2025 could be the year when the More Security for Flexible Workers Act kicks in, and it brings real change to Dutch work life. This new law seeks to level the playing field between permanent staff and flexible workers, giving extra protection to those on temporary contracts and setting clear rules for employers. The aim is to make work arrangements fairer and more predictable.
Getting to Know the New Labor Rules
How Work Has Changed
Gone are the days when the classic 9-to-5 ruled every career. Over the past decade, more people in the Netherlands have switched to flexible work contracts, and today nearly one-third of Dutch workers enjoy some form of flexible employment. This shift has helped companies run more smoothly and adapt quickly, but it has also left some workers without the job security enjoyed by permanent staff. The government has looked at different ways to update the rules so that flexibility does not come at the cost of security.
Why It Hits Home Now
After several tough years full of ups and downs, many businesses turned to flexible work as a lifeline, while many workers had to deal with uncertainty. At Law & More B.V., we have seen how the mix of flexibility and insecurity leads to tricky legal questions. This new law is set to change the way work contracts work across different industries. It is important for both employers and employees to learn about their new rights and duties, as these changes will soon affect everyday work life.
Breaking Down the More Security for Flexible Workers Act
The Main Goals of the New Law
The idea behind this law is simple. It is meant to shrink the gap between permanent positions and flexible roles by giving extra safeguards to those working on temporary deals. The lawmakers want to stop the abuse of flexible contracts while keeping enough room for companies to stay nimble. They also built in steps for workers to move from temporary to more secure employment over time. This plan even makes sure that flexible jobs add properly to systems like unemployment insurance, disability benefits, and pensions. The goal is to create a more balanced setup where businesses and workers both win.
Important Rules and Requirements
One of the big changes is the limit on temporary contracts. Under the new rules, employers can only offer three fixed-term contracts in a row within a 36-month span before they have to offer a permanent position. This closes some old loopholes and promises more stability for workers. For on-call workers, the Act now requires employers to give at least four days’ notice before setting a shift, and if a shift is canceled in that time, the worker must be paid. After a year on the job, on-call workers will get contracts that guarantee hours based on their past work patterns.
The law also rethinks how platform workers are treated. It sets clear points to decide when someone working through an online platform should be seen as an employee rather than an independent contractor. Factors like how work is managed by an algorithm, control over pricing, and instructions given to workers will now matter. This helps make sure that real employees receive proper benefits and protections even if their work is arranged through technology.
What Employers Need to Do: Changing Work Practices
Revamping Work Policies
Employers will need to take a hard look at their current practices. To follow the new law, companies must review their work policies and possibly change how they manage staff. Human resources teams will have to set up new systems to track how long workers have been on flexible contracts so that no one accidentally earns a permanent spot through old patterns. This may include keeping detailed timelines for contract renewals and knowing when to change a temporary role into a permanent job.
Job scheduling will also change, especially for businesses that depend on on-call or shift work. The longer notice for shifts means more planning is needed, while paying for canceled shifts brings extra cost factors into play. Employers might even need to invest in better forecasting tools to plan shifts while following the new rules. And as always, contracts and job papers must be updated. At Law & More B.V., we encourage companies to review every flexible work agreement well ahead of the 2025 deadline to avoid last-minute scrambles.
Keeping the Team Informed
It is not just about ticking boxes for compliance. Employers will have to manage their teams carefully as this change takes hold. Workers who enjoy flexible setups may worry about what the changes will mean for their jobs and long-term plans. Open and honest conversations about what the new law means are very important. Companies will need to shift their culture too. Instead of seeing temporary work as something that can go on forever, businesses will have to plan clear career paths that show when a flexible role might become permanent. This adjustment could mean extra training for managers and more careful planning when it comes to staffing decisions.
What This Means for Workers: Pros and Cons
More Job Stability
The new law packs a few big benefits for workers, particularly for those stuck in a series of temporary jobs. The rule limiting the number of consecutive fixed-term contracts means that workers will have a clearer path toward a permanent role. This added predictability makes it easier for individuals to plan their budgets, secure housing, and make major life decisions. On-call workers will get more advance notice before shifts, which can greatly improve their work-life balance and income consistency. For platform workers, being reclassified as employees opens the door to paid leave, a minimum wage, and protection from unfair dismissal. These changes put more job stability and security into the hands of workers.
Adjusting to New Work Styles
While these changes bring security, they might also limit the freedom some flexible workers cherish. Workers who love the freedom of short-term gigs might find that the new rules restrict how many temporary jobs they can take. Some on-call workers may see fewer shifts available as employers change how they schedule work. For those moving from an independent contractor status to full employee status, the benefits come with a few extra rules about working hours and methods. Adjusting to these new work styles will mean learning about the pros and cons of each setup and figuring out which choice works best for each person’s life.
Looking Ahead: Getting Ready for a New Work Era
Main Points to Remember
The upcoming changes mark a big shift in how work is organized in the Netherlands. The new law seeks to give flexible workers greater protection while setting clearer rules for employers. It tries to balance the need for flexible work arrangements with the goal of reducing uncertainty for workers. By understanding these key elements of the law, both companies and workers can better prepare for the changes ahead. Clear guidelines help everyone know what to expect as work contracts and rights evolve.
How to Move Ahead
With these updates on the horizon, preparation is key. Employers should start reviewing their staff arrangements, updating contracts, and planning for new scheduling demands. Workers, especially those on flexible deals, would do well to learn about their new rights and the possible changes in career opportunities. At Law & More B.V., we advise everyone to keep an eye on these updates. It is smarter to plan ahead than to be caught off guard as the law comes into effect.
Call to Action
Need expert guidance on navigating the More Security for Flexible Workers Act? At Law & More B.V., we specialize in helping both employers and employees understand and adapt to changing employment legislation. Our multilingual team of legal experts can provide personalized advice on compliance strategies, contract reviews, and dispute resolution related to flexible work arrangements. Contact us today to schedule a consultation and ensure you’re fully prepared for the implementation of this transformative legislation.