The Change of Position Letter to Employee is a critical document used in Dutch employment contexts when an employee's role within an organization is being modified. It serves multiple purposes: formally documenting the position change, outlining new responsibilities and terms, and ensuring compliance with Dutch employment law requirements. This document is typically used during internal promotions, lateral moves, or departmental transfers, and must align with the Dutch Civil Code (Burgerlijk Wetboek) and any applicable collective labor agreements. The letter should be issued before the position change takes effect and requires careful consideration of employment terms, ensuring all modifications are clearly stated while confirming which existing terms remain unchanged. It forms part of the employee's permanent employment record and serves as an addendum to their original employment contract.
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1. Employee and Company Details: Full names and addresses of both the employee and company, including employee ID if applicable
2. Current Position Reference: Brief statement of the employee's current role and department
3. New Position Details: Clear statement of the new position title, department, and effective date of the change
4. Reporting Structure: Information about the new reporting line and immediate supervisor
5. Key Responsibilities: Overview of the main duties and responsibilities in the new role
6. Modified Terms: Any changes to employment terms including salary, benefits, working hours, or location
7. Continuation Statement: Confirmation that all other terms and conditions from the original employment agreement remain unchanged
8. Acceptance and Signature: Space for both employer and employee signatures and date
1. Probationary Period: Include if the position change involves a trial period in the new role
2. Training and Development: Include if specific training or development programs are part of the transition
3. Performance Objectives: Include if new specific performance targets or KPIs are being set
4. Relocation Details: Include if the position change involves a change of work location or relocation package
5. Bonus Structure: Include if there are changes to bonus eligibility or commission structures
6. Transition Plan: Include if there needs to be a handover period or specific transition arrangements
1. Job Description: Detailed description of the new role's responsibilities, requirements, and expectations
2. Compensation Details: Breakdown of new salary structure, benefits, and any applicable allowances
3. Organization Chart: Visual representation of the new department structure and reporting lines
4. Handover Timeline: If applicable, schedule of transition activities and handover responsibilities
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