Employment law update Summer 2025: More security for flex workers, AI literacy of workers, and other (upcoming) amendments
Annemarie van Woudenberg and Ruud Olde
by Annemarie van Woudenberg and Ruud Olde
The first half of 2025 has seen important developments in Dutch employment law. From pay transparency and flexible work to AI obligations and self-employment, employers in the Netherlands face a shifting legal landscape. Employers with operations or employees in the Netherlands should take note of several key legislative initiatives, case law, and regulatory updates.
Minimum wage
As of 01 July 2025, the minimum wage increased by 2.42% to EUR 14.40 gross per hour for employees aged 21 and above.
Equal pay
The Dutch implementation of the EU Gender Pay Transparency Directive will be debated in the House of Representatives in the autumn of 2025, and will likely enter into force in 2026. Proposed changes include a ban on questions about salary history, mandatory transparency on pay gaps, and pay gap reporting obligations for larger organisations. Employers should start reviewing remuneration structures.
Flex work
The More Security for Flex Workers Act is currently under consideration by the House of Representatives. The Act proposes abolishing zero-hours contracts, changes to interval provision, stricter rules for temporary contracts, and stronger rights for agency workers. If passed, most measures will start in 2027.
Temporary agencies
The Provision of Personnel Admissions Act introduces mandatory admission for employment agencies. Criticism in the Senate, which has begun deliberations, makes its future uncertain, but political focus on protecting vulnerable workers remains strong.
AI literacy
Under the EU AI Act, employers must ensure that staff interacting with AI are “AI literate” from 02 February 2025 – meaning able to understand, use responsibly, and assess the risks of AI. Beyond compliance, the enforcement of this act is about trust and ethical business. Employers should provide employees with proper training.
Case law
A March 2025 ruling of the European Court of Justice may affect copyright ownership of works created by employees. Employers are advised to include explicit clauses assigning such rights.
Self-employment
The Dutch Supreme Court confirmed that “entrepreneurship” (multiple clients, investments, business profiles) carries equal weight in deciding whether someone is truly self-employed. The government’s draft Vbar Act was amended accordingly. At the same time, MPs have proposed a self-employment act with a two-step test to bring more clarity. Heated debate in the House of Representatives is expected this autumn.
Looking ahead
These developments reflect a broader trend: more protection for workers, more transparency for employers, and closer attention to technology’s impact on the workplace. Organisations active in the Netherlands should prepare now.
For more insights, including related blogs on these topics, please see the full article here.
GGI member firmPoelmann van den BroekNijmwegn, The NetherlandsT: +31 85 049 0900Law Firm Services, Tax
Annemarie van Woudenberg is Attorney-at-law, focused on Labour Law and Privacy. She likes to be challenged. HR managers, data protection officers, works councils and at board level, everyone relies on Annemarie's knowledge. Contact Annemarie van Woudenberg.
Ruud Olde is Attorney-at-law, specialised in Employment Law. Among others, he deals with co-determination and collective bargaining processes, reorganisations and individual dismissals. He also advises on terms and conditions of employment, working conditions, liability and contracts. Contact Ruud Olde.
Poelmann van den Broek is a leading law firm for entrepreneurs since 1976. We are driven to manage risks, prevent disputes and seize growth opportunities. We enhance the well-being of entrepreneurs and help them realise their ambitions by providing them with sharp legal advice.
