Quick answer: Dutch employment contracts can be temporary (bepaalde tijd) or permanent (onbepaalde tijd). Temporary contracts usually end automatically on the agreed date; permanent contracts continue until one party ends them. Trial periods, notice periods and the rules for repeated temporary contracts depend on the length and wording of the contract and any applicable CAO.
Last verified: 1 October 2026 against Rijksoverheid guidance. A collective labour agreement (CAO) can modify some rules where Dutch law permits it, so always check whether one applies to your job.
Temporary vs permanent contract
A temporary contract has an agreed end date or ends when a defined project or replacement period finishes. A permanent contract has no fixed end date. Temporary and permanent employees are entitled to the same basic employment conditions unless a lawful rule or CAO provides otherwise.
When can temporary contracts become permanent?
Under the current Dutch chain rule, a contract normally becomes permanent when you receive more than 3 temporary contracts with the same employer or when successive temporary contracts last for more than 3 years. The rule can also apply with successive employers in some situations.
As a general rule, gaps of up to 6 months can still count toward the chain. There are exceptions, including some CAO arrangements and specific categories of work.
Trial periods: when are they allowed?
| Contract length | Maximum trial period |
|---|---|
| 6 months or less | No trial period |
| More than 6 months but less than 2 years | 1 month |
| Temporary contract with no calendar end date | 1 month |
| 2 years or longer | 2 months |
| Permanent contract | 2 months |
The trial period must be agreed in writing. A CAO can sometimes contain different rules for particular temporary contracts.
Can either side end the contract during probation?
Yes. During a valid trial period, the employee or employer can end the contract immediately without a normal notice period. If the other party asks, the reason must be provided in writing.
Notice period for a permanent contract
If an employee with a permanent contract resigns and the contract does not validly specify something else, the statutory employee notice period is generally 1 calendar month. Contract or CAO arrangements can change this within legal limits.
For employers, the statutory notice period normally increases with length of service: 1 month for less than 5 years, 2 months for 5–10 years, 3 months for 10–15 years and 4 months for 15 years or more, subject to exceptions and agreed/CAO rules.
What about a temporary contract?
A fixed-term contract normally ends automatically on its agreed end date, so there is no ordinary notice period at that point. Ending it early is generally only possible if the contract includes an interim termination clause or another lawful route applies.
The one-month notification rule for many temporary contracts
For temporary contracts of 6 months or longer, the employer must normally tell the employee in writing at least 1 month before the end whether the contract will be renewed and, if so, on what terms. This is the aanzegtermijn.
If the employer fails to give the notice on time, compensation can be due. This notification rule is separate from the normal notice period used to terminate an ongoing contract.
What should be written in your employment contract?
- employer and employee details;
- work location and job;
- start date;
- contract duration if temporary;
- working hours;
- salary and payment timing;
- trial period, if any;
- holiday allowance and leave;
- notice period;
- pension arrangement, if applicable;
- applicable CAO;
- non-compete or other special clauses where relevant.
Newcomer checks before signing
- Check whether the contract is temporary or permanent.
- Find the exact end date and whether early termination is allowed.
- Check whether a CAO applies.
- Verify the trial-period clause is lawful for the contract length.
- Check salary, holiday allowance, hours and pension.
- Read the employee and employer notice periods separately.
- Ask what happens after the temporary contract ends.
- Keep the signed version and any later amendments.
Related reading: First 30 Days in the Netherlands and the Netherlands hub.
Official sources
- Rijksoverheid: temporary vs permanent contracts
- Rijksoverheid: chain rule for temporary contracts
- Rijksoverheid: trial-period length
- Rijksoverheid: employee notice periods
- Rijksoverheid: notification before a temporary contract ends
