Topics >
International
Provisions on high-risk AI systems were due to enter into force on 2 August 2026, but this has now been postponed until 2 December 2027.
Updated to reflect the latest developments in the judicial review concerning an employer’s right to transfer an employee to alternative work outside the scope of their agreed duties.
From 1 July 2026, the Netherlands statutory minimum wage and daily wage ceiling for sick pay have increased, while 2026 changes to unemployment contribution rates and the tax-free travel allowance have also been reflected.
The Future key developments section has been updated to reflect changes to the tables on the Equal Opportunity in Recruitment and Selection Act, the new Self-Employed Persons Act, the implementation of the EU Pay Transparency Directive, changes to the compensation scheme for statutory transition payments for dismissal due to long-term disability, enhanced rights for flexible workers, disability insurance for independent contractors, and new employee retention measures in times of crisis.
From 1 July 2026, individuals who continue working beyond the statutory retirement age are entitled to certain rights and protections. Further, information has been added on pay during parental leave.
Updates include changes to the amendments to the Act on Equality between Women and Men to reduce pregnancy and family leave discrimination, scheduling of leave carried forward, limitation period for working time-related claims, the Workplace Data Protection Act, the Co-operation Act, implementation of the EU Platform Work Directive, and implementation of the EU Pay Transparency Directive tables, reflecting new information to the status, scope and expected timing of these future developments.
Training and development rules have been revised, including changes to employer co-operation obligations, the removal of some training-related financial support, and updated apprenticeship arrangements.
Employment law changes affect fixed-term contracts without a justified reason, termination rights of fixed-term contracts after six months, employers’ re-employment obligations and post-employment occupational healthcare obligations for employers with at least 30 employees.
The recruitment and selection information has been revised to note expected pay transparency requirements, reflect changes to employer co-operation obligations, update notification and residence permit rules, and to cover the reduced lay-off notice period and changes to re-employment obligations.
Changes include 2026 pension, income tax and social security contribution rates, clarified statutory sick pay and KELA sickness allowance rules, and details on the expected implementation of the EU Pay Transparency Directive.
HR practices and employment law in countries outside the USA, along with global HR issues.