Dutch labor law 荷兰劳动法

by Sep 29, 2021

Employers and employees can do so through the Joint Industrial Labour Council, the Social and Economic Council, Dutch Works The councils, with the European Works Councils, cooperate in various ways. Such partnerships also contribute to stable Labour relations. As a result, wage cost growth has remained modest, while productivity levels have remained high.

In the Netherlands, it has become common practice to include bonus schemes in employment agreements for highly qualified people. Bonuses/awards in specific industries are subject to specific statutory requirements. The wording of these schemes is extremely important because the right design can have tax advantages and save employers unexpected costs at termination of employment. In addition, providing benefits (rather than paying higher salaries) can provide tax advantages for both employers and employees.

It should be noted that contributions to social benefits such as Social Security and retirement payments are mandatory. They are borne by both the employer and the employee. Employers can hire “self-employed” in Holland. Self-employed people are not employees.

雇主和雇员可以通过联合工业劳工委员会、社会和经济委员会、荷兰工作委员会来做到这一点。这些委员会与欧洲工作委员会以各种方式进行合作。这种伙伴关系也有助于稳定的劳资关系。因此,工资成本增长保持温和,而生产率水平保持高位。

在荷兰,将奖金计划纳入高素质人才的就业协议已成为普遍做法。特定行业的奖金/奖励受特定法定要求的约束。这些计划的措辞极其重要,因为正确的设计可以提供税收优惠,并在终止雇佣关系时为雇主节省意外成本。此外,提供福利(而不是支付更高的工资)可以为雇主和雇员提供税收优惠。

应该注意的是,社会保障和退休金等社会福利的供款是强制性的。它们由雇主和雇员共同承担。雇主可以在荷兰雇佣“个体经营者”。自雇人士不是雇员。