The most important difference between a fixed-term contract and an indeterminate contract is that an indeterminate contract does not have a deadline. This means that there is no evidence of a desire to limit the duration of the contract, for example.B.” “for the duration of the project.” Therefore, unlike fixed-term contracts, no deadline is mentioned in an indeterminate contract. The “notice” will also be different in the case of an indeterminate contract, since your legal status is different. The differences in the termination of an indeterminate contract are explained below: it is not mandatory, but most Dutch companies reimburse workers for home-to-work travel costs. In the collectieve arbeidsovereenkomst – CAD (collective employment contract), in company regulations or in your employment contract, you will find the rules in force. Unia has 265 collective agreements with employers that protect about 1.3 million workers. Because CLAs set a minimum wage, they protect low and middle wages in particular. This will allow us to protect ourselves from unfair wage cuts and avoid wage discrimination for women. Buitengewoon verlof (extraordinary leave) – in some cases not covered by labour law, you can apply for paid leave for special circumstances that are not covered by labour law. Although this category of leave is not part of labour law, it is often part of an OAC, an employment contract or an enterprise regulation. Ask HR or your employer what are the options for taking the following special leave. Collective agreements in Germany are legally binding, which is accepted by the public, and this is not a cause for concern. [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater. For more than 50 years, German workers have been represented by law on boards of directors.  Together, management and workers are considered “social partners.”  In common law, Ford v. A.U.E.F. , the courts found once that collective agreements were not binding. Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise. Following the fall of the Heath government, the law was struck down to reflect the tradition of the British labour relations policy of legal abstention from labour disputes.