Chain Rule for Fixed-Term Contracts in Rijswijk

Chain Rule for Fixed-Term Contracts in Rijswijk

The chain rule for fixed-term contracts is a key regulation in Dutch employment law that limits the number of consecutive temporary positions, particularly relevant for employees in Rijswijk. It protects local residents from prolonged job insecurity, such as in temporary roles within government agencies or regional businesses. After three successive fixed-term contracts or two years of employment, the contract automatically converts into a permanent position.

What Does the Chain Rule Mean for Rijswijk?

In Rijswijk, with its many ministries and administrative jobs, the chain rule—also called the 'succession law'—regulates fixed-term employment contracts to prevent employers from indefinitely retaining workers in temporary roles. This ensures stability for families and the local economy. The rule allows a maximum of three fixed-term contracts within a 24-month period. Exceeding this limit automatically converts the contract into a permanent one, even if there is a break of up to six months between contracts.

For employees in Rijswijk, understanding this rule is crucial, especially in seasonal or project-based work near The Hague. In case of disputes, the Rijswijk District Court provides legal support.

Legal Basis and Amendments

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

Introduced under the Wet Werk en Zekerheid (WWZ, Employment and Security Act) in 2015 and tightened by the Wet Arbeidsmarkt in Balans (WAB, Labour Market in Balance Act) in 2020, the period was shortened from three to two years, with a six-month break allowed to reset the chain (longer for seasonal work). Collective Labour Agreements (CAOs) in sectors like the public sector in Rijswijk may offer more favourable terms, but never to the detriment of the employee. For questions on local applications, contact Het Juridisch Loket Rijswijk.

Application in Rijswijk Practice

Example: An administrative employee in Rijswijk starts with a six-month fixed-term contract at a ministry, followed by an eight-month and a ten-month contract, totaling 24 months. The third contract then becomes permanent, providing job security in the region’s stable labour market.

Breaks shorter than six months count as part of the same chain. For instance, a contract from January to July, followed by a three-month pause, and then from October to April forms a single chain. Employers in Rijswijk must explain in writing whether a new contract will break the chain, in compliance with WWZ rules on probation periods and termination.

Exceptions Specific to Rijswijk

Not all fixed-term contracts in Rijswijk fall under the standard chain rule. Key exceptions include:

• CAO Agreements: In Rijswijk’s public sector, a CAO may allow up to four contracts or four years of temporary work, provided it benefits the employee.
• Small Employers: Local SMEs with fewer than ten employees have more flexible termination rules under the WAB, but the chain rule still applies.
• Specific Sectors: Seasonal work in local hospitality or events near Rijswijk may have different terms under CAOs.
• Replacement Contracts: A temporary contract for a sick colleague at a Rijswijk institution does not count toward the chain.

Check your CAO via the Municipality of Rijswijk or sector organizations. For more on fixed-term contracts, see our article Fixed-Term Employment Contracts.

Practical Examples from Rijswijk

Example 1: Chain Exceeded
An IT specialist in Rijswijk signs three contracts in 2023: seven months, five months, and twelve months (totaling 24 months). The last contract automatically becomes permanent, with the employer confirming this in writing.

Example 2: Chain Broken
A retail employee in Rijswijk’s city centre works two contracts in 2023 (totaling 20 months), followed by a seven-month break. In 2024, a new chain begins with up to three possible temporary roles.

Example 3: CAO Exception
In Rijswijk’s construction sector, the CAO allows seasonal workers up to four contracts within three years. A contractor with summer assignments does not receive a permanent contract after the third.

Rights and Obligations in Rijswijk

Employee Rights:

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

Employee Obligations:

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

Employer Rights:

• Hire temporary staff for projects or seasonal work in Rijswijk.
• Reset the chain with a longer break.

Employer Obligations:

• Inform employees in writing about the chain’s impact on new contracts.
• Provide transparency on local labour rules via Het Juridisch Loket Rijswijk.

For personalized advice in Rijswijk, visit Het Juridisch Loket Rijswijk or the Rijswijk District Court in case of disputes.

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.