News item | 26-09-2025 | 15:45
In crisis situations such as wars, pandemies or exceptional weather conditions, the government wants to prevent employers from getting into trouble and employees lose their jobs. In such unforeseeable situations, companies can temporarily have less work. With the new personnel conservation Act at Crisis (WPC), employers are supported to retain as many employees as possible in times of crisis. The Council of Ministers has agreed to send the bill to the Council of State.
Minister of Social Affairs and Employment: “If a crisis strikes, such as a war or pandemic, companies must be able to act. With this law, employers get opportunities to maintain jobs and keep companies going. This is how we help employers, employees and the economy ahead.”
Main lines bill
In crisis situations, in which there is at least 20% less work over a period of 2 months, companies can use the instruments from the Personnel Maintenance bill in the event of a crisis for a maximum of 6 months. The instruments include reassignment or reduced continued payment and wage subsidy.
When relocating, a company can temporarily unilaterally change the work of the staff by having their employees perform other suitable work. This way, employees can continue to work as much as possible. Employers must continue to pay their staff 100%.
Employers also have the option to pay their employees 10% less wages over the hours that the crisis cannot work. If an employer chooses for this, it can then also apply for a wage subsidy from UWV. The company then receives a subsidy for 65% of the wage costs over the non-worked hours. The employer pays the remaining wage costs (25%). For example, the government, employer and employee contribute to coming through the crisis.
Adjustments to improve feasibility
The bill is part of the wider package with reforms for the labor market and has been worked out in consultation with employers ‘and employees’ organizations. On the basis of, among other things, the results of the internet consultation and the implementation tests, adjustments have been made to improve the feasibility of the bill.
For example, it has been decided that the Minister of Social Affairs and Employment can establish a number of criteria in the event of a major crisis, so that it quickly becomes clear which companies are at least affected by a crisis. For example, it is thought of determining zip codes after a flood. As a result, during a major crisis, UWV does not have to test individually at each company or it is affected by the crisis and can handle requesting in time.
In addition, an employer can appeal directly to the administrative court in this bill after a decision of UWV on the application. So you don’t have to object to UWV first. This adjustment should also provide clarity in crisis time in times of crisis.
Nothing changes for employees: employee participation has a role before the employer can submit an application for the use of the instruments from the bill. Employees can go to the subdistrict court judge if they do not agree with relocation or less wages. For example, the interests of employers and employees are guaranteed and there is legal protection.