General

You need to know this about the notification obligation

A temporary employment contract ends automatically when the contract term expires. However, the employer must confirm this termination in writing. After all, you need to know in time whether you will receive a new (temporary) contract or whether you need to look for a new job. This is required by law and is therefore called a notification obligation.

Mandatory for all contracts of 6 months or longer

This notification obligation applies to employment contracts of 6 months or longer. If your contract is not renewed, the employer must notify you in writing at least one month in advance: the so-called written requirement. What does this mean writing requirement exactly?

By letter, email, but also WhatsApp or LinkedIn

Verbal notification that your contract will not be extended is insufficient. Even if you have already found another job, the employer must inform you on time and in writing report that you cannot stay. This notification can be made by letter or e-mail, and also via WhatsApp or LinkedIn. The employer can also include in the temporary employment contract that the contract will not be extended and will therefore end automatically.

Help with difficult questions about your contract? Join the AOb

The employer must inform at least one month before termination of the contract whether the contract will be extended.

As a member of the AOb we will assist you and you can count on the support and expertise of our legal staff.

What if your employer is too late to terminate the contract?

If your employer does not notify you in time that your contract is ending, the employment contract will still end. But you are then entitled to the so-called notice fee.

If the employer has not complied with the notification obligation, you are entitled to a notification fee of one month's salary. If the employer is late with the written notice, you are entitled to a proportional compensation. For example, two weeks' salary if your employer is two weeks late.

So keep a close eye on whether the employer complies with the notification obligation on time. As a member of the AOb we can help you with this. And even if it turns into legal proceedings, we will assist you.

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Deadline

A notification obligation applies to temporary contracts of 6 months or longer. The employer must let you know at least 1 month before termination whether your contract will be extended.

In writing

This notification must be in writing (this may also be done digitally, for example via WhatsApp).

Right to compensation

If your employer is late, you are entitled to a notice fee.

So keep an eye on whether your employer complies with the notification obligation.
Ask for a notice fee if your employer is late or forgets to give notice.
Go to the subdistrict court as soon as possible if you are entitled to a notice payment, but your employer refuses to pay it.

As a AObmember, you can count on the support and expertise of your union

Direct contact

What is a notification obligation?: This is the employer's duty to report in writing at least 1 month before the end date of your temporary employment contract whether or not your employment contract will be extended. This applies to temporary contracts of 6 months or longer.
Employers are required to put this in writing. This may be done digitally, for example in an email or via Whatsapp.
How far in advance must the employer give notice that the contract will be terminated?: The employer must let you know at least one month before termination whether your contract will be extended. If the employer is late, you are entitled to a notice fee. So keep an eye on whether your employer adheres to this.
What can you do if your employer does not indicate or does not indicate whether you can stay?: Then it is wise to contact the employer. Point out the notification obligation and ask for the notification fee if your employer is late. Usually this is the fastest way to success.
What do I do if my employer does not cooperate and has indicated too late whether I could stay?: What if the employer states that he has fulfilled the obligations -on time- and therefore does not want to pay compensation? You can then request the subdistrict court judge to order the employer to pay out. You must submit this request within two months, calculated from the date on which the employment contract ended by operation of law.
So contact the employer as soon as possible if you think you are entitled to the notice fee. AObWe help members with this procedure and assist them, even if it turns into legal proceedings.