Our workshops and current events

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In order to keep our clients up to date, we regularly organize employment law workshops on the latest news and/or changes in the law. We do this for HR managers, personnel consultants and regular clients. We also organize these inspirational sessions on request, tailored to your individual needs, and also meet our clients at their offices for a lunch session or working breakfast, for example. These sessions will often be for smaller groups about a subject that is particularly relevant to the client. Please contact us, without obligation, to discuss the possibilities for your organization.

We also regularly publish newsletters about developments in employment law. Most of them are available on the Dutch website.

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Can an employer require from his employees to wear a face mask?29-10-2020

The Dutch government urgently advises to wear a face mask in public indoor spaces. There is no legal obligation (yet) to wear a face mask, but many employers are considering to introduce a face mask obligation into the workplace. What about from an employment law perspective?

Work instructions

Employers have the so-called right of instruction which means that they may impose rules on their employees in order to facilitate good order within the company. These work instructions or regulations must be reasonable. The mandatory wearing of a face mask at work, where  employees and/or other people move around in an indoor space, can be seen as reasonable in the current circumstances. After all, an employer must provide a safe workplace. The governmental advice underlines the reasonableness of such an instruction.

The policy to be pursued by the employer, including any sanctions that may apply if employees do not comply with the rules, must be clearly communicated to the employees in advance.

Medical objections

It may be the case that certain employees within the company cannot wear a face mask or at least not for a long time for medical reasons (such as asthma, COPD or other respiratory complaints). The employer must then take other appropriate measures in consultation with the employee concerned, possibly after advice from the company doctor.


The works council or (in the absence of a works council) the staff representation have a right of consent with regard to the obligation of wearing of a face mask: after all, this concerns a regulation with regard to the working conditions within the meaning of Article 27 paragraph 1 sub d of the Dutch Works Councils Act.


If the employer has instituted the obligation to wear the face mask on the work floor, it comes for the employer’s account to provide the masks and to bear the costs.

If you have questions about face masks at work, or other measures related to the consequences of Covid-19 at work, please feel free to contact Van Bladel advocaten at: 030- 220 31 11 or mail to


Hanneke Klinckhamers

07-07-2021Unions and employers agreement on labor market reform

On June 1st, 2021 the social partners have reached an agreement in principle on labor market reform and work regulation. The agreement is part of an advice from the Social and Economic Council (SER). The agreement is an attempt to influence the formation talks about a new Dutch government. In this blog you can read about the main points, including the limitation of flexible work by prohibiting zero-hours contracts, temporary employment contracts of a maximum of three years and the position of self-employed persons.

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29-10-2020What employers need to know about working from home

As a result of the coronavirus, a large part of the employees has been working from home for more than six months. Now that the number of infections is increasing again, it seems that this will last for a longer period. This blog covers a number of employment law aspects of long-term work from home, such as health and safety rules, the employee’s freedom of choice with regard to working from home, the monitoring of the work by the employer and the reimbursement of (additional) costs. Finally, attention is paid to the phenomenon of ‘home working arrangement’, because we notice that many employers consider to introduce such arrangement.

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