Chain Rule for Fixed-Term Contracts in Zoetermeer

Chain Rule for Fixed-Term Contracts in Zoetermeer

In Zoetermeer, where many residents work for local IT companies or the Municipality of Zoetermeer, the **chain rule for fixed-term contracts** plays a crucial role in Dutch employment law. This legal provision limits the number of consecutive temporary positions to protect employees from prolonged job insecurity. After a maximum of three fixed-term contracts or two years of service, an open-ended employment contract automatically applies.

What Does the Chain Rule Mean for Zoetermeer?

The chain rule—sometimes called the 'succession rule'—determines how fixed-term employment agreements may follow one another. This is particularly relevant for Zoetermeer residents starting flexible roles with local employers, such as startups in the Stadtpark area or administrative positions at the municipality. It prevents employers from offering endless temporary contracts, providing stability for income and career planning.

The core principle: a maximum of **three consecutive fixed-term contracts within two years (24 months)**. Exceeding this limit automatically converts the contract to permanent. This applies to both direct and indirect follow-up contracts, with a gap of no more than six months between them. Longer breaks reset the count.

Legal Basis and Recent Changes

This rule is outlined in **Article 7:668a of the Dutch Civil Code (BW)**, Book 7: *'A fixed-term employment contract that has been entered into at most twice and has a duration of no more than two years shall be deemed an indefinite employment contract if the contract has not ended after two years.'*

Introduced under the **Wet Werk en Zekerheid (WWZ – Flexibility and Security Act) in 2015** and tightened by the **Wet Arbeidsmarkt in Balans (WAB – Labour Market Balance Act) in 2020**, the rule reduced the period from three to two years and the interruption limit from three to six months. This helps balance the flexible labour market in regions like Zoetermeer. For seasonal work, longer interruptions may apply. **Collective Labour Agreements (CAOs)** in local sectors—such as Zoetermeer’s IT companies—may deviate but only in ways that benefit the employee.

Practical Application for Zoetermeer Residents

**Example:** An IT specialist in Zoetermeer starts with a six-month contract at a local tech firm, followed by a nine-month extension and a twelve-month contract. Total: **27 months**—the third contract automatically becomes permanent. Breaks shorter than six months count as part of the chain, such as a three-month gap between assignments.

Employers in Zoetermeer must **provide written clarification** when starting a temporary contract about its impact on the chain. Rules for probationary periods and termination follow the WWZ. For uncertainties, residents can seek free advice from **Het Juridisch Loket Zoetermeer**.

Exceptions Specific to Zoetermeer

Not all fixed-term contracts fall under the chain rule. Exceptions include:

• CAO Provisions: In sectors like municipal services or local hospitality, a CAO may allow up to four contracts or four years—**as long as it benefits the employee**.
• Small Employers: For Zoetermeer SMEs with fewer than ten employees, the chain remains intact, but termination is more flexible under the WAB.
• Specific Sectors: Seasonal work in nearby parks or education in Zoetermeer may have CAO deviations.
• Replacement Contracts: Temporary contracts for sick leave do **not** count toward the chain.

Check your CAO and read our article on **[Fixed-Term Employment Contracts](/fixed-term-employment-contract)**. In case of disputes, you may proceed to the **Zoetermeer District Court**.

Practical Examples from Zoetermeer

Example 1: Chain Exceeded
An administrative employee at the Municipality of Zoetermeer signs three contracts in 2023: six, six, and nine months (total: **21 months**). The third extends into 2024 and automatically converts to permanent; the employer confirms this in writing.

Example 2: Breaking the Chain
A retail worker in Zoetermeer’s Stadshart has two contracts in 2023 (total: **18 months**), followed by a seven-month break. In 2024, a new temporary contract starts—the chain resets, allowing three more.

Example 3: CAO Exception
In the local construction sector (e.g., projects near **Forum Zoetermeer**), the CAO permits four contracts within three years for seasonal workers. A carpenter with three summer assignments does **not** receive a permanent contract after the third.

Rights and Obligations in Zoetermeer

Employee Rights:

• Automatic conversion to permanent upon exceeding the limit.
• No probationary period for the third contract.
• Transition payment if contracts exceed six months.

Employee Obligations:

• Fulfill contract terms and comply with notice periods.
• Clarify chain status in writing with the employer if unclear.

Employer Rights:

• Hire temporary staff for projects or seasonal work in Zoetermeer.
• Reset the chain with a break of **more than six months**.

Employer Obligations:

• Provide **written notice** of chain impact when offering a new contract.
• Comply with WWZ termination and transition rules.
• For guidance: Contact **Het Juridisch Loket Zoetermeer**.

Veelgestelde vragen

Wat is mijn retourrecht?

Bij online aankopen heb je 14 dagen retourrecht zonder opgaaf van reden, tenzij de wettelijke uitzonderingen gelden.

Hoe lang geldt de wettelijke garantie?

Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.

Kan ik rente eisen over schulden?

Ja, je kunt wettelijke rente eisen (momenteel ongeveer 8% per jaar) over het openstaande bedrag.

Wat kan ik doen tegen oneerlijke handelspraktijken?

Je kunt klacht indienen bij de consumentenbond, de overheid of naar de rechter gaan.

Wat is een kredietovereenkomst?

Een kredietovereenkomst regelt hoe je geld leent, wat de rente is, en hoe je dit terugbetaalt.