Bas Koene, Ferrie Pot and Jaap Paauwe INTRODUCTION This chapter examines the development of contingent employment in the Netherlands. Contingent employment is deﬁned as any employment relationship that, within a limited period, can be terminated by the user organization without costs. In this deﬁnition, contingent employment includes agency workers, workers with limited duration contracts, on-call workers and self-employed that are hired by the work organization. The development of contingent employment in the Netherlands is interesting for several reasons. First, contingent employment in the Netherlands has a relatively long (legal) history. It was ﬁrst legalized in 1965 under the Labour Provision Act.1 Secondly, the legal framework that has developed since then is the product of the cooperative eﬀort of the Dutch government and the social partners and could be seen as the labour contract embodiment of the polder model. It has resulted in a quite innovative legislation governing contingent employment relationships in 1999, the Flexibility and Security Act. Thirdly, the market for contingent employment in the Netherlands grew signiﬁcantly in the 1990s, resulting in a 4.5 per cent share in the Dutch labour market in 1999. Since 1999, this growth has stagnated. This chapter starts with a general description of developments in the Dutch labour market. The growth of contingent employment appears to be one of the primary trends. Subsequently, we describe the Dutch legal and institutional context. It can be argued that the legal and institutional changes of the recent past have been a response to...
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