اخبار

How long does my employment trial period takes?

You can arrange a probationary period with your employer. Depending on your employment contract, this probationary period may last a maximum of 1 month or 2 months.

Introduction period
A probationary period is a kind of introductory period. During this period you and your employer can cancel the employment contract immediately.

Duration of the probationary period
The trial period may last a maximum of 1 month at:

a temporary employment contract of more than 6 months but less than 2 years;
a temporary employment contract without an end date.
In the case of temporary employment contracts, different rules may apply for the probationary period. This is only possible if this is stated in the collective labor agreement. Or in a regulation by or on behalf of a competent administrative body, such as a municipality.

The probationary period can last up to 2 months at:

a permanent employment contract;
a temporary employment contract for 2 years or longer.
With a temporary contract of 6 months or less, your employer may not agree on a probationary period.

Call period: at least 4 days in advance
You must call your employee for work at least 4 days in advance. You do this in writing or electronically. For example with an e-mail or WhatsApp message. Make good agreements about accessibility together. Your on-call worker is not obliged to come and work if you call it less than 4 days in advance. Are you canceling the call within 4 days, or are you changing working hours? Then your on-call worker is entitled to wages for the hours for which you had called him.

Please note: collective agreements may contain agreements to shorten the calling period from 4 days to (at least) 1 day.

Fixed number of hours after an on-call contract of 1 year
You can let someone work for you for a maximum of 1 year as an on-call worker. After that, you may not let him work as an on-call worker again, but the employee will be entitled to a fixed number of hours of work per week, per month or an annual hourly standard (fixed working size). Except when the employee wants to continue working as an on-call worker. You cannot force him to do that.

Do you offer an on-call worker an employment contract again after 12 months or does the employment contract continue? In that case, you must offer a fixed size of work with the same number of hours that the on-call worker worked on average. This can also be a new temporary contract, but with a fixed number of hours per week, month or year. More information about other situations. Contact Chater finance.

Minimum wage for a reward agreement
Do you pay employees on the basis of an agreement against remuneration? Then they have no employment contract. They must at least earn the minimum wage. A contract for remuneration may be a contract for services or another contract for remuneration, such as a contract.
Minimum wage for a reward agreement
Do you pay employees on the basis of an agreement against remuneration? Then they have no employment contract. They must at least earn the minimum wage. A contract for remuneration may be a contract for services or another contract for remuneration, such as a contract.
Continue to pay wages in the event of illness
Is your on-call employee sick? Then he sometimes retains the right to continue payment of wages. Sometimes he receives a sickness benefit from UWV. That depends on the call contract.

Pay wages in case of no work
Your on-call workers are entitled to continued payment of wages if you are temporarily out of work. How much wage and how long you have to continue to pay depends on the call contract. You can temporarily exclude wage payment for no work. This is possible for a maximum of 6 months. Your CA can contain a longer exclusion period.