An arbeidsovereenkomst is the formal employment contract used in the Netherlands, governed by Book 7, Title 10 of the Dutch Civil Code (Burgerlijk Wetboek). It exists whenever a worker performs labour for an employer, receives wages, and operates under authority (gezagsverhouding). These three elements determine whether a legal employment relationship applies, regardless of how the parties label the agreement.
Dutch law recognises two main forms. A contract for a fixed term (bepaalde tijd) ends automatically on a defined date, while an indefinite contract (onbepaalde tijd) continues until lawfully terminated. Statutory rules cover minimum wage, working time, holiday entitlement, sick pay, and dismissal protection. A collective labour agreement (CAO) often adds sector-specific terms that override less favourable contract provisions.
Employers must provide core conditions in writing within one week of starting, including job description, salary, working hours, and any probation or non-compete clauses. Failing to document these terms does not invalidate the contract but shifts the burden of proof onto the employer in disputes.