Employer's Development Obligation in Rijswijk
For employers in Rijswijk, the employer's development obligation is a legal requirement to promote employees' career development. This means they must provide information on training and courses, and facilitate participation. Since August 1, 2024, this is explicitly set out in law, specifically to keep Rijswijk residents employable on the local labor market.
What does the development obligation mean for employers in Rijswijk?
In Rijswijk, employers recognize that employees need to continuously build skills to remain competitive, for example at local businesses or the Municipality of Rijswijk. The obligation goes beyond goodwill: it is a binding rule that activates employers.
Specifically, employers in Rijswijk must:
- Hold an annual development discussion with the employee.
- Share overviews of training options both within and outside the company.
- Assist with suitable courses, unless this is unreasonable.
This obligation applies to all contracts, including temporary ones from six months onward – crucial for flex workers in Rijswijk.
Legal basis for Rijswijk
The employer's development obligation is enshrined in Article 7:611a of the Dutch Civil Code (DCC), introduced on August 1, 2024, via the Work and Mobility Scale Act (WAMS). This builds on the Work and Security Act and promotes lifelong learning, relevant to the Rijswijk economy.
Previously, reimbursements applied upon dismissal, but now the focus is on prevention during employment. The Supreme Court (ECLI:NL:HR:2020:1163) laid the foundation for training, now codified. Employees must also cooperate (Article 7:611a(3) DCC).
Rights and obligations in Rijswijk
Your rights as an employee in Rijswijk
- Annual discussion: You are entitled to at least one annual discussion on your growth.
- Training information: Your employer must inform you about affordable and free options.
- Support: Costs and time for reasonable training are covered, unless a study cost clause applies (see validity of study cost clauses).
- In case of non-compliance: Approach the subdistrict court at District Court Rijswijk; start with The Legal Counter Rijswijk for free advice.
Obligations of employer and employee
| Topic | Employer in Rijswijk | Employee |
|---|---|---|
| Development discussion | Schedule and document | Contribute actively |
| Information | Provide proactively | Express wishes |
| Training | Facilitate where reasonable | Select realistic options |
| Costs | Reimburse for job-related | Act cost-consciously |
Refusal is possible for irrelevant or excessively expensive training, such as not suited to the role in Rijswijk.
Practical examples from Rijswijk
Example 1: IT specialist at Rijswijk tech company
A programmer at a local IT firm wants to upskill in AI (€2,000 course). The employer facilitates this with leave, for better employability.
Example 2: Temp worker at Municipality of Rijswijk
A temporary employee (9 months) requests an HBO course. The employer holds a discussion, offers alternatives, and refuses if it does not fit.
Example 3: Dispute at local retailer
A sales assistant wants management training (€5,000). Upon refusal, she goes to District Court Rijswijk; the judge orders compliance due to career growth. See dismissal law.
These cases illustrate the balance in Rijswijk practice.
Link to study cost clauses in Rijswijk
The obligation limits study cost clauses: repayment upon departure must be reasonable (Article 7:611a DCC). Check validity of study cost clauses or consult The Legal Counter Rijswijk.
Frequently asked questions for Rijswijk
Must my Rijswijk employer always pay costs?
No, only for reasonable necessity related to the role or growth. Refusal must be motivated.
Does this apply to temporary workers in Rijswijk?
Yes, from six months; shorter contracts receive information.
What if my employer does not schedule a discussion?
Remind in writing and contact The Legal Counter Rijswijk; escalate to District Court Rijswijk if needed.