Your rights at work

The short answer

Keep a clear record when pay or working conditions do not match the agreement. Write down dates, hours, the amount missing and the explanation given. Copies of the contract, roster, payslip and bank transfer make a concern easier to investigate.

The Netherlands Labour Authority handles reports about matters such as underpayment, excessive working hours, unsafe conditions and labour exploitation. A disagreement about a contract can also need individual legal help. Reporting is not the same as receiving a court judgment or an immediate payment order.

Choose the route that fits the problem

An unpaid wage, unsafe task, disputed dismissal and rental problem can involve different organisations. First write down the event, dates, legal employer and result you need. An information point can help identify the next route, while a personal legal claim may need an adviser or court procedure rather than only an inspection report.

Preserve evidence before access disappears

Store contracts, time records, payslips and important messages outside the employer’s portal. Keep medical records private and share them only with appropriate professionals. If you are asked to sign away claims or end employment, seek advice before signing, especially during illness or where housing is linked to the job.

What to do next

Ask the contractual employer or agency for a written explanation and correction.
Keep evidence in a place you can access independently of the employer’s app or work account.
Use the official reporting page for suspected statutory violations; find individual support for your specific contract dispute.

A practical example

If 36 hours were paid but your signed time record shows 40, send the dates, missing four hours and applicable rate to payroll. Keep their reply and the corrected payslip if the error is resolved.

Explore this topic

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Distinguish maternity leave, parental leave and their payment routes before agreeing time away from work.
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Get medical help, make sure the incident is recorded and understand the employer’s reporting duty.

Questions people ask

Can I report suspected exploitation?

Yes. The Labour Authority provides a reporting route for coercion, threats, underpayment and exploitation, including anonymous reporting of exploitation. Use the current official contact details and seek immediate emergency help if someone is in danger.

Is the agency or the customer my first contact?

Start with the legal employer in your contract. Include the customer’s approved time records where they support your claim.

Who must report a serious occupational accident?

The employer has a statutory reporting duty in the specified serious cases. Workers can also contact the Labour Authority about an incident or unsafe conditions.

Is a settlement agreement the same as resignation?

No, but wording and circumstances can affect benefits. Check that the agreement accurately records who initiated termination and why.

Is sick pay always 100%?

No. The legal baseline and any contractual or CAO supplement must be checked separately. Many arrangements improve the baseline but they are not identical.

Sources

Last verified: 4 October 2026. Sources are in Dutch or English.