{"id":14997,"date":"2023-06-20T14:11:34","date_gmt":"2023-06-20T12:11:34","guid":{"rendered":"https:\/\/labre.nl\/?p=14997"},"modified":"2023-06-20T14:31:43","modified_gmt":"2023-06-20T12:31:43","slug":"nl-changes-in-employment-law-as-of-1-july-2023","status":"publish","type":"post","link":"https:\/\/labre.nl\/en\/2023\/06\/20\/nl-changes-in-employment-law-as-of-1-july-2023\/","title":{"rendered":"NL: Changes in employment law as of 1 July 2023"},"content":{"rendered":"\n<p>\u00a0<\/p>\n<p>As of 1 July 2023, things will change again in the field of employment law. We have explained the most relevant legislative changes below.<\/p>\n<p><strong><span style=\"text-decoration: underline\"><span style=\"color: #f18101;text-decoration: underline\">Continued payment of wages during incapacity for work after reaching state pension age<\/span><\/span><\/strong><\/p>\n<p>If an employee is incapacitated for work, the employer is in principle obliged to continue to pay wages for a maximum period of 104 weeks. For disabled employees who have reached the state pension age (&#8220;<strong>AOW employee(s)<\/strong>&#8220;), a shorter period of (only) 13 weeks applies. This period will be reduced to <strong>1 week<\/strong>\u00a0with effect from 2023 July 6.<\/p>\n<p>Please note: for AOW employees who were already incapacitated for work <em>before<\/em> 1 July 2023, the period of 13 weeks still applies.<\/p>\n<p><strong><span style=\"text-decoration: underline\"><span style=\"color: #f18101;text-decoration: underline\">Plan of action for reintegration<\/span><\/span><\/strong><\/p>\n<p>Due to a change in the <em>First and Second Year of Sickness Procedure Regulations<\/em>, the <strong>employee&#8217;s vision<\/strong> must be stated in the action plan from 1 July 2023 on:<\/p>\n<ul>\n<li>the activities to be undertaken by the employer and the employee with a view to occupational integration, the objectives to be achieved and the time limits within which those objectives can be expected to be achieved; and<\/li>\n<li>on agreements regarding the times when the activities agreed in the action plan are evaluated by the employer and the employee.<\/li>\n<\/ul>\n<p>This also applies if agreements already made in an action plan are adjusted, for example in the (first-year) evaluation. Moreover, the vision can be adjusted if there is reason to do so. If a plan of action has been drawn up <span style=\"text-decoration: underline\"><em>before<\/em><\/span> 1 July 2023 and it is not changed, it is not necessary to add the employee&#8217;s vision.<\/p>\n<p>On 1 July 2023, UWV will publish new forms on its website for the action plan and the first-year evaluation, in which space has been added for the employee&#8217;s vision.<\/p>\n<p><strong><span style=\"text-decoration: underline\"><span style=\"color: #f18101;text-decoration: underline\">Increase in minimum wage and maximum daily wage<\/span> <\/span><\/strong><\/p>\n<p>As of 1 July 2023, the minimum wage will increase again. The minimum wage for employees aged 21 and over goes from \u20ac 1,934.40 gross per month to \u20ac 1,995 gross per month. At the same time, the maximum daily wage is increased to 264.57 gross per day, or \u20ac 5,754.40 gross per month.<\/p>\n<p>In a <a href=\"https:\/\/labre.nl\/2023\/05\/16\/nieuwe-wetgeving-op-het-gebied-van-het-arbeids-en-pensioenrecht\/\">recent blog<\/a>, we informed you about the Future Pensions Act that will enter into force on 1 July 2023. With the introduction of the law on 1 July 2023, nothing will change immediately, but the starting signal for a radical change has been given. As indicated, we will shortly inform you in more detail, on the basis of the applicable timelines, about the transition plan to be drawn up and the obligations that rest on employers and employees in this regard.<\/p>\n<p>\u00a0<\/p>\n<p><strong><em>For further information, please contact:<\/em><\/strong><\/p>\n<p><strong><span style=\"color: #f18101\">Ron Andriessen<\/span><\/strong>, Partner<\/p>\n<p>Labr\u00e9 advocaten, Amsterdam<\/p>\n<p><span style=\"color: #f18101\">e: ron.andriessen@labre.nl<\/span><\/p>\n<p>t: +31 20 3052030<\/p>\n<p>\u00a0<\/p>\n<p>#WLNadvocate #NL #Netherlands #law #lawfirm #legal #lawyers #employmentlaw #government #labourlaw #companylaw #network #team #international #europe<\/p>\n<p>\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00a0 As of 1 July 2023, things will change again in the field of employment law. We have explained the most relevant legislative changes below. Continued payment of wages during incapacity for work after reaching state pension age If an employee is incapacitated for work, the employer is in principle obliged to continue to pay&#8230;<\/p>\n","protected":false},"author":3,"featured_media":14999,"comment_status":"close","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_ppma_block_editor_authors":""},"categories":[48],"tags":[],"ppma_author":[68],"class_list":["post-14997","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-warwick-legal-network-2"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>NL: Changes in employment law as of 1 July 2023 &#183; Labr\u00e9 advocaten<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/warwicklegal.com\/news\/633\/nl-changes-in-employment-law-as-of-1-july-2023\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"NL: Changes in employment law as of 1 July 2023 &#183; Labr\u00e9 advocaten\" \/>\n<meta property=\"og:description\" content=\"\u00a0 As of 1 July 2023, things will change again in the field of employment law. 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Continued payment of wages during incapacity for work after reaching state pension age If an employee is incapacitated for work, the employer is in principle obliged to continue to pay...\" \/>\n<meta property=\"og:url\" content=\"http:\/\/warwicklegal.com\/news\/633\/nl-changes-in-employment-law-as-of-1-july-2023\" \/>\n<meta property=\"og:site_name\" content=\"Labr\u00e9 advocaten\" \/>\n<meta property=\"article:published_time\" content=\"2023-06-20T12:11:34+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-06-20T12:31:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/labre.nl\/wp-content\/uploads\/ron-new4.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"767\" \/>\n\t<meta property=\"og:image:height\" content=\"767\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Tara Bruijn\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Tara Bruijn\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"http:\\\/\\\/warwicklegal.com\\\/news\\\/633\\\/nl-changes-in-employment-law-as-of-1-july-2023#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/labre.nl\\\/en\\\/2023\\\/06\\\/20\\\/nl-changes-in-employment-law-as-of-1-july-2023\\\/\"},\"author\":{\"name\":\"Tara Bruijn\",\"@id\":\"https:\\\/\\\/labre.nl\\\/en\\\/#\\\/schema\\\/person\\\/9bac6a08a71a91ace6aa8384b7a031fe\"},\"headline\":\"NL: Changes in employment law as of 1 July 2023\",\"datePublished\":\"2023-06-20T12:11:34+00:00\",\"dateModified\":\"2023-06-20T12:31:43+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/labre.nl\\\/en\\\/2023\\\/06\\\/20\\\/nl-changes-in-employment-law-as-of-1-july-2023\\\/\"},\"wordCount\":458,\"publisher\":{\"@id\":\"https:\\\/\\\/labre.nl\\\/en\\\/#organization\"},\"image\":{\"@id\":\"http:\\\/\\\/warwicklegal.com\\\/news\\\/633\\\/nl-changes-in-employment-law-as-of-1-july-2023#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/labre.b-cdn.net\\\/wp-content\\\/uploads\\\/ron-new4.jpeg\",\"articleSection\":[\"Warwick Legal Network\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/labre.nl\\\/en\\\/2023\\\/06\\\/20\\\/nl-changes-in-employment-law-as-of-1-july-2023\\\/\",\"url\":\"http:\\\/\\\/warwicklegal.com\\\/news\\\/633\\\/nl-changes-in-employment-law-as-of-1-july-2023\",\"name\":\"NL: Changes in employment law as of 1 July 2023 &#183; 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