Be alert with a flexible contract

April 30, 2020

In today's labor market, the number of people on permanent contracts continues to decline. There are more and more flex workers and that has advantages and disadvantages. The Netherlands is quite unique when it comes to this increase in the number of flex contracts. One in four workers has a flex contract. By flex contracts we think of on-call workers, temporary workers, self-employed workers and workers on temporary contracts.

Flexible human resources

The Dutch business model has changed in recent decades. Employers are giving fewer permanent contracts. Entrepreneurs in the construction industry, for example, can use flex workers to respond more easily to projects and deploy employees when and where needed. In the tourism and recreation industry, people are increasingly dealing with peak times. Small business start-ups also run less risk at the working with flexible workers.

Legal danger looms

However, the employer is quite often at legal risk when giving temporary contracts. SMEs in particular need to stay alert. They often lack a well-equipped human resources (HR) department that actively monitors the workforce. In the delusion of the day, employees with 0-hour contracts are often frequently deployed on the shop floor. However, if you deploy such an employee on a structural basis during a year, you should offer the on-call employee an employment contract based on the average number of hours worked per month in the previous year.

Another example is an employee who has already had 3 temporary contacts within 3 years. Would you continue to use this employee then you must offer him or her a permanent contract. And does your employee during the second or subsequent contract that lasts longer than 3 years simply continues for you? Then he automatically gets a permanent contract. 

Being a good employer

What is also becoming increasingly important these days is employee retention. Whether it's permanent employees or flex workers. In a labor market where labor is scarce, you want to not that you have good employees leaving you for a job elsewhere. So once again, it is time for good employment practice. Don't give employees (too) small contracts over and over again; that creates a lot of uncertainty. It also ties employees to your company less emotionally. Offer and compensate for flex workers training opportunities as well. And also consider them at handing out Christmas hampers and year-end bonuses.

Back office support offers help with good employment practices

Do you like working with a flexible workforce because your business operations simply require it? Then why not use the back office support From Payoffice B.V. We can offer your temporary employees, on your behalf, good employment practices. The nice thing about that is that you keep full control over it, but don't have to worry about it. We are aware of all laws and regulations, so that you can do not encounter any surprises at concluding and continuing (temporary) contracts. Moreover, our HR department is your point of inquiry when it comes to your flex workers.

We work with an advanced and for our customized ICT platform, which provides optimal support to both us, but also to you and your flex workers. It also makes our services very affordable. We therefore offer a best-price guarantee. Nowhere will you find a higher quality back office support like that of Payoffice, for a lower price.

We at backoffice employment agency Payoffice would be happy to tell you more about the benefits of our services. Please feel free to contact us without any obligation. You can do so by phone (office hours): 040 3038500 or by e-mail: info@payoffice.nl