Statutory Notice Period for Employment Contracts in Delft
For residents of Delft, the statutory notice period for employment contracts is a crucial rule when ending an indefinite-term job. This minimum period, established in Dutch legislation, applies when an employer or employee in Delft wishes to terminate the agreement. It provides protection against sudden dismissals and ensures a smooth transition, for example, at local companies such as those around TU Delft. The duration depends on the years of service, and collective labor agreements in the region may impose additional conditions, but never shorter than the statutory minimum. In Delft, you can seek personal advice from the Juridisch Loket Delft.
What Does the Statutory Notice Period Mean for Delft Residents?
This mandatory waiting period between notice and the actual end of the contract protects both the employee and employer in Delft. The employee has time to find a new position in the local job market, while the employer can recruit a successor, for example, through regional networks. It applies only to indefinite contracts; temporary appointments, often seen in Delft startups, end on the agreed date unless extended.
In Delft practice, the period typically starts on the first of the month following the notice, except for mutual agreements. Always provide written notice, ideally via registered mail or email with confirmation, to avoid disputes—especially relevant in proceedings at the Rechtbank Den Haag.
Legal Basis for Terminations in Delft
The statutory notice period for employment contracts is regulated in the Dutch Civil Code (BW), Book 7, Title 10. Article 7:672 BW sets the periods for employers, while Article 7:673 BW establishes a standard of one month for employees, unless the contract in Delft specifies a longer period.
Employers in Delft must account for an increasing period based on years of service, as outlined in Article 7:672 paragraph 2 BW. Collective agreements or individual arrangements can extend this, but never shorten it below the minimum. In cases of dismissal for urgent reasons (Article 7:677 BW), the period is waived, and the contract can end immediately. The Work and Security Act (WWZ) since 2015 adds stricter dismissal rules, including these periods. For dismissal grounds in the Delft context, see our article on dismissal grounds. For complex matters, consult the Gemeente Delft for local support.
Notice Period from the Employer's Perspective in Delft
Employers in Delft, such as those at technical firms or educational institutions, must observe a longer notice period than employees to protect the latter. The minimum duration is based on seniority and is as follows:
| Length of Employment | Statutory Notice Period |
|---|---|
| Less than 6 months | 1 month |
| 6 months to 1 year | 1 month |
| 1 to 5 years | 1 month and 1 week |
| 5 to 10 years | 1 month and 2 weeks |
| 10 to 15 years | 1 month and 1 month |
| 15 years or longer | 1 month and 1 month and 1 week |
The period begins on the first of the month following the notice. For example, if a Delft employer gives notice on March 15 to an employee with 7 years of experience, the contract ends on May 1 (1 month and 2 weeks from April 1).
Notice Period for the Employee in Delft
As an employee in Delft, the standard statutory notice period for employment contracts is one month under Article 7:673 BW. Contracts or collective agreements may extend this to two or three months, but not shorten it. This helps employers find replacements in the competitive Delft market.
Important: Employees can resign freely without permission, unlike employers who often need UWV or the kantonrechter at the Rechtbank Den Haag. For more details, see our article on Employee Notice Period.
Practical Examples from Delft
Suppose you work at a local engineering firm in Delft with 8 years of service, and due to reorganization, the employer gives notice on June 10. The period is 1 month and 2 weeks from July 1, so the contract ends on August 15. You must continue working unless otherwise agreed.
If you, as an employee with a one-month notice period, resign on April 20, the contract ends on June 1. With a two-month clause, it extends to July 1. In Delft, we sometimes see notice prohibitions during university projects, but these must not violate the law without consent.
For non-competition clauses, common in the Delft tech sector, the notice period affects the duration; see our article on non-competition clause for advice.
Rights and Obligations in the Delft Context
Rights of the employee:
- Continue working with pay during the period.
- If notice is unjustified: Claim a transition allowance (Article 7:673a BW).
- Time off for job applications (up to 10% of hours, with full pay).
Obligations of the employee:
- Provide written notice.
- Work reasonably without disruption.
- Accept garden leave if agreed.
Rights of the employer:
- Give notice with the required period and procedure (via UWV or Rechtbank Den Haag).
- Transition allowance upon dismissal.
Veelgestelde vragen
Wat is mijn retourrecht?
Bij online aankopen heb je 14 dagen retourrecht zonder opgaaf van reden, tenzij de wettelijke uitzonderingen gelden.
Hoe lang geldt de wettelijke garantie?
Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.
Kan ik rente eisen over schulden?
Ja, je kunt wettelijke rente eisen (momenteel ongeveer 8% per jaar) over het openstaande bedrag.
Wat kan ik doen tegen oneerlijke handelspraktijken?
Je kunt klacht indienen bij de consumentenbond, de overheid of naar de rechter gaan.
Wat is een kredietovereenkomst?
Een kredietovereenkomst regelt hoe je geld leent, wat de rente is, en hoe je dit terugbetaalt.