Update for employers and employees: what has changed from the 1st of July 2025?
The summer of 2025 brings important employment law changes that affect both employers and employees. From the 1st of July 2025, new rules and perceptions will apply that may affect terms and conditions of employment, personnel policies and payroll.
Since these changes have already taken effect, we have listed the main points of interest for you. This way, you as an employer can check whether everything has been implemented correctly, and employees can see how their situation is affected.
Do you have any questions or doubts about how the new rules apply and what this means for you in practice? Feel free to contact us — we are happy to help you find the best approach.
Expired statutory holidays from 2024
From the 1st of July 2025, statutory holidays accrued in 2024 will expire (Want to know more about expired holidays? Then read the following blog: Expired holidays (?) – Wieringa Advocaten). For this to apply, the employee must have been aware of the outstanding balance, had the opportunity to take the holidays, and known that the days would expire as of 1 July 2025 if not used. As an employer, it is therefore important to keep accurate records of employees’ holiday balances and to inform them in a timely manner.
Increase in legal minimum wage from 1 July 2025
From the 1st of July 2025, the gross minimum hourly wage will go up from €14.06 to €14.40. Employees under the age of 21 will also receive a higher minimum wage (Amounts minimum wage 2025 | Minimum wage | Rijksoverheid.nl). Employers are obliged to adjust salaries on time. Late payment can lead to legal and financial risks – so be on time with this.
Collective wage increases: what does it mean for you?
Many collective agreements provide for wage increases starting from 1 July. Does your industry have a collective agreement? If so, employers will likely need to raise wages. Keep in mind that late payments can have legal and financial consequences, so please stay alert. (Want to know more about collective agreements? Then read the following blog: Labour law in NL: Collective bargaining agreements (CAOs) – Wieringa Advocaten).
Employers with 100 or more employees have been required to report on their staff’s commuting and business travel since the 1st of July 2024. (Want to know more about the reporting obligation? Then read the following blog: CO2 reporting employee travel mandatory from July 2024). This involves recording how employees travel (bicycle, car, public transport) and how many kilometres are travelled per mode of transport. These data had to be submitted to RVO.nl by the end of June 2025. Enforcement can take place from the 1st of July 2025.
Extension of scheme for victims of occupational diseases
From the 1st of July 2025, the TSB (Substance-Related Occupational Disease Benefit) scheme will be further expanded. Workers who have fallen ill due to exposure to certain hazardous substances can receive a one-time financial allowance from the government through this scheme. This allowance compensates for the loss of healthy life years and will amount to €25,679 in 2025.
If an employee has also received compensation from their employer or client, this amount will be deducted from the allowance.
While the scheme previously covered lung cancer from asbestos (mesothelioma), among others, three new occupational diseases will be added from the 1st of July 2025:
- Silica lung cancer caused by inhalation of respirable crystalline silica;
- Silicosis, an incurable lung disease due to inflammatory reactions after exposure to silica;
- Nasal and sinus cancer due to wood dust, caused by inhalation of wood dust, for example during woodworking.