An (existing) ancillary activities clause will be invalid, unless there is an objective justification (Article 7:673a of the Civil Code). For example, if health and safety are at risk, the protection of confidentiality business information, the integrity of public services or avoiding conflicts of interest.
The already existing information obligation (for new hires) will be extended. Employers must also inform employees about matters such as leave arrangements, working hours and rest times and dismissal procedures (Article 7:655 of the Civil Code).
A training that is compulsory by law (or a collective agreement) will be free of charge for the employee (also upon termination) and will be considered as working time (Article 7:611a of the Civil Code).
After 26 weeks of employment, an employee may submit a request to the employer for work with more predictable and secure employment conditions (Article 2b of the Flexible Work Act). The request may consist of, for example, fixed working hours per week, fixed working days, but also a contract for an indefinite term.
The new Act has immediate effect. This means that no transitional law applies. Therefore, it is important that you comply with the legal obligations as of August 1, 2022.
Do you have any questions about the Transparent and Predictable Employment Conditions Act? Feel free to contact one of our lawyers!