New legislation is also expected in the coming year. The bills listed below are still pending and therefore not final, but currently have an intended effective date of July 1, 2026. It is therefore advisable to follow these developments closely:

• Bill limit compensation scheme transitional compensation LAO to small employers: no more compensation of transitional compensation of long-term sick employees for employers with 25 employees or more.
• Amendment of the Working Conditions Act in connection with the introduction of a mandatory code of conduct against undesirable behavior: the introduction of a code of conduct against undesirable behavior becomes mandatory and bound by legal requirements. The Works Council has the right of consent regarding the code of conduct.
• Bill to clarify assessment of employment relationships and introduce legal presumption: to legislate criteria for false self-employment and introduce legal presumption based on hourly rate.

The following bills are in preparation; a final effective date has not yet been set:

• Bill to tighten the non-competition clause: non-competition and non-solicitation clauses will have a maximum duration of 12 months after the end of employment and must be substantiated. If the clause is used, the employer must pay compensation to the ex-employee.
• Bill more security flex workers: on-call contracts to be banned and interval in chain rule to be 5 years.
• Bill to amend the Working Conditions Act in connection with making a confidential advisor mandatory: establishing a confidential advisor becomes mandatory for employers with more than 10 employees.