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
|Country||Netherlands , applies nationwide|
|Time period||Open ended, started on 01 October 2020|
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)|
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.
The new remote working policy consists of the following measures:
Approximately 7,500 work at the enterprise and are expected to fall under this measure.
Employees in standard employment
||Does not apply to businesses||Does not apply to citizens|
Company / Companies
No special funding required
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 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.
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.
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
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Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.