Probationary Period in Temporary Employment Contracts in Zoetermeer

In Zoetermeer, with its thriving economy in the fields of IT, logistics and local government, strict rules apply to the probationary period in temporary employment contracts. For contracts shorter than six months, a maximum of one month, and for longer durations two months, as laid down in Article 7:667a of the Dutch Civil Code. Exceeding this renders the probationary period void with retroactive effect. This often arises with temps at Zoetermeer companies such as CGI or logistics hubs near the station, or seasonal work in the nearby polders. The Staffing CAO or local sector CAOs, such as those for the Haaglanden region, may have deviating rules, but never longer than the statutory limit. A void probationary period prevents unilateral dismissal and triggers the chain arrangement: a maximum of three successive contracts within two years. Local staffing agencies in Zoetermeer regularly make mistakes here, for example with short-term assignments of two weeks for starters in Binckhorst-like zones, leading to claims at the subdistrict court in The Hague. Employees thus retain dismissal protection and seniority accrual. Advice for employers in Zoetermeer: correctly integrate the probationary period into the Staffing CAO and explicitly state it in the contract. Employees: check this upon commencement of employment with local firms. In disputes, file a request with the subdistrict court; this effectively protects flexible workers in the region. The Work and Security Act has sharpened these rules, with impact on the labour market in Zoetermeer. (218 words)