Statutory written notice of whether a fixed-term contract of 6 months or more will be renewed — the aanzegplicht under article 7:668 BW; missing the 1-month deadline triggers a penalty of up to one month's salary, pro rata per day late.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
AANZEGBRIEF (Notice of (Non-)Renewal of Fixed-Term Employment Contract — article 7:668 Burgerlijk Wetboek "BW")
Employer name Employer address
To: Employee name, "Job title / function" Date: Letter date
Re: your fixed-term employment contract from Current contract start date to Current contract end date
1. LEGAL BASIS 1.1. Because your employment contract has a duration of 6 months or more, article 7:668 BW requires the Employer to inform you in writing, no later than 1 month before the contract's end date, whether the contract will be extended and, if so, under what conditions.
2. DECISION 2.1. Decision 2.2. New terms (if renewing under different terms)
3. CONSEQUENCE OF LATE OR MISSING NOTICE 3.1. If the Employer fails to give this notice, or gives it late, the Employer owes the Employee a penalty of up to one gross month's salary, calculated pro rata for each calendar day the notice was late (or fully, if no notice was given at all) — regardless of whether the contract is ultimately renewed.
4. NO AUTOMATIC ENTITLEMENT 4.1. This letter fulfils the Employer's aanzegplicht only. It does not, by itself, create or extend any employment relationship beyond Current contract end date unless the decision above states that the contract is renewed.
Signed on behalf of Employer name: ______________ / Signed on behalf of the Employer by /
Received by employee: ______________ / Employee name / Date: ______________
— — — ⚠️ This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
New end date/duration, hours, wage, function — leave blank if not applicable
Must be at least 1 month before the contract end date
6 of 10 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.