Insights

Fraud, integrity breaches and violations of laws and regulations often only come to light because employees dare to speak up about their concerns. To ensure they can do so safely, the Whistleblower Protection Act has been in force in the Netherlands since February 2023.

The Advisory Division of the Council of State (the Division) issued advice on 1 April 2026 on the Dutch legislative proposal to implement the European Pay Transparency Directive. The Division endorses the objective of the Pay Transparency Directive.

Fraud and corruption are harmful to your business and your stakeholders. Directors and supervisors of organisations are responsible for preventing fraud and responding appropriately to it.

Despite decades of policy at European and national level, the pay gap between men and women in the Netherlands continues to persist. With the introduction of European Directive and the Dutch government bill implementing this directive, the focus is now on structural change through the introduction of several measures.

The Pay Transparency Directive is coming and fundamentally changes how organisations deal with remuneration.

On 24 June 2026, the European Commission published a proposal for the so-called Direct Tax Omnibus. This proposal aims to simplify existing European tax directives, align rules more closely and reduce administrative burdens for businesses.

Under the new Packaging and Packaging Waste Regulation (PPWR), packaging that cannot demonstrate compliance may no longer be sold. Knowing where you stand is therefore no longer optional: understanding the rules is essential to keeping your products on the market and your organisation future-ready.

The EU Pay Transparency Directive (EUPTD) fundamentally changes how organisations must deal with remuneration, job evaluation and internal communication. Employers are given specific obligations in the areas of reporting, data quality and transparency towards employees and candidates. On this page you will find all the information about the EUPTD.

The Dutch-American Friendship Treaty (DAFT) and the Japanese-Dutch Friendship Treaty (DJFT) are agreements designed to facilitate and support trade between the United States and Japan, respectively, and the Netherlands. These treaties are particularly attractive to self-employed professionals, company owners, and business representatives seeking to establish or expand their activities in the Netherlands.

In its judgment in the Stellantis case (C603/24), the Court of Justice of the European Union (CJEU) determined that transfer pricing (TP) adjustments do not constitute payment for repair services due to the absence of a legal relationship and a direct link between the repair services and the TP adjustments.

In implementing the European Pay Transparency Directive, many organisations focus primarily on HR, legal and compensation & benefits. However, one important stakeholder is still regularly underestimated: employee participation.

When organisations think of the European Pay Transparency Directive, they often immediately focus on salaries, reporting and pay differences. However, it is important to start at the beginning: which employees will fall under these rules?

Many organisations are now aware that the European Pay Transparency Directive (EUPTD) is on its way. What is not always fully top of mind is that the directive has applied to every employer in Europe since this month. This means it is no longer a future issue, but a current obligation.

Making an impact is no longer the exclusive domain of foundations, non-profits or philanthropic funds.

There was an appealing challenge for Marijke Troost, programme manager Doenkracht at a.s.r., and Marjolein Breed, Doenkracht adviser at a.s.r. and former CSR manager at Aegon Nederland. With the merger of a.s.r. and Aegon, it was up to them to bring together the social programmes of the two insurers into one successful programme. And they succeeded, together with Impact House from Grant Thornton.

Demonstrating the effects of preventive policy measures in healthcare is often difficult. On the one hand, because the expected effects are unclear, and on the other because the objectives of these measures and interventions are often formulated too broadly. As a result, the activities of the professionals delivering care and support spread across many areas and in many directions. How do you ensure that you can properly measure the effects and the impact afterwards?