How many temporary contracts before I must get a permanent one?
Short answer
Under Dutch law, a successive chain of fixed-term employment contracts (the ketenregeling of Article 7:668a BW) automatically converts into a permanent contract (arbeidsovereenkomst voor onbepaalde tijd) as soon as either of the following thresholds is reached:
| Trigger | Statutory threshold | Source |
|---|---|---|
| Number of contracts | More than 3 successive fixed-term contracts (i.e. the 4th contract) | Art. 7:668a lid 1 onder b BW |
| Cumulative duration | Successive fixed-term contracts (with gaps ≤ 6 months) that together exceed 36 months (gaps included) | Art. 7:668a lid 1 onder a BW |
The conversion takes effect automatically by operation of law on the day the relevant threshold is reached — no court decision or employer action is required.
Statutory basis
Burgerlijk Wetboek Boek 7 — Artikel 668a (current version in force since 1 January 2020, Wet arbeidsmarkt in balans)
Lid 1 establishes the two triggers:
"Vanaf de dag dat tussen dezelfde partijen: a. arbeidsovereenkomsten voor bepaalde tijd elkaar met tussenpozen van ten hoogste zes maanden hebben opgevolgd en een periode van 36 maanden, deze tussenpozen inbegrepen, hebben overschreden, geldt met ingang van die dag de laatste arbeidsovereenkomst als aangegaan voor onbepaalde tijd; b. meer dan drie voor bepaalde tijd aangegane arbeidsovereenkomsten elkaar hebben opgevolgd met tussenpozen van ten hoogste zes maanden, geldt de laatste arbeidsovereenkomst als aangegaan voor onbepaalde tijd."
Lid 2 extends the rule to successive contracts with different employers who, regarding the work performed, must reasonably be regarded as each other's successors (anti-abuse provision).
Lid 3 carves out a narrow exception: the 36-month rule does not apply to a fixed-term contract of up to 3 months that immediately follows a contract of 36 months or longer (allowing a short "buffer" contract after a long fixed term).
Lid 4 provides that the notice period is calculated from the date the first contract in the chain was concluded.
Lid 5 allows a Collective Labour Agreement (CAO) to extend the period from 36 to a maximum of 48 months and to raise the number of allowed contracts from 3 to a maximum of 6, provided the CAO shows that the intrinsic nature of the business operations for the relevant functions requires this. This extension is heavily conditional and is reviewed by the Dutch Labour Authority.
Source: wetten.overheid.nl — BW Boek 7, Artikel 668a
Change on the horizon. The Wet meer zekerheid flexwerkers was adopted by the Senate on 7 July 2026. It replaces the six-month gap that breaks the chain with an administrative period of five years (60 months), meaning contracts count together far longer. That change is expected to enter into force on 1 January 2028 — until then the six-month rule above still applies.
Special situation: temporary agency work (uitzendovereenkomst)
Article 7:691 BW contains a separate regime for uitzend (agency) contracts:
"Op de uitzendovereenkomst is artikel 668a eerst van toepassing zodra de werknemer in meer dan 26 weken arbeid heeft verricht." (Art. 7:691 lid 1 BW)
Meaning: for the first 26 weeks of agency work, the chain rule of Article 7:668a BW does not apply. After 26 weeks, the standard 3-contract / 36-month limits of Article 7:668a kick in. Periods of agency work with gaps of 6 months or less are aggregated for counting the 26 weeks (lid 4).
Source: wetten.overheid.nl — BW Boek 7, Artikel 691
Practical summary
- Standard rule (regular employment) — fixed-term contracts under the same employer (or between deemed-successor employers, Art. 7:668a lid 2 BW) convert to a permanent contract when:
- More than 3 successive contracts have been concluded (the 4th becomes permanent), or
- The chain of contracts crosses the 36-month threshold (gaps of up to 6 months included).
- Gaps between contracts must be ≤ 6 months, otherwise the chain is broken and counting restarts.
- CAO deviation: a CAO can extend the limits to max. 6 contracts / 48 months for specific functions where business operations require it.
- Agency work: Art. 7:668a BW does not apply during the first 26 weeks; after that the normal rules apply.
- The conversion happens automatically (van rechtswege) — the employer cannot contract around it to the detriment of the employee (Art. 7:668a lid 6/7 BW — dwingend recht).
Caveat
This is general legal information, not legal advice. Individual situations (e.g. CAO provisions, the "successor employer" test under lid 2, or sector-specific exceptions such as the uitzend regime under Article 7:691 BW) can materially change the outcome. For a binding assessment of your specific situation, consult a qualified Dutch employment-law adviser.
Citations
- Burgerlijk Wetboek Boek 7, Artikel 668a (ketenregeling) — wetten.overheid.nl
- Burgerlijk Wetboek Boek 7, Artikel 691 (uitzendovereenkomst) — wetten.overheid.nl
- Wet meer zekerheid flexwerkers (adopted 7 July 2026; chain-rule changes expected 1 January 2028)