Employment contract
drawn up for you.
Always correct.

No end date. Notice follows a statutory scale, the same for blue- and white-collar workers: 8 weeks after 1 year's seniority, 15 weeks after 4 years, then 3 more weeks per commenced year (less from 20 years). For contracts starting from 1 June 2026, notice is capped at 52 weeks. Verbal agreements are technically valid but always cause problems in disputes.

Must be in writing, signed before the start date. Max. 4 successive contracts of at least 3 months, together no more than 2 years (3 years with the inspectorate's approval, with contracts of at least 6 months). Beyond that: the court reclassifies the contract as open-ended, with all corresponding notice indemnities.

Exact schedule set out in writing. Variable schedule: each week or change must be communicated in writing 7 working days in advance (a sectoral collective agreement can reduce this to no less than 3). Schedule missing or vague? The employee is presumed full-time unless you prove otherwise. You risk the wage difference for the entire contract duration.

NSSO solidarity contribution of 5.42% (employer) + 2.71% (student) instead of the regular contributions (13.07% employee plus the employer contribution). Valid up to a maximum of 650 hours per calendar year, across all employers. After 650 hours, the student falls fully under the normal NSSO regime. The employer repays the difference to the NSSO.

Employee must be active elsewhere at least 4/5 or be retired. No NSSO contributions for the employee; the employer pays a special contribution of 28%. Each individual performance must be declared separately. No valid framework agreement or performance declaration: the NSSO applies standard rates retroactively.