Notice Period Employee in Leiden

Employees in Leiden must comply with a notice period when terminating their employment contract.

Statutory Notice Period

According to the law, the notice period for employees is 1 month. An employment contract or collective labour agreement may stipulate a longer period, with a maximum of 6 months.

Agreements on Longer Periods

If an extended notice period has been recorded, the notice period for the employer must be at least twice as long as that of the employee.

Termination at the End of the Month

Termination must normally take place at the end of the month, unless otherwise agreed.

Consequences of Non-Compliance

Failure to respect the notice period may result in a financial obligation to the employer.

Statutory basis: Article 7:672 Dutch Civil Code

Frequently Asked Questions about Notice Periods

What are my rights as an employee in Leiden?

You are entitled to a safe workplace, minimum wage, vacation days with pay, and protection against unequal treatment or discrimination.

Can my employer dismiss me without reason?

No, dismissal often requires permission from the Employee Insurance Agency (UWV) and must be based on valid reasons. Prior warnings are usually necessary.

How many paid vacation days do I have?

You are entitled to at least 20 paid vacation days per year, unless your contract provides otherwise. Taking them must be possible upon request.

What is a collective labour agreement (CAO) and how does it affect me?

A CAO (collective labour agreement) includes agreements between employers and trade unions on matters such as salary, working hours, and employment conditions.

What should I do if I am ill?

In case of illness, you must immediately inform your employer. You are entitled to continued pay during the first two years of sick leave.

Local Information in Leiden

For legal support, you can go to the Juridisch Loket Leiden, located at Stationsweg 46. In addition, the District Court of The Hague, Leiden location handles labour law cases.

Practical Tips for Resigning

Ensure that your resignation is always done in writing, for example by letter or email, and keep a copy as proof. State your name, position, date of resignation, and the intended end date of your employment. Request an acknowledgment of receipt from your employer or HR department.