Coronavirus: The new normal legally speaking
2020-12-15 | By GMW
So much has changed in our day-to-day lives since “corona” became part of our vocabulary that it’s easy to believe that everything is different. So has this crisis fundamentally changed your legal rights in the Netherlands? The experts from GMW lawyers summarise what you need to know.
The more things change…
The more they stay the same. You’ll be pleased to know that the crisis has not greatly changed your overall rights or your (strong) protection under Dutch law.
What has changed is some of the detail surrounding how those rights are exercised.
The Dutch courts have continued to function and are still accepting applications for divorce, the division of assets, disputes related to the children, child- and spousal maintenance, etc. The result of the crisis may be that the previously established contribution can no longer be paid. The crisis has not automatically changed existing maintenance obligations or agreements. Changes must still be negotiated and agreed. If the parties cannot reach a settlement, the court can rule.
Evictions were postponed during the crisis (except for extreme cases) and tenants and landlords enjoyed a temporary option to extend a fixed-term lease without it becoming an indefinite lease (now expired). Overall, the corona crisis has not changed landlord, tenant or owner rights and obligations.
The emergency bridging funding (NOW 1 and NOW 2) helped businesses pay wage costs and avoid reorganisation. From 1 October, the terms of the subsidy under NOW 3 will change, and companies would do well to reconsider their future viability. There are several legal options to avoid bankruptcy, from refinancing to reorganisation and creditor agreements.
The IND has continued to process applications and renewals, and has shown more understanding for internationals whose residence is affected by travel restrictions–however the terms of residence are unchanged.
The employer’s duty of care now includes corona-rules, which leads to (many) new workplace policies and processes. Some of these must be reflected in the employment conditions and contracts.
Also in 2020, changes to employment law (Wet arbeidsmarkt in balans or WAB) meant a ninth ground for dismissal, transition allowance from the first day, and an increased maximum of three consecutive fixed-term contracts.
The Dutch system for supplemental employer-provided pension plans will be fundamentally reformed in the coming years. Legislation, including consequences for the employment relationship, will be presented before the end of this year. Due to the WAB, payroll and on-call employees now enjoy equalised terms of employment. From 1 January 2021, this will further include an adequate pension.
We can work it out
If you need legal advice, the team at GMW lawyers is here to help you: in person, by phone at 070 361 5048, via Skype, or through this website