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THE HAGUE – October 1, 2026 | The Dutch Daily
Notice period Netherlands: if you have a permanent contract and want to resign, your notice period is normally 1 month. If your employer ends the contract, the notice period depends on how long you have worked there: 1 to 4 months. A probation period can be at most 2 months, and after 3 temporary contracts or 3 years your next contract is permanent. This guide explains the key rules of Dutch employment contracts for internationals.
The rules in short
- Probation (proeftijd): maximum 2 months, must be in writing.
- Your notice period: 1 month; a longer period can be agreed, up to 6 months.
- Employer’s notice period: 1 to 4 months depending on years of service.
- Chain rule: 3 temporary contracts within 3 years; the next one is permanent.
- Notice of non-renewal (aanzegging): at least 1 month before a temporary contract of 6 months or longer ends.
Arbeidscontract — at a glance
- 1. Temporary or permanent contract?
- 2. Probation period (proeftijd)
- 3. Your notice period when you resign
- 4. The employer’s notice period
- 5. The chain rule: 3 contracts in 3 years
- 6. Notice of non-renewal (aanzegtermijn)
- 7. Clauses to check in your contract
- 8. Working hours
- 9. Key takeaways
- 10. FAQ
- 🇳🇱 Dutch Corner
- Sources
1. Temporary or permanent contract?
Dutch law distinguishes between:
- A permanent contract (contract voor onbepaalde tijd): it continues until you or your employer ends it, with notice and, for the employer, a valid reason and the right procedure.
- A temporary contract (contract voor bepaalde tijd): it ends automatically on the agreed end date. Ending it early is only possible if the contract allows it.
Our article on the new basiscontract and flex rules covers on-call and zero-hour contracts.
2. Probation period (proeftijd)
A probation period lets you and your employer see whether the job works. The rules:
- Maximum 2 months. For temporary contracts the maximum is lower: no probation at all in a contract of 6 months or shorter, and at most 1 month in a contract longer than 6 months but shorter than 2 years. A cao can set different terms in some cases.
- In writing. Your employer must record the length of the probation period in writing; otherwise it does not count.
- The same for both sides. The probation period applies equally to you and your employer.
- No new probation in a follow-up contract with the same employer, unless the new job clearly requires different skills or responsibilities.
Ending the contract during probation
During probation, either side can end the contract immediately: there is no notice period, no reason is needed, and there is no review by UWV or a court. If you ask, the other party must give the reason in writing. If you resign during probation yourself, you will usually not be entitled to unemployment benefit (WW).
If you fall ill during probation, the probation period is not extended. If you are dismissed while ill during probation, you may be entitled to a sickness benefit from UWV.
3. Your notice period when you resign
With a permanent contract, your notice period is 1 month by law. You give notice in writing, and the notice period normally runs until the end of the month. For example: resign before 1 March and your last working day is the end of March.
- You can agree a longer notice period, but it cannot exceed 6 months.
- If your notice period is longer than 1 month, your employer’s notice period must be twice as long. A 2-month notice period for you means 4 months for your employer.
- A shorter notice period is only possible if your cao allows it.
- With a temporary contract, you can only resign early if your contract includes a clause allowing early termination.
Resigning yourself usually means you are not entitled to WW benefit. Think carefully before you resign without a new job.
4. The employer’s notice period
When an employer ends a permanent contract, the statutory notice period depends on the length of employment:
| Length of employment | Employer’s notice period |
|---|---|
| Less than 5 years | 1 month |
| 5 to 10 years | 2 months |
| 10 to 15 years | 3 months |
| 15 years or more | 4 months |
An employer cannot simply dismiss you. In most cases it needs permission from UWV (for example for economic reasons or long-term illness) or a decision of the court (for example for poor performance), or you must agree to a settlement agreement. Our guide Fired in the Netherlands? Don’t sign anything explains the settlement route.
If you are dismissed, you are in most cases entitled to a transition payment (transitievergoeding): one third of your monthly salary for every year of service, calculated proportionally.
5. The chain rule: 3 contracts in 3 years
Employers cannot keep offering temporary contracts forever. Under the chain rule (ketenregeling), an employer and employee can agree at most 3 temporary contracts within at most 3 years. A fourth contract, or a contract that takes you past 3 years, automatically becomes a permanent contract.
The chain is broken when there is a gap of more than 6 months between two contracts. In some sectors the cao has different rules.
Change planned for 2028
A bill to give flexible workers more security was approved by the Tweede Kamer in May 2026 and by the Eerste Kamer on 7 July 2026. From its planned start on 1 January 2028 (the exact date is set by royal decree), after a chain of 3 temporary contracts, employer and employee may not agree another temporary contract for 3 years, instead of the current 6-month gap. This is not yet law.
6. Notice of non-renewal (aanzegtermijn)
If you have a temporary contract of 6 months or longer, your employer must tell you in writing at least 1 month before the end date whether the contract will be renewed and, if so, on what terms. If your employer does not do this, or does it too late, you can claim compensation of up to one month’s salary.
7. Clauses to check in your contract
- Non-compete clause (concurrentiebeding): in a temporary contract it is only valid if the employer explains in writing why it is necessary because of substantial business interests.
- Salary and cao: check whether a cao applies and which salary scale you are in. Your salary may not be below the minimum wage.
- Holiday allowance and vacation days: see our vakantiegeld guide.
- Sick pay: see our sick leave guide.
- 30% ruling: if it applies, check how it is arranged; see our 30% ruling checklist.
- Residence permit: as a highly skilled migrant, your permit depends on your employment. Losing your job affects your permit; get advice early.
8. Working hours
The Working Hours Act (Arbeidstijdenwet) sets limits to protect your health. As a general rule you may work at most 12 hours per shift and at most 60 hours in a week. Over longer periods the average must be lower: at most 55 hours a week on average over 4 weeks and 48 hours a week on average over 16 weeks. Your cao may set stricter limits. Whether overtime is paid extra depends on your contract or cao.
9. Key takeaways
- A probation period is at most 2 months and must be agreed in writing.
- When you resign, your notice period is normally 1 month.
- Your employer’s notice period is 1 to 4 months, depending on years of service.
- After 3 temporary contracts or 3 years, your next contract is permanent.
- For temporary contracts of 6 months or more, your employer must tell you in writing at least 1 month before the end whether it will be renewed.
10. FAQ
What is the standard notice period in the Netherlands?
1 month for an employee who resigns from a permanent contract. For employers, 1 to 4 months depending on years of service.
How long can a probation period be?
At most 2 months, and less for short temporary contracts. It must be agreed in writing.
When does a temporary contract become permanent?
After more than 3 temporary contracts, or when the chain of contracts exceeds 3 years.
Can I quit during probation?
Yes, immediately and without notice, but you will usually not receive WW benefit.
🇳🇱 Dutch Corner
| Dutch | Meaning |
|---|---|
| Arbeidsovereenkomst | Employment contract |
| Contract voor onbepaalde tijd | Permanent contract |
| Contract voor bepaalde tijd | Temporary contract |
| Proeftijd | Probation period |
| Opzegtermijn | Notice period |
| Ontslag nemen | To resign |
| Ketenregeling | Chain rule for temporary contracts |
| Aanzegtermijn | Notice of (non-)renewal |
| Transitievergoeding | Transition payment on dismissal |
| Concurrentiebeding | Non-compete clause |
Sources
- Rijksoverheid: regels bij proeftijd (maximum 2 months, in writing, no notice period, no new probation in a follow-up contract unless the job is clearly different).
- Rijksoverheid: opzegtermijn werknemer (1 month; longer by agreement up to 6 months; employer’s period then twice as long).
- Rijksoverheid: opzegtermijn werkgever (1 to 4 months depending on years of service).
- Rijksoverheid: wanneer gaat mijn tijdelijke contract over in een vast contract (3 contracts within 3 years) and news of 12 May 2026 on the bill for more security for flexible workers.
- Rijksoverheid: hoelang duurt een proeftijd (none for contracts of 6 months or less; max 1 month under 2 years; max 2 months otherwise).
- Rijksoverheid: wat is een aanzegtermijn and hoe hoog is de vergoeding (up to 1 month’s salary).
- Rijksoverheid: hoe hoog is de transitievergoeding (1/3 monthly salary per year of service).
- Rijksoverheid: wettelijke regels werktijden (12 hours per shift, 60 per week, 55 average over 4 weeks, 48 over 16 weeks).
- Rijksoverheid news, 12 May 2026: bill for more security for flexible workers (Eerste Kamer still to vote; planned start 1 January 2028).
More in our guide: Taxes, Salary & Money in the Netherlands
Fact-checked against official Dutch sources on 3 October 2026.
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