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New European Anti-Money Laundering rules will have major impact in the Netherlands

New European anti-money laundering regulations tighten internal obligations and governance:
In addition to a broader scope, the requirements themselves are becoming more stringent. The AMLR mandates that institutions must have a comprehensive and up-to-date AML/CFT compliance framework in place, including documented internal procedures, risk assessments, and control mechanisms.

Integrating ESG in the Blue Economy and Emerging Risks in Maritime Transport

The blue economy promotes sustainable ocean use for economic growth while protecting ecosystems.
As it expands, integrating ESG principles is vital—especially for maritime and insurance sectors, where it’s a legal and strategic priority.
Key focus areas include workforce training in green technologies and ensuring safe, fair, and supportive working conditions, aligning with ESG goals and boosting employee retention.

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.

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