Annual contract notice - what are your rights in the event of dismissal?

When you have an annual contract, it is important to know what rules apply to the notice period. Both you and your employer have obligations, depending on the agreements in the contract and the length of your employment. In this guide, we clearly explain what the notice period for an annual contract means and what your rights are if your contract is not renewed or terminated prematurely.

What exactly does an annual contract mean?

An annual contract is a fixed-term employment contract. This means that the contract ends automatically on the agreed end date. In principle, your employer therefore does not have to give notice, because the contract will end automatically. However, the employer must let us know in time whether the contract is renewed — this is called the notice period.
If he does this too late, you are entitled to compensation in the amount of days he was late.

When does an annual contract have a notice period?

An employer usually does not have to give notice in the case of an annual contract, unless the contract includes a interim notice clause is included. This clause states that the contract may also be terminated before the end date. Is this not in your contract? Then your employer cannot simply terminate the contract. In that case, it will automatically continue until the agreed end date.

If the clause is there, a one month's notice. The longer you are employed, the longer the notice period can be. Sometimes agreements about this are included in the collective labor agreement, so that the period may be shorter or longer.

What if my annual contract is not renewed?

When your contract expires after one year, that is not a legal dismissal, but a termination by operation of law. In practice, however, it boils down to the same thing: your job stops, and you have to look for new work.
In that case, many employers offer guidance in the form of outplacement. This is a process where you get professional support to find a new job, improve your resume and apply with confidence.

One outplacement process helps employees not only move forward practically, but also mentally: it offers structure, guidance and guidance in a period of uncertainty. Especially after an annual contract that is not renewed, such a process can help you get back to work faster.

What if my employer wants to terminate my annual contract prematurely?

Premature termination of an annual contract is only allowed if explicitly agreed in the contract. Without that agreement, the employer cannot terminate the contract earlier, not even with the permission of the UWV or the subdistrict court.
If he does, the dismissal is unlawful and you can claim compensation or reinstatement of employment.

If your employer did include an interim notice clause, he must respect the notice period. In most cases, this is one month, but it may be longer depending on the number of years you have been employed.

Notice period during illness or reintegration

Are you ill and is your annual contract ending? Then the employer may simply terminate the contract, but he must report you ill from employment to the UWV. You can then qualify for a sickness benefit.
In some situations, one starts second track reintegration — a process where professional guidance helps you find suitable work with another employer. This way, your chances of getting a job remain high, even if it is not possible to return to your own company.

In principle, the employer may not dismiss you in the meantime during illness. The so-called termination ban in the event of illness protects employees in the first two years of illness.

Can I cancel my annual contract myself?

You can also terminate an annual contract, but only if an interim notice clause is included. In this case, a notice period of one month usually applies. Without this clause, you cannot simply cancel. If you do that anyway, the employer can claim compensation for the damage he suffers as a result.

Are you thinking about resigning yourself, for example because you found another job? Then guidance can be provided via outplacement or career coaching help you make a smooth transition.

Conclusion

At a annual contract the notice period depends on the agreements in the contract and the legal rules. In most cases, the contract simply expires on the agreed end date, without notice. However, the employer is obliged to let us know in good time whether the contract will be extended.

Are you facing the end of your annual contract? Then it's good to know that you're not alone. Via outplacement or a reintegration of the second track process you can work on your next step in a focused way — with professional support and personal guidance.

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