The coronavirus has great impact on the labor market. A lot of organizations are in heavy weather. As an employer, you will have lots of questions in these uncertain times. Tentoo tries to help you with some clarification on rules and regulations.
Listed below are employer’s frequently asked questions and answers.
Please note that this FAQ will be updated on a daily basis.
Whenever new measures or updates are announced, you will find the implications for you below. Monitor this page for the latest information, but do not hesitate to reach out through the contact form below if you have any additional questions.
In most cases; yes. However, this depends on the specific reason your staff is unable to work. Two situations are described below.
Yes, if the quarantine is obligated, the flex worker should still receive salary payments.
This depends on the situation. Two scenario’s are described below.
Take notice: if a flex worker is in quarantine because they are currently, or have been infected with the coronavirus, the general illness regulations for flex workers apply and the salary payment is not the employer’s responsibility.
This depends on the different types of contracts that your flex workers have. You can check what contract your flex workers have in Pay4me.
Phase 1/2 contract without a fixed number hours
In this case you essentially do not need to continue salary payments. However, please take into account the notification time of 4 days. If you have scheduled an employee for work, you need to let them know at least 4 days in advance that the work is cancelled. When you fail to meet this deadline, you will have to pay your employees their salary.
Phase 1/2 contract with a fixed number hour, without the obligation from for continued payment of wages, with agency clause)
In this case you can terminate the working agreement at any time. Inform Holland Employment Experts as quickly as possible through info@hollandemploymentexperts or via +31 (0) 513-845 491. Please take into consideration there needs to be a notification of cancellation at least 10 days before you terminate your employee’s contract if they have worked over 26 consecutive weeks.
Phase 1/2 contract with a fixed number of hours, without the obligation for continued payment of wages, without agency clause
This contract obliges you as an employer to continue the salary for the agreed upon number of hours in the contract you have with your employee. You will pay your employee for the remaining month. After this, you are allowed to terminate the contract for the month thereafter and consequently stop the employees salary .
Phase 3 contract with fixed number of hours
You continue to pay your employees the same amount of salary for the previously determined number of hours you have agreed to in the contract, until the contract ends.
Phase 3 min-max contract
You continue to pay for the minimum numbers of hours in the contract you have with your employer, until the contract ends.
Due to the coronacrisis the ‘shortening of wokring hours’ arrangement is no longer in effect.The NOW-regulation (the temporary “Emergency Measure Bridging for the Retention of Employment”) has replaced it. An important aspect of this new measure is the compensation it offers companies for their employee wage costs. This also applies for flex workers.
The government calculates the amount of the contribution for the wage costs of employees based on the decrease in turnover from their employer. We are the legal employer of the flex workers that you deploy through us. The caclucaltion will be based on the turnover loss of our parent company Brisker Group.
We have developed a model that distributes the compensation of idle hours of the flex workers with contracts with the obligation to continue to pay wages.
Friday the 3rd of April we have informed our clients on this procedure.
Update: exentension emergency package
The NOW-regulation will be extended for a period of 3 months. We will also offer support to our customers from this emergency package during this extension. We are currently awaiting the exact terms of ‘NOW 2.0’. As soon as we can indicate what the extension of the regulation means for you, we will inform you.
The employee needs to call in sick with our service desk on the first day of their absence. They can reach us through +31 (0) 513 – 845 491. Also advise them to call their doctor.
Yes, employees are allowed to invoke this right, but only for a short duration. An example could be to take care of a sick child or when the day-care suddenly closes. When the employee has to leave work for more than a few hours to take care of a sick child, they can apply for a so called compassionate leave or they can use their holiday days. The duration of the number of consecutive days that your employee is allowed to be absent depends on the type of contract they have or their accumulated reservations.
The emergency fund does not cover diseases. They only cover ‘natural disasters that cause abnormal circumstances’. This does not apply for illness or pandemics.
Yes, every employer is obligated to protect their employees and provide them with a safe space to work. Please implement the following rules to avoid corona-infection among employees.
Yes. Employees are obligated to follow orders in the category ‘reasonable instructions in the method in which their work should be executed’. This includes hygiene instructions to avoid coronavirus infection. When an employee chooses not to follow your instructions, you are allowed to do something about it. In any case, we advice you to present the corona prevention policy as a safety guideline, in the best interest of your employees.
If your employee is not especially at risk, you are allowed to obligate them to work. When your employee does not show you can cancel their salary payment. Always warn them before you take this action. You also have the option to suggest that the employee takes some holiday days.
Holland Employment Experts advises you to speak with your employees and decide together what your best option is. Currently, the government encourages working from home, so try and facilitate this for you employees and make sure they are able to follow the goverment’s suggestions as much as possible.
Is an employee refusing to come to work because they are afraid of infecting a co-worker? If they have a good reason to feel they pose a risk (e.g. they have an infect roommate), they should definitely stay at home. You can work on a solution together, such as working from home.
If you decide to send an employee home who is showing minimal symptoms, there is not (yet) a case of illnes. You are responsible and you bear the costs and risks.
Yes, you are allowed to measure body temperature of your workers during the corona crisis. You are allowed to measure body temperature of your workers under strict conditions. These conditions are best explained by following example. When you decide to measure body temperature of your employee, you are allowed to read the measurement. But you are not allowed to register the measurement.
Note: The Dutch Data Protection Authority states body temperature checks could feel like an invasion of privacy. Moreover, the RIVM claims only a small part of the corona infections show an increase in body temperature.
Do you suspect something is wrong? Please contact Holland Employment Experts.
This depends on where they are returning from and how they are feeling.
Please consult this website for an up to date overview on corona risk areas.
Did you not find your answers on this page? Please do not hesitate to reach out through the contact form below.