Chain Rule for Fixed-Term Contracts in The Hague
The chain rule for fixed-term contracts is a key regulation in Dutch employment law that limits the number of consecutive temporary positions. For residents of The Hague—where many work in government or international organizations—this rule reduces job market uncertainty. After a maximum of three fixed-term contracts or two years of employment, you automatically transition to a permanent contract, unless otherwise specified.
What Does the Chain Rule Mean for Hague Employees?
In The Hague, with its focus on diplomacy and governance, the chain rule is essential to protect workers from endless temporary appointments. This regulation—sometimes called the *succession law*—limits consecutive fixed-term contracts to three within 24 months. Exceeding this threshold results in an indefinite employment agreement. Contracts that follow closely, with a gap of no more than six months, count as a single chain, preventing employers—such as the Municipality of The Hague—from keeping workers in uncertainty.
For advice on your situation, you can contact the Legal Helpdesk The Hague, which offers free assistance to local residents.
Legal Basis
The chain rule is outlined in Article 7:668a of Book 7 of the Dutch Civil Code. It states that a fixed-term agreement renewed twice and lasting no longer than two years automatically converts to a permanent contract if the two-year period expires without termination. Introduced in 2015 via the Work and Security Act (WWZ) and tightened in 2020 with the Balanced Labour Market Act (WAB), this reduced the period from three to two years and the interruption period from three to six months. This better balances flexibility in regions like The Hague.
Note: A break of more than six months resets the count—except for seasonal work. Collective labor agreements (CAOs), such as those in the Hague public sector, may offer more favorable terms but never to the worker’s disadvantage.
Practical Application in The Hague
For example, if you work for a Hague institution with a first fixed-term contract of six months, followed by an eight-month and a ten-month contract, you reach the 24-month limit. The third contract then converts to a permanent position. In The Hague’s project-based roles—such as at courts or ministries—short interruptions (under six months) count as continuity.
Employers must indicate at the start of a contract whether it continues the chain. In case of disputes, you can turn to the District Court of The Hague for legal support.
Exceptions for The Hague
Some fixed-term roles fall outside the standard chain rule:
- CAO Provisions: In The Hague, CAOs—for example, for municipal employees—may allow up to four contracts or four years if it benefits the worker.
- Small Employers: Businesses with fewer than ten employees in The Hague’s city center have more flexible termination rules under the WAB, but the chain limit remains.
- Sector-Specific: In industries like hospitality near the Binnenhof or education in The Hague, CAOs may extend seasonal contracts.
- Substitute Work: A temporary contract for a sick colleague at a local NGO does not count toward the chain.
Check your CAO or contact the Legal Helpdesk The Hague for sector-specific advice. Learn more about fixed-term contracts in our article Fixed-Term Employment Contracts.
Practical Examples from The Hague
Example 1: Chain Exceeded
An administrative employee at the Municipality of The Hague signs three contracts in 2023: five months, seven months, and twelve months (totaling 24 months). The last contract automatically converts to permanent; the employer confirms this in writing.
Example 2: Chain Interrupted
A security officer at a Hague embassy has two contracts in 2023 (totaling 20 months), followed by a seven-month break. In 2024, a new fixed-term contract begins, resetting the chain.
Example 3: CAO Exception
In The Hague’s healthcare sector, the CAO allows up to three years of seasonal work. A nurse with two short summer contracts retains flexibility without transitioning to permanent status.
Rights and Obligations in The Hague
Employee Rights:
- Automatic conversion to permanent status after the limit.
- No trial period for the third contract.
- Transition payment if contracts exceed six months.
Employee Obligations:
- Fulfill contract terms and deadlines.
- Clarify chain status in writing if unclear.
Employer Rights:
- Hire temporary staff for projects, such as Hague events.
- Reset the chain with a long break.
Employer Obligations:
- Inform employees in writing about chain status for new contracts.
- Provide transparency on conversion to permanent work.
- For local support: consult the District Court of The Hague in case of conflicts.
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.