{"id":8961,"date":"2026-03-23T11:41:27","date_gmt":"2026-03-23T11:41:27","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=8961"},"modified":"2026-04-07T11:01:45","modified_gmt":"2026-04-07T11:01:45","slug":"qa-arbeidsrecht-in-een-bedrijfscontext","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/nl\/inzichten\/qa-arbeidsrecht-in-een-bedrijfscontext\/","title":{"rendered":"V&amp;A: Arbeidsrecht in een bedrijfscontext\u00a0"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong>Q. Wat moet er volgens de Engelse wet in een arbeidscontract staan?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Onder de <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/employment-rights-act-2025-a-practical-guide-for-employers\/\">Werkgelegenheid<\/a> Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could be provided within two months of starting work; since <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/hervormingen-van-het-britse-vennootschapsrecht-vanaf-april-2026-wat-bedrijven-en-bestuurders-moeten-weten\/\">April<\/a> 2020 it must be given on day one.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De schriftelijke verklaring moet minimaal het volgende bevatten&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De namen van de werkgever en de werknemer.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De datum waarop het dienstverband begon en (indien anders) de datum waarop het ononderbroken dienstverband begon.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Het loontarief en het looninterval.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Werktijden, inclusief dagen van de week en of uren kunnen vari\u00ebren.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/holiday-pay-irregular-hours-and-record-keeping-a-practical-guide-for-employers\/\">Holiday<\/a> entitlement (including public holidays) and holiday pay.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De <a href=\"https:\/\/rfblegal.co.uk\/nl\/locatie\/\">locatie<\/a> or locations of work.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De functietitel of een korte beschrijving van het werk.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Opzegtermijnen.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Probationary period <a href=\"https:\/\/rfblegal.co.uk\/nl\/klantgegevens\/\">conditions<\/a> (if any).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ziekteverlof en recht op loon.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Alle andere voordelen (inclusief niet-contractuele voordelen).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether the employee <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/kan-een-testament-mijn-eerdere-overeenkomsten-annuleren\/\">zal<\/a> work outside the UK for more than one month, and if so on what terms.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/nl\/oude-startpagina\/edentran\/\">Details<\/a> of any training the employer requires the employee to complete.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Voor <a href=\"https:\/\/rfblegal.co.uk\/nl\/tag\/senior-partner\/\">senior<\/a> employees, the service <a href=\"https:\/\/rfblegal.co.uk\/nl\/kennisbasis\/heb-ik-een-aandeelhoudersovereenkomst-nodig\/\">agreement<\/a> will typically go&nbsp;considerably further&nbsp;\u2014 covering bonus entitlements, share option rights, garden leave provisions, post-termination restrictions, <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/commerciele-geschillen\/auteursrecht-media-en-ip\/\">intellectual property<\/a> assignment, and disciplinary and grievance procedures.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Wat is tuinverlof en hoe werkt het?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Garden leave is a contractual arrangement by which an employer, having given notice to (or received notice from) an employee, requires the employee to remain at home during their notice period rather than attending work. The employee&nbsp;remains&nbsp;employed and continues to receive full pay and benefits during the garden leave&nbsp;period, but&nbsp;is not&nbsp;required&nbsp;to perform their <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/plichten-van-bestuurders-wat-zijn-ze-en-wat-gebeurt-er-als-u-ze-niet-nakomt\/\">duties<\/a> and is typically prohibited from working for a competitor.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Garden leave serves several <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/geschillen-inzake-onroerend-goed\/zakelijke-gebruikers\/\">commercieel<\/a> purposes for employers:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Het verhindert de werknemer om toegang te krijgen tot huidige klantenrelaties, vertrouwelijke informatie en commerci\u00eble inlichtingen tijdens de opzegtermijn.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It allows client relationships to naturally &#8216;go cold&#8217; and to be transferred to other <a href=\"https:\/\/rfblegal.co.uk\/nl\/tag\/team-dj-procesvoering\/\">team<\/a> members.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Het fungeert als een brug tussen het dienstverband en het begin van eventuele beperkingen na be\u00ebindiging van het dienstverband - de tijd die wordt besteed aan tuinverlof telt over het algemeen mee voor de duur van de afspraken na be\u00ebindiging van het dienstverband.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To be effective, garden leave must be expressly provided for in the employment contract. An employee who has not been given a contractual <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/het-voorkeursrecht-belangrijke-inzichten-voor-verhuurders-en-huurders\/\">right<\/a> to be placed on garden leave cannot&nbsp;generally be&nbsp;kept at home on full pay without their consent \u2014 unless the employer is willing to accept the risk of a <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/constructief-ontslag\/\">constructive dismissal<\/a> claim.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het is belangrijk dat rechtbanken rekening houden met de periode van tuinverlof die al is verstreken bij het beoordelen van de redelijkheid van beperkingen na be\u00ebindiging van de arbeidsovereenkomst. Een volledig vervulde verlofperiode van zes maanden voordat een niet-concurrentiebeding van zes maanden ingaat, kan ertoe leiden dat het niet-concurrentiebeding langer wordt geacht dan redelijkerwijs noodzakelijk is in de omstandigheden.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Wat is TUPE en wanneer is het van toepassing?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/werk-bedrijf\/tupe-en-zakelijke-verkoop\/\">TUPE<\/a> \u2014 the <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/tupe-regelgeving-en-arbeidsoverdracht\/\">Transfer of Undertakings<\/a> (Protection of Employment) Regulations 2006 \u2014 is the legislation that protects employees&#8217; rights when the <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/vragen-en-antwoorden-over-zakelijke-contracten\/\">business<\/a> or undertaking in which they work is transferred to a new employer. TUPE applies in two principal scenarios:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Zakelijke overdrachten -&nbsp;<\/strong>where a business or part of a business (an &#8216;economic entity&#8217;) is transferred from one employer to <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/weer-een-succesvol-kantoor-voor-studentenregistratie\/\">another<\/a> as a going concern. This typically covers an asset sale where the business continues as before under new ownership.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Veranderingen in dienstverlening -&nbsp;<\/strong>where activities that were previously carried out in-house are outsourced to a contractor, where an outsourced service is re-tendered and a new contractor <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/deniz-oguzkanli-wordt-senior-partner-bij-rfb\/\">takes<\/a> over, or where an outsourced service is brought back in-house.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When TUPE applies, the employees who are assigned to the transferring business or activity automatically transfer to the new employer on their existing terms and conditions. The new employer inherits the employees and all associated rights and liabilities, including outstanding employment <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/claims-wegens-wanprestatie-een-gids-voor-particuliere-verhuurders-van-woningen\/\">claims<\/a>. Any dismissal connected with the TUPE transfer is automatically unfair unless it is for an &#8216;economic, technical or organisational&#8217; (ETO) reason entailing changes in the workforce.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the context of a share purchase, TUPE&nbsp;generally does&nbsp;not apply \u2014 because the company (and therefore the employer)&nbsp;remains&nbsp;the same; only the <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/aandeelhoudersovereenkomsten\/\">shareholders<\/a> change. However, in an asset sale or in a business <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/werk-bedrijf\/afvloeiing-en-herstructurering\/\">restructuring<\/a> following acquisition, TUPE analysis is essential and should be undertaken before any decision is made <a href=\"https:\/\/rfblegal.co.uk\/nl\/over-ons\/\">about<\/a> post-transaction staffing.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Wat is een vaststellingsovereenkomst en wanneer moet een werknemer er een ondertekenen?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/rfblegal.co.uk\/nl\/kennisbasis\/vestiging-in-het-verenigd-koninkrijk\/\">settlement<\/a> agreement (previously called a compromise agreement) is a <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/een-gids-voor-een-afdwingbaar-contract-hoe-u-ervoor-zorgt-dat-uw-zakelijk-contract-juridisch-bindend-is\/\">legally binding<\/a> contract between an employer and an employee by which the employee agrees to waive some or&nbsp;all of&nbsp;their legal claims against the employer in exchange for a financial payment and (usually) an agreed reference. Settlement <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/qa-share-purchase-agreements\/\">agreements<\/a> are&nbsp;most commonly used&nbsp;to resolve or avoid <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/\">employment disputes<\/a> \u2014 most&nbsp;frequently&nbsp;in the context of a <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/redundantie\/\">redundancy<\/a>, a <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/ondernemingsrecht\/werk-bedrijf\/personeelsbeheer\/\">performance management<\/a> process, or a negotiated exit.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For a <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/schikkingsovereenkomsten-en-onderhandelingen-zonder-vooroordelen\/\">settlement agreement<\/a> to be legally valid and to effectively compromise the employee&#8217;s <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/wettelijk-overlastadvies-voor-verhuurders-en-beheerders\/\">statutory<\/a> claims, it must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Schriftelijk zijn.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Relate to specific <a href=\"https:\/\/rfblegal.co.uk\/nl\/klachten\/\">complaints<\/a> or proceedings.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De werknemer moet onafhankelijk juridisch advies hebben gekregen van een gekwalificeerd adviseur (meestal een advocaat) over de voorwaarden en effecten van de overeenkomst.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>De adviseur moet in de overeenkomst worden genoemd en moet een lopende beroepsaansprakelijkheidsverzekering hebben.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The requirement for independent legal advice is important: an employee must take advice from their own solicitor (<a href=\"https:\/\/rfblegal.co.uk\/nl\/kennisbasis\/gids-voor-huiseigenaren-wat-te-doen-als-huurder-huur-niet-betaalt-in-het-verenigd-koninkrijk\/\">paid<\/a> for by the employer by way of a contribution to legal fees) before signing. An agreement signed without independent advice is not binding.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether an employee should sign a settlement agreement depends entirely on the specific circumstances. The financial terms, the employee&#8217;s prospects in an <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/claims-bij-arbeidsrechtbanken\/\">employment tribunal<\/a>, the value of any outstanding claims, the quality of the reference and any tax treatment of the payment are all factors to weigh carefully. Employees should always take specialist advice before signing \u2014 the contribution to legal fees provided by the employer is specifically intended to fund this.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Wat zijn de gevolgen van het ontslaan van een werknemer zonder een eerlijk proces te volgen?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dismissing an employee without a fair process \u2014 or without a fair reason \u2014 exposes the employer to claims in the Employment Tribunal and, potentially, the <a href=\"https:\/\/rfblegal.co.uk\/nl\/civiele-meditatie\/\">civil<\/a> courts. The primary risks are:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/onrechtmatig-ontslag\/\">Unfair dismissal<\/a> \u2014&nbsp;<\/strong>Werknemers met een ononderbroken dienstverband van twee jaar of langer hebben het recht om niet oneerlijk ontslagen te worden. Een eerlijk ontslag vereist zowel een eerlijke inhoudelijke reden (zoals ontslag, wangedrag, geschiktheid of onwettigheid) als een eerlijke procedure (volgens de ACAS Code of Practice on Disciplinary and Grievance Procedures). Als de rechtbank een oneerlijk ontslag vaststelt, kan dit resulteren in een basisvergoeding (berekend op basis van de leeftijd, het loon en de anci\u00ebnniteit van de werknemer) en een compenserende vergoeding (met een maximum van 52 weken loon of \u00a3115.115 per april 2025, afhankelijk van welk bedrag het laagst is).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/onrechtmatig-ontslag-2\/\">Wrongful dismissal<\/a> \u2014&nbsp;<\/strong>if the employee is dismissed without notice (or without pay in lieu of notice) in circumstances that do not justify <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/hoe-slaagt-u-in-een-kort-geding\/\">summary<\/a> dismissal, they have a claim for wrongful dismissal \u2014&nbsp;essentially a&nbsp;breach of contract&nbsp;claim&nbsp;for the notice pay they were owed. Wrongful dismissal claims can be brought in the Employment Tribunal (up to \u00a325,000) or the civil courts (no cap).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Loss of <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/qa-restrictive-covenants\/\">restrictive<\/a> covenants \u2014&nbsp;<\/strong>as described in the chapter on <a href=\"https:\/\/rfblegal.co.uk\/nl\/diensten\/persoonlijk-recht\/werkgelegenheid\/beperkende-convenanten\/\">restrictive covenants<\/a>, a repudiatory <a href=\"https:\/\/rfblegal.co.uk\/nl\/inzichten\/wat-moet-u-doen-als-uw-commerciele-huurder-de-huurovereenkomst-schendt\/\">breach<\/a> of contract (including a wrongful dismissal) may&nbsp;render&nbsp;post-termination restrictions unenforceable. This can be a highly significant commercial consequence, particularly where the departing employee is a key person with valuable client relationships or access to sensitive business information.&nbsp;<\/p>","protected":false},"author":12,"featured_media":8962,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[65],"tags":[87],"class_list":["post-8961","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-richmond-office"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Q. What must an employment contract include under English law? 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