Dutch legislation intensively involves itself in employment contracts and the rights and duties of employees and employers. Many statutory provisions have obligatory force and do not allow derogations. Employers, in particular, must know the many rules and regulations in order to prevent unnecessary and costly errors, especially when terminating employments.
The room to make individual arrangements, which there is indeed, must be exploited to the full. A working relationship may be damaged irreparably or may become deadlocked, making a termination unavoidable. Under such circumstances, both the employee and the employer gain from adequate advice and process supervision.
In the Netherlands, employees are entitled to participate in the process by which strategic decisions are taken in the organization for which they work. The “day-to-day” participation rarely encounters problems. However, in non-routine matters, for instance in reorganizations of enterprises, adequate and timely advice can put you on the right track again and avoid damage.