report inappropriate behaviour, either because they’re unsure if it’s serious enough or because they don’t know where to turn. Employers also sometimes struggle to draw the line. A clear code of conduct can help by defining in advance what constitutes inappropriate behaviour within the organization, preventing misunderstandings, and allowing for quicker intervention when necessary.

Is the bank liable for fraud? Court: ING must disclose fraud signals

ING was required by the court to clarify what was known within the bank about fraud, such as reports or suspicious transactions. Banks are not only responsible for their own customers, but also for third parties who suffer damage due to fraud by customers. If a bank is aware of abuse, it must intervene. A mere suspicion is not enough; there must be actual knowledge. Victims often struggle to prove this, but the court ruled that they must be given the opportunity to support their case.

Temporary agency work should not become a loophole to avoid permanent contracts

The question of whether a temporary worker can work for thirteen years with the same client company without ever being offered a permanent contract is currently before the Dutch Supreme Court. This is the first time that the highest court in the Netherlands has addressed the limits of long-term outsourcing in the context of the European Temporary Agency Work Directive. On March 21, 2025, Advocate General De Bock provided her opinion, stating that the argument of a ‘flexible workforce’ is not sufficient to justify thirteen years of temporary work. According to her, this constitutes an abuse of the temporary staffing arrangement. She strongly criticized the court that previously ruled that long-term outsourcing was acceptable.

AML – How to Effectively Implement Transaction Monitoring?

A financial institution should actively monitor its customers’ payment traffic through transaction monitoring with the aim of identifying unusual activity (including unusually large transactions, transactions to/from high-risk countries, or deviations from a customer’s expected payment behaviour etc.). But transaction monitoring is also essential for lenders, factoring companies and crowdfunding platforms, where payments are usually made via bank transfers or direct debits, to comply with Wwft rules. Read more about this in our latest article.

Rethinking Work Time: Legal Transformation in The Netherlands

wondering whether everything is all right

Chambers and Partners never misses out on thought leadership content from legal experts and the key stories driving the legal profession forward. In their latest Expert Focus publication ACG International’s Managing Partner, Mrs. Edith Nordmann examined the legal framework, key judgements, and their implications on the definition of ‘work time” within Dutch labour law. To […]

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