Dutch Cabinet Targets Zero-Hour Contracts and Flex Work Loopholes in New Labour Market Bill
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Work News | New Stardom
The Dutch government has introduced a new bill aimed at reversing the long-standing trend of labour market flexibilisation. If approved, the legislation would phase out zero-hour contracts, enforce equal treatment for temporary workers, and tighten restrictions on repeated use of short-term contracts.
Minister of Social Affairs Eddy van Hijum submitted the proposal to the House of Representatives this week. The bill follows recommendations made five years ago by the Borstlap committee, which warned that the Dutch labour market risked becoming structurally imbalanced without urgent reform.
From Flex to Security
Under the proposed changes, most zero-hour contracts would be replaced by “bandwidth contracts” that define a minimum and maximum number of hours worked per week. This would allow employees to better anticipate their income and protect them from irregular on-call schedules. Only students and school pupils would be exempt.
The bill also addresses so-called “revolving door” practices by extending the waiting period between successive temporary contracts from six months to five years. Additionally, temporary workers would be legally entitled to the same employment conditions as permanent staff, protections that until now were often limited to collective labour agreements.
Van Hijum said the goal is to “directly increase people's livelihood security” and reduce the number of workers trapped in unstable employment relationships. Currently, only 56% of workers in the Netherlands hold a permanent contract.
Mixed Reactions From Legal and Political Voices
While the bill has been welcomed as a step toward restoring balance, several experts and political parties have expressed doubts. Labour lawyer Pascal Besselink argues that two deeper issues remain unaddressed: strict Dutch dismissal laws and the extended two-year period in which employers must continue paying sick employees. Both are cited as key reasons why companies hesitate to offer permanent contracts.
VVD and BBB politicians have echoed similar concerns, pointing to challenges in sectors like healthcare and education, where some degree of flexibility is operationally necessary.
Van Hijum has indicated that a second bill addressing long-term sick pay obligations is also in development, and will be submitted later this year.
Will This Reform Succeed Where Others Failed?
Economists believe this round of reforms may have a better chance, as it coincides with stricter enforcement of bogus self-employment arrangements.
Leontine Treur, senior economist at Rabobank, said the simultaneous rollout of multiple reforms could make the difference: “That’s what was missing last time.”
If passed, the law will take effect in 2027 at the earliest.
Whether this approach results in more stability, or simply new workarounds, will depend on how employers respond.
Sources:
NU.nl | RTL Nieuws | NOS
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