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Rutgers & Posch advised Colbe, a Netherlands-based occupational health and employability services group backed by Parcom, on the acquisition of Staatvandienst, Staatvandienst AD and Moedigh from SOM Werkt. The acquired companies operate in the employability services sector, providing re-integration, outplacement, occupational expert services and recruitment services. The Rutgers & Posch team consisted of Matthijs van den Broek, Manouk van Riele, Hanna Steensma, Daan te Pas, Inge de Laat,…

At first glance, the payment of vacation hours seems like a simple matter of final settlement, but in practice, things often go wrong. Employers must not only determine how many vacation hours remain outstanding, but also what type of hours they are and at what rate they should be paid out. The basic principle here is that vacation is intended to be actually taken. Therefore, payment is not…

The aim of this draft bill is to make small and medium-sized employers more agile by providing earlier clarity on how long they must keep a sick employee’s own position available. This would allow them to proceed with replacement sooner. Below we discuss the key elements of the draft bill, preceded by a brief explanation of the current system. Current system Under the current system, if an employee…

On 13 January 2026, the Government Commissioner for the pension transition published her fourth progress report. The conclusion is starker than before: the transition of insured pension arrangements is approaching the critical path. The ultimate transition deadline of 1 January 2028 remains in place — but for employers with a pension arrangement held with an insurer or premium pension institution (PPI), delay is no longer an option. The…

On 7 June 2023, Directive 2023/970 on strengthening the application of the principle of equal pay for men and women for equal or work of equal value—through pay transparency and enforcement mechanisms (the Pay Transparency Directive)—entered into force. In short, the Directive introduces the following obligations for employers:i) obligations to ensure equal pay for work of equal value;ii) pay transparency requirements;iii) reporting obligations and mandatory pay assessments regarding…

Previous newsletters (read here) have frequently focused on developments relating to the legislative proposals for the Act on Clarification of the Assessment of Employment Relationships and Legal Presumption (Wet VBAR) and the Self-Employed Persons Act (Zelfstandigenwet), which are intended to provide greater certainty regarding the classification of self-employed persons. The recently appointed Minister of Employment and Participation, Mr Aartsen, recently announced (read more) that a large part of the…