The Dutch term uitzending (temporary work) is defined by law. It applies to a situation in which an employer, on a professional or commercial basis, makes a worker available to a third party to carry out work under a service contract between the employer and that third party under the supervision and administration of that third party. The exploration sector in the Netherlands is changing rapidly due to changes in national and European legislation. The Dutch government plays an important role in the revision of EU legislation and has repeatedly called for greater protection for posted workers at international level. CMS has followed these developments closely and provides insight into current and future challenges in the secondary sector. For an employer, it offers the opportunity to stay in close contact with foreign markets and opportunities. While you lend your employees to foreign companies or other companies, they can ensure that employees can take advantage of new opportunities, so it is also a tool to help a company expand into foreign markets. It also helps employees develop themselves as they learn to manage work in a different culture and circumstances. This is why the development of knowledge and talent is an interesting by-product of international shipping. If, initially, the posting lasts 12 months or less and is extended to a maximum of 18 months due to the circumstances, the foreign employer may apply the “hard core” of the terms and conditions of employment for six months.
This 18-month extension automatically applies to secondments that began before July 30, 2020. For secondments that took place on 30 A renewal notification can be provided on the online notification portal. Read the article on Law-Now: Posting rules in the Netherlands If workers were posted before the entry into force of the legislation, the posting period is supposed to increase from 12 months to 18 months. This means that almost all the mandatory provisions laid down in Dutch legislation apply from the 19th month. If the posting takes more than eighteen months at the time of entry into force of the legislation, almost all mandatory provisions of Dutch law apply from the date of entry into force of the legislation (i.e. not retroactively). . . .