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<p class="MsoNormal"><span lang="EN-US" style="font-size:12.0pt;color:black">Dear all, perhaps you have rad the following article was in the</span><span lang="EN-US" style="font-size:12.0pt"> last HRM-zine<span style="color:black">. It is important to be alert
to this and contact the HR adviser Ilse Ribbink immediately if this occurs.</span>
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<p class="MsoNormal" style="line-height:33.75pt"><span style="font-size:21.0pt;font-family:"Arial",sans-serif;color:#CC4100;mso-fareast-language:NL">Let op bij verzoek om vast(er) contract
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<span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#333333;mso-fareast-language:NL">Met een beroep op de wet Flexibel Werken (voorheen: wet Aanpassing Arbeidsduur) kon een medewerker al uitbreiding of vermindering van zijn arbeidsduur vragen.
Met de invoering van de wet Transparante en voorspelbare arbeidsvoorwaarden is aan de wet Flexibel Werken een artikel toegevoegd dat ingrijpende gevolgen kan hebben: als een medewerker, die tenminste 26 weken in dienst is, schriftelijk verzoekt om “<i>een
vorm van arbeid met meer voorspelbare en zekere arbeidsvoorwaarden</i>”, moet de werkgever daar
<b>binnen één maand</b> schriftelijk op reageren. Doet werkgever dat niet, dan wordt de arbeidsovereenkomst aangepast conform het verzoek van de medewerker. Dat geldt dus ook voor de medewerker met een tijdelijke arbeidsovereenkomst die vraagt om een vast contract.
Schriftelijk is ook elektronisch, dus een mailtje van de medewerker volstaat. Meer informatie is te vinden in de
<a name="_Hlk113878340"></a><a href="https://www.rijksoverheid.nl/documenten/publicaties/2022/08/02/factsheet-transparante-arbeidsvoorwaarden"><span style="color:blue">Factsheet</span></a> van de Rijksoverheid. Voor vragen kun je je wenden tot jouw HR-adviseur.<o:p></o:p></span></p>
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<p class="MsoNormal" style="line-height:33.75pt"><span lang="EN-GB" style="font-size:21.0pt;font-family:"Arial",sans-serif;color:#3B2171">Please note in case of request for a (more) permanent contract
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<p style="line-height:22.5pt"><span lang="EN-US" style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#333333">An employee could already request an extension or reduction of his working hours by relying on the Flexible Work Act (formerly: Adjustment
of Working Hours Act). With the introduction of the Transparent and Predictable Working Conditions Act, an article was added to the Flexible Work Act, which may have far-reaching consequences: if an employee, who has been employed for at least 26 weeks, makes
a written request for "<em><span style="font-family:"Arial",sans-serif">a form of employment with more predictable and secure employment conditions</span></em>", the employer must respond in writing
<strong><span style="font-family:"Arial",sans-serif">within one month</span></strong>. If the employer fails to do so, the employment contract will be amended in accordance with the employee's request. This also applies to the employee with a temporary contract
who asks for a permanent contract. “Written" also means by e-mail. More information can be found in the
</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#333333"><a href="https://www.rijksoverheid.nl/documenten/publicaties/2022/08/02/factsheet-transparante-arbeidsvoorwaarden"><span lang="EN-US">Factsheet</span></a></span><span lang="EN-US" style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#333333">
(in Dutch only) of the Dutch government. If you have any questions, please contact your HR Advisor. <o:p></o:p></span></p>
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