LABOUR LAW
Working conditions
Alongside individual contracts, many employers choose to adopt a collective employment conditions policy. Sørensen Advocaten drafts tailored policies, reviews existing arrangements and guides their introduction, aligned with the employment contract and any applicable CAO.
Individual vs collective
Individual employment conditions are set out in the employment contract: salary, role, working hours, bonus and clauses. The employment conditions policy adds company-wide rules that apply to everyone.
We make sure the contract and the policy don't contradict each other and that changes are legally sound.
Contents of a policy
Typical components: internet and email protocol, no-smoking policy, anti-harassment policy, privacy, sick-leave protocol, company car, travel expenses, working from home and social media.
Each component has legal limits; we draft them clearly and enforceably, without unnecessary restrictions.
Introduction and changes
A new policy or a change requires communication, an effective date and sometimes consent or employee participation. Mistakes in procedure make changes vulnerable to challenge.
We guide the introduction, works council advice where needed, and documentation so you face no discussion afterwards.
Sick-leave protocol
The sick-leave protocol aligns with the Gatekeeper Improvement Act: reporting, contact with the company doctor, sick-leave review meetings and reintegration. We align the policy with sick employee practice.
Managers get clear rules of the game; employees know what is expected of them.
Privacy and monitoring
Email, cameras, GPS and working from home touch on privacy and employee participation. GDPR and the works council's right of consent both come into play.
We draft clauses that work in practice and hold up under review.
Internet, social media and email
Use of business systems, social media and personal devices at work calls for clear rules. Discipline and dismissal after a violation depend on wording and enforcement.
We keep protocols up to date with recent case law on privacy and dismissal.
CAO and the policy
CAO provisions usually take precedence over the policy. We check whether company rules fit within CAO limits and advise on additional arrangements.
See CAO law for sector-wide rules and disputes.
Secondary conditions
Company car leasing, pension, holidays, reduced-hours schemes, home-working allowance and bonus schemes often belong in the policy or an annex. We structure documents so HR can maintain them without legal pitfalls.
Reviewing an existing policy
Outdated policies sometimes contain invalid clauses or conflict with new legislation (WAB, WWZ, working from home). We run a legal scan and deliver a proposal for changes.
Periodic review prevents you from relying, in a dispute, on wording that no longer holds up.
International and expat arrangements
International employees sometimes have expat arrangements, 30% ruling clauses or duplicate documentation. We align the policy with the contract and local practice.
Remote work and hybrid policy
Remote-work arrangements in the policy touch on working hours, allowances, equipment and safety. We keep them up to date with recent legislation and CAO agreements.
Discipline and sanctions
A violation of the policy can lead to a warning or dismissal. Enforcement must be consistent and documented; we advise HR on the steps to take.
Works council and the policy
Changing the policy can require works council advice or consent. We determine the category and prepare the works council documents.
Bonus, leasing and secondary benefits
Bonus schemes, company cars and allowances often belong in the policy or an annex. We structure them so changes are legally sound.
Our practice in real life
HR and management bring us in for a new policy, a conflict over company rules, or a works council conversation about changing employment conditions, often within a few working days of intake.
A practical first step
Do you want a tailored policy, a scan of your current arrangement, or help with its introduction? Get in touch via contact or call +31 10 249 24 44.
The employer perspective on working conditions
As an employer, you want predictable costs, manageable risks and documentation that holds up under inspection or in a dispute. We translate working conditions into concrete steps for HR, management and supervisors, with templates where that helps.
That prevents ad hoc decisions that are later challenged or lead to unnecessary proceedings.
The employee perspective on working conditions
As an employee, you want to know what you are entitled to and which steps make sense before you sign or start proceedings. We review documents, negotiate terms and guide proceedings when necessary.
Executives, professionals and skilled workers value our direct line and clear explanations, including in English.
Documentation and evidence
In working-conditions matters, email, minutes, contracts and arrangements all count, not just formal letters. We take stock of what the parties actually agreed and what burden of proof applies in negotiation or proceedings.
Strong documentation strengthens your position early in the process.
Works council, trade union and CAO
Collective rules via the works council, a trade union or CAO law can shape working conditions. We determine which procedures are mandatory and prepare advice requests or consent processes.
Mistakes in employee participation make decisions vulnerable to challenge later.
Negotiating vs litigating
Not every dispute over working conditions has to go to court. Mediation or targeted negotiation can be faster and cheaper; we give you honest advice on which route fits your goal and the relationships involved.
If proceedings are needed, we build a file that holds up before the subdistrict court or the UWV.
International and group context
International groups, holding structures and expats add secondment clauses, foreign entities and English-language contracts to the mix. We review working conditions in a group context and coordinate with foreign counsel where needed.
Due diligence and transactions
In an acquisition, merger or reorganisation, working conditions play a role in due diligence: which claims, which contracts and which staff risks come along? We flag issues early so the purchase price and warranties are correct.
Current developments and case law
Working conditions follow new legislation and case law. We keep advice and templates up to date with the current line, so you don't rely on outdated strategies that no longer hold up in 2026.
Working with HR and advisers
HR, payroll, tax advisers, occupational health services and company doctors are often involved in working-conditions matters. We coordinate legal steps with your internal team and external advisers, one consistent line, no conflicting advice.
First step on working conditions
Do you have a specific question about working conditions? Get in touch via contact or call +31 10 249 24 44. We discuss scope and planning transparently before we start, often the same working day if the matter is urgent.
See also Employment contract and CAO law for the broader framework.
Practical checklist for working conditions
For working-conditions matters, we start with facts, goal and deadlines. We take stock of documents, talk to HR or management, and set out a first route during the intake, whether negotiation, proceedings or compliance steps.
That way you know exactly what is on your plate for the coming week.
Fees and planning
We discuss scope and fees in advance. For working-conditions matters we often work on a project basis or hourly rate, transparent, with no surprises on the invoice afterwards.
Sørensen Advocaten in practice
Our practice shows that clients mainly seek help with concrete conflicts and looming deadlines. We combine speed with careful documentation, built on years of experience in labour and corporate law.
When do you need a lawyer?
When drafting or changing an employment conditions policy, a conflict over company rules, or when the contract and the policy no longer match up.
Our approach
Practical rules HR can use, legally reviewed and tailored to your sector and organisation.
Frequently asked questions
Does every company need a policy?
No, but many employers choose to have one; we advise on this.
Does the works council have a right of consent?
Sometimes, for certain arrangements; we determine the category.
Can employees object?
Yes, in the event of an invalid change or a procedural mistake.
How often should I update it?
After legislative or CAO changes; we flag these for you.
Do you also draft a job classification manual?
In collaboration with HR; our focus is on the legal framework.
Do you work with payroll providers?
Yes, we align with payroll administration.