As of 2024, Dutch employment law has undergone significant updates. These changes impact wages, allowances, and employee benefits, reflecting the evolving workplace needs.
From January 1, 2024, a minimum hourly wage of €13.27 has replaced the previous wage structures. This change ensures fairer compensation, regardless of the workweek length.
The tax-free travel allowance has risen to €0.23 per kilometre, and the home working allowance increased to €2.35 per day. These updates aim to ease the financial burden on employees who travel or work remotely.
Pension accrual now begins at age 18, down from 21, enhancing early financial planning. Additionally, the maximum transition payment for employees has increased to €94,000, or one gross annual salary for those exceeding this threshold.
Employers with over 100 employees must report carbon emissions from July 2024. The Whistleblower Protection Act now covers medium-sized companies, ensuring safer reporting of workplace misconduct.
Upcoming reforms include mandatory confidential advisers for companies with ten or more employees, revisions to non-compete clauses, and clearer definitions around self-employment. These adjustments will continue shaping the Dutch employment landscape throughout 2024 and beyond.
360 Business Law provides expert guidance on Dutch employment law. We help businesses navigate new regulations, ensuring compliance. With our support, you can smoothly implement changes in wages, allowances, and employee benefits. We also offer advice on upcoming reforms, preparing your company for future legal requirements. Rely on us to stay ahead of legal updates and avoid potential pitfalls.
