News item | 24-04-2026 | 13:30
In a future crisis situation such as failure of vital infrastructure, a pandemic or exceptional weather conditions, employers will have more options and support to retain as many staff as possible. This includes wage subsidies from the government, reduced wage payments and redeployment of employees. At the proposal of Minister Aartsen of Work and Participation, the Council of Ministers has approved the submission of the staff retention bill in the event of a crisis to the House of Representatives.
Minister Aartsen: “If we are confronted with large-scale power outages or a new pandemic in the future, for example, we must be able to act. It is then important that companies keep knowledge and expertise in-house. And employees can continue to work. This law will give companies the instruments to do that. This makes the Dutch economy more resilient and gives both employees and employers security in unforeseen situations.”
Main features of the bill
Companies that have at least 20% less work for 2 months can use the instruments in the staff retention bill in times of crisis. This is allowed for a maximum period of 6 months. For example, employers have the option to temporarily change the work of staff by having employees perform other suitable work. This way, employees can continue working as much as possible. Employers must continue to pay their staff in full.
Companies also have the option to pay their employees 10% less wages for the hours that cannot be worked due to the crisis. If an employer chooses this, he or she can then apply for a wage subsidy from UWV. The company will then receive a subsidy for 65% of the wage costs for the hours not worked. The employer pays the remaining wage costs (25%). In this way, the government, employer and employee contribute to getting through the crisis.
Criteria
The bill also provides that the Minister of Work and Participation can establish criteria in the event of a major crisis that will quickly make it clear which companies are affected. Consider the determination of postal codes after a flood or the designation of sectors that are affected by a sanction imposed by a foreign government. This means that UWV does not have to assess each application separately during a major crisis.
Labor market package
The bill is part of the broader labor market package and has been developed in consultation with employers and employee organizations. Together with the other bills in the package, this constitutes a reform for the labor market. The reform is based on, among other things, the SER Medium-term advice. The bill replaces the current Short-time Working Scheme. The lessons learned from the corona pandemic have been taken into account in its elaboration. If both Houses agree, the bill can enter into force on January 1, 2029.
