Many young people work with a temporary contract. At the end of the contract they are told: “We’re not renewing it.”
It’s often thought that this is always allowed and that you have no rights. That’s not correct.
In this blog we clearly explain when an employer may let a temporary contract expire, when you are entitled to a payment, and what you can do if it wasn't handled properly.
Can a temporary contract simply not be renewed?
Yes, an employer may allow a temporary contract to expire.
But that does not that he doesn't have to follow any rules.
The most important thing is:
how the contract ends
or the employer meets his obligations
The notice requirement: this often goes wrong
Does your contract have a duration of 6 months or longer?
Then the employer must no later than one month before the end inform you:
whether the contract will be extended
and if so, under what conditions
This is called the notice requirement.
What if the employer does not do this (on time)?
Then you are entitled to a notice compensation:
maximum one gross monthly salary
also for side jobs and part-time work
also if you are a student
Many young people miss out on this compensation, even though they are entitled to it.
How should the notice be given?
The notice must:
in writing be done (email, letter, WhatsApp are also fine)
be clear (“we are not extending” or “we are extending”)
Does the employer say nothing or only at the last moment?
👉 Then compensation is often owed.
Are you entitled to a transition payment?
In many cases: yes.
Even with a temporary contract you are entitled to a transition payment if:
the contract ends at the employer's initiative
you for at least 1 day have been employed
This also applies to:
young people
students
part-timers
employees with a side job
The idea that you haven't worked long enough is often incorrect.
When are you not entitled to compensation?
You don't receive compensation in all situations. For example if:
you resign
the contract ends during the probationary period
you are summarily dismissed (rightfully)
the employer did give proper and timely notice
But this must be carefully reviewed. Employers regularly make mistakes here.
Common tricks (and why they don't always work)
We see in practice:
“We said it verbally”
“You already knew that anyway”
“It was just a side job”
“We'll WhatsApp on the last day”
👉 This is often not sufficient.
The law sets clear requirements.
What should you do if your contract is not renewed?
Use this step-by-step plan:
Check the term of your contract
Check whether and when notice was given
Keep emails, WhatsApp messages, and contracts
Calculate whether you are entitled to compensation
Take timely action
If you wait too long, you may lose your rights.
Common mistakes made by young people
thinking they are not entitled to anything
not keeping proof
responding too late
assuming that “not renewing” is always okay
That's a shame. In many cases there is money to be claimed.
Are you unsure if you are entitled to compensation?
Are you:
student
part-timer
young person with a temporary contract
and is your contract not extended?
Then have it checked. Often it turns out that:
no (timely) notice was given
you are entitled to compensation
the employer has made mistakes
👉 Feel free to get in touch for an assessment of your situation.