European Foundation
for the Improvement of
Living and Working Conditions

The tripartite EU agency providing knowledge to assist
in the development of better social, employment and
work-related policies

EU PolicyWatch

Database of national-level policy measures

Eurofound's EU PolicyWatch collates information on the responses of government and social partners to the COVID-19 crisis, the war in Ukraine, rising inflation, as well as gathering examples of company practices aimed at mitigating the social and economic impacts.

Factsheet for measure NL-2020-40/1548 – measures in Netherlands

VodafoneZiggo: Long-term remote working policy

Lange termijn thuiswerken beleid VodafoneZiggo

Country Netherlands , applies nationwide
Time period Open ended, started on 01 October 2020
Context COVID-19
Type Company practices
Category Protection of workers, adaptation of workplace
– Teleworking arrangements, remote working
Author Amber van der Graaf (Panteia) and Eurofound
Measure added 02 December 2020 (updated 28 January 2021)

Background information

In the context of the COVID-19 crisis, a lot of employees in the service sector have started to work from home. This situation, sometimes described as the ‘new normal,’ has caused some employees to think about their long-term remote working policy. Because of the positive experiences with remote working during the COVID-19 crisis and the anticipation that remote working will be a fundamental part of working life going forwards, VodafoneZiggo has chosen to implement a long-term remote working policy which will remain in effect even after the COVID-19 crisis.

Content of measure

The new remote working policy consists of the following measures:

  • Voluntary option to structurally work two to three days per week from home.
  • Technology for remote working like monitors, keyboards and laptops are provided by the employer without any costs for the employee.
  • Employees are provided with a tax deductible of 1,000 euros which can be spend on office furniture like office desks and chairs.
  • Remote workers will be able to continue to use their public transport season tickets.
  • Trainings will be organised to teach teams how to make agreements about cooperating under the new policies.
  • Help line for employees who struggle to adjust to working from home psychologically.
  • Training sessions for managers to learn how to manage from a distance.

Use of measure

Approximately 7,500 work at the enterprise and are expected to fall under this measure.

Contents

  • Telework
  • Training and employability
  • Work organisation

Target groups

Workers Businesses Citizens
Employees in standard employment
Does not apply to businesses Does not apply to citizens

Actors and funding

Actors Funding
Company / Companies
No special funding required

Social partners

Social partners' role in designing the measure and form of involvement:

Trade unions Employers' organisations
Role No involvement No involvement
Form Not applicable Not applicable

Social partners' role in the implementation, monitoring and assessment phase:

  • No involvement
  • Main level of involvement: Company level

Involvement

No social partners were known to be involved in the decision-making process of this particular policy issue. However, on the national level the social partners have been active on the topic. The Labour Foundation (Stichting van de Arbeid), a consultative body of social partners, has called on all employers and employees to work from home as much as is possible. Employer’s organisations and trade unions are also involved in negotiations about remote working policies in various sector- and company-level collective bargains.

The new policy was established in agreement with the works council. Per Dutch law works councils can agree on changes in working conditions, this includes remote working policies. Whereas working conditions are usually part of collective agreements changes in working agreement can be agreed upon without the involvement of social partners. Social partners are however involved in discussions about remote working in other sectors.

Views and reactions

While social partners were not involved in this decision they have been active on the remote working issue. Trade Union FNV has called for remote working regulations to be included in a collective agreements. Compensations for remote working have been included in a new collective agreement for civil servants. Trade unions FNV and CNV want similar compensations for all remote workers in the country, employee organisation AWVN has advised its members to be reluctant with agreeing to remote working compensations.

Sources

Citation

Eurofound (2020), VodafoneZiggo: Long-term remote working policy, measure NL-2020-40/1548 (measures in Netherlands), EU PolicyWatch, Dublin, https://static.eurofound.europa.eu/covid19db/cases/NL-2020-40_1548.html

Eurofound publications based on EU PolicyWatch

19 May 2022

 

Working life in the COVID-19 pandemic 2021

This publication consists of individual country reports on working life during 2021 for 28 countries (the 27 EU Member States and Norway).

Publication

24 June 2020

 

COVID-19: Policy responses across Europe

This report aims to present an overview of both large-scale government measures and collective agreements that impact on large groups of workers.

16 June 2022

 

COVID-19 in the workplace: Employer's responsibility to ensure a safe workplace

Throughout 2021, the second year of the COVID-19 pandemic, specific occupational health and safety rules were reintroduced due to increases in infection rates.

Article

16 June 2022

 

Back to work after COVID-19: Testing, vaccines and green certificates

In the second pandemic year 2021, access to one's place of work was increasingly dependent on providing proof of either having been tested, vaccinated or recovered from COVID-19 in several countries.

Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.