The NOW-scheme has been extended for the period from October 2020 – June 2021. The subsidy is lower, but there is now room for the employer to reduce the employees’ wages. The correction to the NOW-subsidy in the event of dismissal for business economic reasons has lapsed.
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The Emergency bridging measure for sustained employment (NOW) will be extended for the period from June up to and including September 2020. Several conditions and rules have changed. Which rules apply now?
Follow our coronavirus blog. Today, among other things: I no longer have work for my employees, what does the new scheme entail regarding compensation of their wages? What credit options does the government offer?
We assist our clients with legal advice on how to limit the impact of the coronavirus crisis. In our blogs we respond to questions about the government measures to tackle Covid-19, working from home, privacy, fulfilling commercial contracts, force majeure and travels to the Netherlands. We are also easily accessible during the coronavirus crisis to help you limit the damage to your business.
On the departure of a statutory director/shareholder, any participation in the company must also be settled. Then a discussion may arise about the value of this participation, depending on whether the director counts as a good leaver or bad leaver. What should companies and directors pay attention to when interpreting a leaver arrangement?
An employer can include a resolutive condition in the employment contract. However, this can only be done in exceptional cases. What requirements must a resolutive condition meet? Is the employee entitled to transitional compensation when the resolutive condition takes effect?
The government has detailed its plans for tightening non-competition clauses in a legislative proposal. What are the proposed conditions for valid reliance on a non-competition clause? How will the proposal affect existing clauses?