The Dutch performance review cycle typically distinguishes a mid-year functioneringsgesprek, which is a two-way development conversation, from an end-of-year beoordelingsgesprek, where the manager delivers a one-way judgement on results and behaviour. Both are documented in the personnel file and often trigger decisions on pay rises, bonuses, promotions, or continuation of fixed-term contracts.
Although Dutch law does not mandate a specific review format, consistent and well-evidenced appraisals are essential in dismissal cases. Courts and the UWV expect documented underperformance (disfunctioneren), a formal improvement plan, coaching, and reasonable time for recovery before any termination on the d-ground is approved under the Work and Security Act.
Strong review practice combines clear objectives set at the start of the year, interim check-ins, written evaluations signed by both parties, and a confidential storage routine that complies with GDPR retention rules for personnel files.