On 29 June 2026, the Dutch government published a draft bill implementing the EU Platform Work Directive (Directive (EU) 2024/2831). The internet consultation ran until 24 August 2026. Member States must transpose the Directive by 2 December 2026.
Scope of the Directive
The Directive applies to individuals whose platform-working relationship qualifies as employment under the
On 29 June 2026, the Dutch government launched an internet consultation on the Leave Act, a proposal intended to modernise and simplify the Dutch leave framework. The internet consultation ran until 10 August 2026. The government aims for the Leave Act to enter into force in 2028.
The proposed three-pillar model
The Leave Act restructures
Dans un arrêt récent du 17 juin 2026, la chambre sociale de la Cour de cassation a jugé que l’insertion dans un contrat à durée indéterminée (« CDD ») de remplacement d’une clause prévoyant sa rupture automatique en cas de retour anticipé du salarié remplacé prive d’effet la durée minimale exigée par la loi et justifie, à
Over the past years, the use of Employers of Record (“EOR”) has significantly increased outside of Europe and is now also developing across European countries.
This growing interest is due to the EOR system offering increased flexibility to companies, in particular for those intending to expand their business in countries where they do
On 18 March 2026, the European Commission published the proposal for a new, harmonised European legal form: the EU Inc.Under the EU Inc. companies could opt into a single, uniform set of rules applicable across the EU. Currently, differences between the 27 Member States in areas such as incorporation, governance, employment law and taxation create
The Dutch government has proposed to limit the compensation for payment of the statutory severance payment (transitievergoeding) following dismissal after two years of illness to small employers only. Currently, there is no size threshold, and employers of all sizes are entitled to compensation from the Dutch Labour Office (UWV). The government
In a ruling dated November 13, 2025, the French Supreme Court determined that when an employee is hired under a fixed-term replacement contract, the employer must inform the new employee of the dismissal of the employee they have replaced. Failure to provide such notification results in the fixed-term employment contract being reclassified as
Dans un arrêt du 13 novembre 2015, la Cour de Cassation a jugé dans le cadre d’un CDD de remplacement, que l’employeur devait informer le salarié remplaçant du licenciement du salarié remplacé et que s’il ne le fait pas, le contrat de travail a durée déterminée est alors requalifié en contrat de travail à durée
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