Contact
Offices
DRV Online
Search
Employment law advice
When you make agreements with your employee, you think that everything is settled. Unfortunately, this often turns out not to be the case in practice, which can lead to employment conflicts. This can often be avoided by setting out clear agreements in writing beforehand. Moore DRV’s HRM advisors can help you with this. They can draw up all the necessary documents for you, or if you prefer to do this yourself, they can check them. By setting out the agreements clearly in an agreement beforehand, you reduce the likelihood of an employment conflict in the future.
Moore DRV provices more than
1.500
Employment contracts
300
Settlement agreements
288.000
Salary slips
49.000
Payroll tax returns
How can we help you?
- By drafting or checking employment contracts.
- By drafting or checking regulations such as a staff manual, sickness absence protocol and lease agreements.
- By providing advice on CLAs and agreements.
- By setting up a Works Council.
- By drawing up an OSH policy or RIA or providing advice on complying with the Working Conditions Act.
- By providing advice on dismissal or employment conflicts.
Employment contracts
The best type of employment contract for an employee depends on various factors. Moore DRV’s HRM advisors can advise you on which employment contract suits your situation best. More information about drafting and screening employment contracts and which aspects you need to consider is available here.
Regulations
Additional agreements or regulations may be necessary in addition to an employment contract. It could be:
- A staff manual or internal rules in which you set out the agreements that apply within your business.
- A sickness absence protocol setting out how an employee should report sick and which rules apply during illness.
- User agreements for the things you make available to your employees, such as cars, bicycles, mobile equipment, etc.
- A bonus scheme or profit-sharing scheme.
Our HRM advisors can draw up the various regulations in consultation with you. Already drawn up the regulations yourself or want your current regulations to be updated? Our advisors can go through them thoroughly, update them and consult with you about adjustments.
Other agreements
Other agreements may apply within your business, in addition to the familiar employment contracts and various regulations. These could include:
- A secondment agreement for seconded employees.
- A service agreement with a self-employed person.
- An agreement for a statutory director or director and major shareholder.
There are various agreements that your HRM advisor can draft or provide advice on.
Collective labour agreement (CLA)
Unsure whether your business has a CLA or which CLA applies to your business? Or have your activities changed so much that you doubt whether you still fall under your current CLA? Please contact one of our salary or payroll advisors or HRM advisors. You can also contact them with questions about your current CLA.
Works council
If you have more than 50 employees, you are required to have a Works Council. Our HRM advisors can help you explore whether you should set up a Works Council and the best way to go about it.
If you have fewer than 50 employees but more than 10, you may have to set up an employee representative body. This depends on the size of your workforce and the CLA that you may fall under. We will be happy to look into this for you.
Working Conditions Act
As an employer, you are obliged to provide a safe, healthy workplace. The obligations are set out in the Working Conditions Act, the Working Conditions Decree and the Working Conditions Regulations. In a OSH policy, you set out the policy you implement within your business relating to working conditions. By drawing up a good OSH policy, you limit health risks, reduce sickness absences and promote reintegration in the event of illness.
Components of the OSH policy include:
- A risk identification and assessment (RIA): if you don’t have one, there can be a very high fine in the event of an inspection.
- Occupational health and safety (OSH) service or company doctor: you are required to have at least a basic subscription.
- OSH officer: You are obliged to appoint at least one OSH officer. This person helps to ensure a healthy, safe working environment in your business and acts as a link between the employer and the employees.
- In-house emergency responder: there must always be at least one in-house emergency responder present at work.
Our HRM advisors can support you with all of the above points or help you draw up your OSH policy or RIA. They know exactly what is required and necessary for your situation and they will help you meet the appropriate requirements.
Dismissal
Occasionally, you may need to terminate an employment contract with an employee for whatever reason. When an employer decides to terminate an employment contract, they need to arrange various matters relating to employment law. Clear agreements need to be made with the employee, which must be set out in writing in the form of a termination agreement. The other employees must also be informed and an exit interview can be used to clarify matters.
You may need to terminate the employment contract through the UWV process. In that case, certain requirements need to be met in order to obtain a dismissal permit. Our HRM advisors offer support throughout the entire dismissal process. It is only understandable that you will want to say goodbye to your employees in an appropriate manner. We can advise you on these matters and, if required, take care of the entire process so that it runs smoothly and correctly.
More information about employment law advice
Many employment law issues require proper knowledge of the rules. If you need proper advice or knowledge about any employment law issues, our HRM advisors will be able to support you.