Employment law in the Netherlands - Assistance for foreigners

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Russell Advocaten advises employers on all aspects of employment law, Dutch, European and international. We will assist you during negotiations and in legal proceedings. We can also help you with personnel management and reorganisations.

Included in this service


Document Delivery


Application Asistance



Pricing Breakdown

Price breakdown for all categories of services.

Full Service

$300 - $1000


Free - $150

Frequently Asked Questions

Users ask this questions about this service.

  • You cannot conclude unlimited fixed-term employment contracts with an employee! A fixed-term contract will automatically become a permanent employment contract if: More than three successive temporary contracts have been concluded, and/or The total duration of several temporary contracts exceeds a period of three years Interruptions of less than six months between successive temporary contracts are included in the calculation. If there is an interruption of more than six months, a new series will start to run. In the case of a collective agreement, it is possible to deviate from this chain rule.

  • You can enter into a permanent employment contract (‘permanent contract’) with an employee, without a set end date. However, employers often have a need for more flexibility. You can also enter into a fixed-term employment contract (‘temporary contract’) with the employee, with a set end date. Upon reaching this date, the employment contract ends automatically. Other flexible employment relations can also meet your needs for flexibility, such as: An on-call contract (zero-hours contract, mini-max contract or on-call contract with pre-agreement) An agency work employment contract A payroll contract; or A freelance contract/assignment agreement with a freelancer


Reinier R.

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