{"id":1220620,"date":"2025-01-29T20:49:56","date_gmt":"2025-01-29T17:49:56","guid":{"rendered":"https:\/\/robin.jobs\/sk\/?p=1220620"},"modified":"2026-03-17T20:34:58","modified_gmt":"2026-03-17T17:34:58","slug":"skusobna-doba-v-holandsku","status":"publish","type":"post","link":"https:\/\/robin.jobs\/sk\/praca-v-holandsku\/skusobna-doba-v-holandsku","title":{"rendered":"Sk\u00fa\u0161obn\u00e1 doba v Holandsku pre expatov"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Pr\u00e1ca v Holandsku je nielen kari\u00e9rny krok, ale aj zmena \u017eivota. Predt\u00fdm, ne\u017e sa rozhodnete pres\u0165ahova\u0165, chcete sa dozvedie\u0165 viac o svojich pr\u00e1vach ako zamestnanec zo zahrani\u010dia. Zvykn\u00fa\u0165 si na nov\u00fa krajinu si vy\u017eaduje \u010das, preto je d\u00f4le\u017eit\u00e9 vedie\u0165, ko\u013eko \u010dasu m\u00e1te na to, aby ste preuk\u00e1zali svoju hodnotu.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">V tomto \u010dl\u00e1nku pokryjeme v\u0161etko, \u010do potrebujete vedie\u0165 o sk\u00fa\u0161obnej dobe v Holandsku a k\u013e\u00fa\u010dov\u00e9 tipy na \u00faspe\u0161n\u00e9 jej absolvovanie.<\/span><\/p>\n<h2>\u010co je to sk\u00fa\u0161obn\u00e1 doba v Holandsku?<\/h2>\n<p><span style=\"font-weight: 400;\">Pokial ide o sk\u00fa\u0161obn\u00fa dobu, Holandsko umo\u017e\u0148uje zamestn\u00e1vate\u013eom a zamestnancom ma\u0165 v\u00fdstupn\u00fa klauzulu, ak nie s\u00fa spokojn\u00ed. Samozrejme, sk\u00fa\u0161obn\u00e1 doba je pre firmy k\u013e\u00fa\u010dov\u00e1, preto\u017ee chc\u00fa zachova\u0165 flexibilitu zru\u0161i\u0165 zmluvu. Zamestn\u00e1vate\u013e m\u00f4\u017ee pracovn\u00edka po\u010das tejto doby prepusti\u0165, aj ke\u010f je na nemocenskej dovolenke. Tak \u010do je to sk\u00fa\u0161obn\u00e1 doba a ako funguje?<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Sk\u00fa\u0161obn\u00e1 doba v Holandsku uzn\u00e1va, \u017ee nov\u00ed zamestnanci potrebuj\u00fa bezpe\u010dnos\u0165, najm\u00e4 ak sa s\u0165ahuj\u00fa do Holandska za pr\u00e1cou. Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo identifikuje nieko\u013eko trvan\u00ed sk\u00fa\u0161obnej doby v Holandsku, \u010do znamen\u00e1, \u017ee z\u00e1visia od typu pracovnej zmluvy. D\u00f4le\u017eit\u00e9 je, \u017ee zmluva je platn\u00e1 len p\u00edsomne.<\/span><\/p>\n<h2>Typy sk\u00fa\u0161obn\u00fdch obdob\u00ed v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Sk\u00fa\u0161obn\u00e1 doba v Holandsku pre pracovn\u00e9 zmluvy m\u00f4\u017ee trva\u0165 a\u017e dva mesiace, v z\u00e1vislosti od d\u013a\u017eky zmluvy. Krat\u0161ia sk\u00fa\u0161obn\u00e1 doba n\u00fati firmy rozhodn\u00fa\u0165 o bud\u00facnosti zamestnanca. Ni\u017e\u0161ie je zoznam v\u0161etk\u00fdch typov sk\u00fa\u0161obn\u00fdch obdob\u00ed v Holandsku.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Sk\u00fa\u0161obn\u00e9 doby<\/b><\/td>\n<td><b>D\u013a\u017eka sk\u00fa\u0161obnej zmluvy<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u017diadna sk\u00fa\u0161obn\u00e1 doba<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Do\u010dasn\u00e1 zmluva (do 6 mesiacov)<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Jeden mesiac<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Pracovn\u00e1 zmluva na dobu ur\u010dit\u00fa (6 mesiacov &#8211; 2 roky)<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Dva mesiace<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Trval\u00e1 zmluva<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Po\u010das sk\u00fa\u0161obnej doby m\u00f4\u017eu holandsk\u00e9 firmy ukon\u010di\u0165 zmluvu bez v\u00fdpovednej lehoty zamestnanca. To ist\u00e9 plat\u00ed aj pre zamestnancov, ktor\u00ed m\u00f4\u017eu zmeni\u0165 n\u00e1zor, ak pr\u00e1ca nesp\u013a\u0148a ich o\u010dak\u00e1vania. Je d\u00f4le\u017eit\u00e9 poznamena\u0165, \u017ee maxim\u00e1lna d\u013a\u017eka sk\u00fa\u0161obnej doby nem\u00f4\u017ee presiahnu\u0165 \u0161es\u0165 mesiacov, aj ke\u010f medzi zamestn\u00e1vate\u013eom a zamestnancom existuje dohoda. Na z\u00e1ver, pod\u013ea sk\u00fa\u0161obnej doby, Holandsko pova\u017euje tieto zmluvy za neleg\u00e1lne.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Tipy pre zamestn\u00e1vate\u013eov a zamestnancov po\u010das sk\u00fa\u0161obnej doby<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Dobr\u00e1 komunik\u00e1cia a pravideln\u00e1 sp\u00e4tn\u00e1 v\u00e4zba po\u010das hodnotiaceho obdobia s\u00fa nevyhnutn\u00e9 pre rozvoj pracovn\u00edkov. Najlep\u0161ia rada pre sk\u00fa\u0161obn\u00fa dobu je informova\u0165 v\u0161etk\u00fdch o o\u010dak\u00e1vaniach t\u00fdkaj\u00facich sa pr\u00e1ce. Ak bud\u00fa v\u0161etci informovan\u00ed o o\u010dak\u00e1vaniach pr\u00e1ce, bude pre zamestn\u00e1vate\u013ea aj zamestnanca \u013eah\u0161ie dosiahnu\u0165 ciele.<\/span><\/p>\n<h4><b>Tipy pre zamestn\u00e1vate\u013eov<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bu\u010fte \u00faprimn\u00ed oh\u013eadom toho, \u010do od zamestnancov o\u010dak\u00e1vate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Stanovte jasn\u00e9 ciele.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Odme\u0148te dobr\u00fdch pracovn\u00edkov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Zdravie a bezpe\u010dnos\u0165 na pracovisku s\u00fa prioritou.<\/span><\/li>\n<\/ul>\n<h4><b>Tipy pre zamestnancov<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nezme\u0161kajte pr\u00e1cu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Re\u0161pektujte pravidl\u00e1 spolo\u010dnosti.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Robte svoju pr\u00e1cu najlep\u0161ie, ako viete.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Re\u0161pektujte svojich kolegov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sna\u017ete sa neust\u00e1le zlep\u0161ova\u0165 svoje zru\u010dnosti.<\/span><\/li>\n<\/ul>\n<h2>Typy pracovn\u00fdch zml\u00fav v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo rozpozn\u00e1va dva typy pracovn\u00fdch zml\u00fav v Holandsku:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Trval\u00e9 pracovn\u00e9 zmluvy<\/b><span style=\"font-weight: 400;\"> nemaj\u00fa d\u00e1tum ukon\u010denia a m\u00f4\u017eu by\u0165 ukon\u010den\u00e9 po\u010das dvojmesa\u010dnej sk\u00fa\u0161obnej doby. Po tejto dobe m\u00f4\u017ee zamestn\u00e1vate\u013e ukon\u010di\u0165 pracovn\u00fa zmluvu iba z platn\u00fdch d\u00f4vodov stanoven\u00fdch holandsk\u00fdm pracovn\u00fdm pr\u00e1vom.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Do\u010dasn\u00e9 pracovn\u00e9 zmluvy<\/b><span style=\"font-weight: 400;\"> (alebo zmluvy na dobu ur\u010dit\u00fa) maj\u00fa stanoven\u00fd d\u00e1tum ukon\u010denia, po ktorom nem\u00e1 zamestn\u00e1vate\u013e \u017eiadne zmluvn\u00e9 povinnosti vo\u010di pracovn\u00edkovi. Tieto do\u010dasn\u00e9 pracovn\u00e9 zmluvy sa \u010dasto pou\u017e\u00edvaj\u00fa pre sez\u00f3nnych pracovn\u00edkov, projektov\u00fdch zamestnancov a pracovn\u00edkov na \u010diasto\u010dn\u00fd \u00fav\u00e4zok.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Aj ke\u010f zamestnanec m\u00f4\u017ee dosta\u0165 tri po sebe id\u00face zmluvy na dobu ur\u010dit\u00fa, zmluva sa zmen\u00ed na trval\u00fa, ak celkov\u00e1 d\u013a\u017eka presiahne 36 mesiacov (tri roky).<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Z\u00e1kon stanovuje, \u017ee \u0161tvrt\u00e1 zmluva na dobu ur\u010dit\u00fa mus\u00ed by\u0165 trval\u00e1, aj ke\u010f predch\u00e1dzaj\u00face zmluvy boli krat\u0161ie ako 36 mesiacov.<\/span><\/p>\n<h2>\u010co je to kolekt\u00edvna pracovn\u00e1 zmluva (CAO)?<\/h2>\n<p><span style=\"font-weight: 400;\">Okrem z\u00e1kladn\u00fdch pravidiel stanoven\u00fdch holandsk\u00fdm pracovn\u00fdm pr\u00e1vom, spolo\u010dnosti \u010dasto uzatv\u00e1raj\u00fa \u0161peci\u00e1lne dohody s odbormi, ktor\u00e9 stanovuj\u00fa \u0161peci\u00e1lne podmienky zml\u00fav. Tieto dohody s\u00fa kolekt\u00edvne pracovn\u00e9 zmluvy alebo CAO (v holand\u010dine: Collectieve Arbeidsovereenkomst). V\u00e4\u010d\u0161ina <\/span><a href=\"https:\/\/robin.jobs\/sk\/ponuka-prace-v-zahranici\"><span style=\"font-weight: 400;\">Pracovn\u00fdch miest v Holandsku<\/span><\/a><span style=\"font-weight: 400;\"> spad\u00e1 pod CAO.Existuj\u00fa dva typy pracovn\u00fdch zml\u00fav:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Sekorov\u00e9 kolekt\u00edvne dohody<\/b><span style=\"font-weight: 400;\"> sa t\u00fdkaj\u00fa zml\u00fav v r\u00e1mci jedn\u00e9ho sektora (druh pr\u00e1ce),<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Kolekt\u00edvne zmluvy spolo\u010dnosti<\/b><span style=\"font-weight: 400;\"> sa t\u00fdkaj\u00fa pracovn\u00fdch doh\u00f4d na \u00farovni spolo\u010dnosti pre v\u0161etk\u00fdch zamestnancov.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">CAO m\u00f4\u017eu pon\u00faknu\u0165 len lep\u0161ie pracovn\u00e9 podmienky, ne\u017e ak\u00e9 s\u00fa stanoven\u00e9 z\u00e1konom. Ak m\u00e1 spolo\u010dnos\u0165 kolekt\u00edvnu pracovn\u00fa zmluvu, podmienky zamestnania nem\u00f4\u017eu by\u0165 v rozpore s CAO.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Dopad Kolekt\u00edvnych pracovn\u00fdch zml\u00fav (CLA) na pracovn\u00e9 zmluvy<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Kolekt\u00edvne pracovn\u00e9 zmluvy (CLA alebo CAO) v Holandsku m\u00f4\u017eu ovplyvni\u0165 podmienky pracovn\u00fdch zml\u00fav. T\u00fdm poskytuj\u00fa zamestnancom dodato\u010dn\u00e9 pracovn\u00e9 pr\u00e1va a ochranu. Tieto dohody zabezpe\u010duj\u00fa minim\u00e1lnu \u00farove\u0148 ochrany pracovn\u00edkov pre zamestnancov, bez oh\u013eadu na ich pracovn\u00e9 zmluvy. Medzi veci, ktor\u00e9 ur\u010duj\u00fa, patria:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">mzdy,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">pracovn\u00e9 hodiny,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">v\u00fdpovedn\u00e9 lehoty,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">odstupn\u00e9,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">d\u00f4chodky.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Prisp\u00f4sobenie pracovn\u00fdch zml\u00fav prostredn\u00edctvom CLA<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">CLA (CAO) umo\u017e\u0148uj\u00fa zamestn\u00e1vate\u013eom a zamestnancom prisp\u00f4sobi\u0165 pracovn\u00e9 zmluvy ich potreb\u00e1m. Ni\u017e\u0161ie s\u00fa uveden\u00e9 r\u00f4zne mo\u017enosti, ktor\u00e9 umo\u017e\u0148uj\u00fa obom stran\u00e1m dosiahnu\u0165 \u010do najlep\u0161\u00ed mo\u017en\u00fd v\u00fdsledok:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Individu\u00e1lne dohody m\u00f4\u017eu by\u0165 povolen\u00e9 v r\u00e1mci CLA, pokia\u013e tieto odch\u00fdlky prospievaj\u00fa zamestnancovi.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Kolekt\u00edvne vyjedn\u00e1vanie umo\u017e\u0148uje zamestn\u00e1vate\u013eom a zamestnancom vyjedn\u00e1va\u0165 kolekt\u00edvne dohody na \u00farovni spolo\u010dnosti, ktor\u00e9 m\u00f4\u017eu obsahova\u0165 ustanovenia nad r\u00e1mec t\u00fdch v kolekt\u00edvnej zmluve platnej v odvetv\u00ed alebo minim\u00e1lnych podmienok stanoven\u00fdch holandsk\u00fdm pracovn\u00fdm pr\u00e1vom.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">CLA m\u00f4\u017eu obsahova\u0165 flexibiln\u00e9 klauzuly, ktor\u00e9 umo\u017e\u0148uj\u00fa odch\u00fdlky od niektor\u00fdch po\u017eiadaviek v konkr\u00e9tnych pr\u00edpadoch, ako je hospod\u00e1rska \u0165a\u017ekos\u0165 alebo individu\u00e1lne potreby zamestnanca.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">\u010co s\u00fa v\u00fdhodnej\u0161ie podmienky CLA?<\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Lep\u0161ia mzda:<\/b><span style=\"font-weight: 400;\"> CLA \u010dasto stanovuj\u00fa mzdy nad minim\u00e1lnou mzdou a m\u00f4\u017eu obsahova\u0165 ustanovenia o zvy\u0161ovan\u00ed mzdy na z\u00e1klade seniority alebo dosiahnut\u00fdch v\u00fdkonnostn\u00fdch cie\u013eov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Vylep\u0161en\u00e9 pracovn\u00e9 podmienky:<\/b><span style=\"font-weight: 400;\"> CLA m\u00f4\u017eu zavies\u0165 bezpe\u010dnej\u0161ie pracovn\u00e9 prostredie, krat\u0161ie pracovn\u00e9 hodiny alebo flexibilnej\u0161ie pracovn\u00e9 usporiadanie.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Dodato\u010dn\u00e9 v\u00fdhody:<\/b><span style=\"font-weight: 400;\"> CLA m\u00f4\u017eu pon\u00faka\u0165 firemn\u00e9 \u0161kolenia, dodato\u010dn\u00e9 zdravotn\u00e9 poistenie, pr\u00edspevky na starostlivos\u0165 o deti, neobmedzen\u00fd platen\u00fd vo\u013eno, alebo programy na podporu zamestnancov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Vylep\u0161en\u00e9 postupy pri ukon\u010den\u00ed pracovn\u00e9ho pomeru:<\/b><span style=\"font-weight: 400;\"> CLA m\u00f4\u017eu pon\u00faknu\u0165 lep\u0161ie podmienky pri ukon\u010den\u00ed zmluvy, ako s\u00fa dlh\u0161ie v\u00fdpovedn\u00e9 lehoty a lep\u0161ie odstupn\u00e9.<\/span><\/li>\n<\/ul>\n<h2>Ukon\u010denie pracovn\u00fdch zml\u00fav v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Ukon\u010denie pracovnej zmluvy m\u00f4\u017ee by\u0165 jednostrann\u00e9 (zo strany zamestnanca alebo zamestn\u00e1vate\u013ea), pri\u010dom v takomto pr\u00edpade mus\u00ed by\u0165 dodr\u017ean\u00e1 v\u00fdpovedn\u00e1 lehota. Z\u00e1kon tie\u017e stanovuje dohodu o ukon\u010den\u00ed pracovn\u00e9ho pomeru (v holand\u010dine <\/span><i><span style=\"font-weight: 400;\">vaststellingsovereenkomst<\/span><\/i><span style=\"font-weight: 400;\">), v ktorej sa obe strany dohodn\u00fa na ukon\u010den\u00ed pracovn\u00e9ho pomeru.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">V tomto pr\u00edpade m\u00f4\u017ee spolo\u010dnos\u0165 pon\u00faknu\u0165 dohodu o vyrovnan\u00ed. T\u00fdmto sp\u00f4sobom sa zamestn\u00e1vate\u013e vyhne procesu prepustenia cez Agent\u00faru pre zamestnanie a pracovn\u00fd tribun\u00e1l.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Pr\u00e1vne d\u00f4vody na ukon\u010denie pracovn\u00e9ho pomeru<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Zamestn\u00e1vate\u013e m\u00f4\u017ee ukon\u010di\u0165 pracovn\u00fa zmluvu z platn\u00e9ho d\u00f4vodu. Platn\u00e9 d\u00f4vody na ukon\u010denie pracovn\u00e9ho pomeru zah\u0155\u0148aj\u00fa probl\u00e9my s v\u00fdkonom, nespr\u00e1vne konanie, neuspokojiv\u00fa pr\u00e1cu, neposlu\u0161nos\u0165, nadbyto\u010dnos\u0165 a poru\u0161enie zmluvy. \u010eal\u0161\u00edm d\u00f4vodom je, ak zamestnanec dosiahol d\u00f4chodkov\u00fd vek.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Situ\u00e1cie, kedy zamestn\u00e1vate\u013e nem\u00f4\u017ee prepusti\u0165 zamestnanca<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo uzn\u00e1va situ\u00e1cie, kedy je zamestnanec chr\u00e1nen\u00fd pred stratou zamestnania. Situ\u00e1cie, ke\u010f zamestn\u00e1vate\u013e nem\u00f4\u017ee prepusti\u0165 zamestnanca, s\u00fa:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Po\u010das prv\u00fdch dvoch rokov, kedy je zamestnanec chor\u00fd alebo neschopn\u00fd vykon\u00e1va\u0165 pr\u00e1cu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak spolo\u010dnos\u0165 neurobila dostatok krokov na pomoc zamestnancovi pri n\u00e1vrate do pr\u00e1ce.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Po\u010das tehotenstva a materskej dovolenky a \u0161iestich t\u00fd\u017ed\u0148ov po n\u00e1vrate do pr\u00e1ce.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Po\u010das rodi\u010dovskej dovolenky.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak zamestnanec opust\u00ed krajinu kv\u00f4li povinnej vojenskej slu\u017ebe alebo alternat\u00edvnej slu\u017ebe v krajine p\u00f4vodu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak je \u010dlenom odborovej organiz\u00e1cie alebo politickej organiz\u00e1cie.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak zamestnanec nechce pracova\u0165 v nede\u013eu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">V pr\u00edpade prevzatia spolo\u010dnosti.<\/span><\/li>\n<\/ul>\n<h2>Ak\u00e1 je v\u00fdpovedn\u00e1 lehota v Holandsku?<\/h2>\n<p><span style=\"font-weight: 400;\">Ke\u010f skon\u010d\u00ed maxim\u00e1lna sk\u00fa\u0161obn\u00e1 doba, pracovn\u00edci m\u00f4\u017eu st\u00e1le ma\u0165 svoju pracovn\u00fa zmluvu ukon\u010den\u00fa. V pr\u00edpadoch prepustenia mus\u00ed by\u0165 zamestnancovi poskytnut\u00fd platn\u00fd d\u00f4vod a v\u00fdpovedn\u00e1 lehota. Pod\u013ea holandsk\u00e9ho pracovn\u00e9ho pr\u00e1va je v\u00fdpovedn\u00e1 lehota obdobie, po\u010das ktor\u00e9ho zamestn\u00e1vate\u013e informuje zamestnanca o ukon\u010den\u00ed jeho zmluvy. V\u00fdpovedn\u00e1 lehota zamestn\u00e1vate\u013ea mus\u00ed by\u0165 dvakr\u00e1t dlh\u0161ia ne\u017e v\u00fdpovedn\u00e1 lehota zamestnanca.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">D\u013a\u017eka v\u00fdpovednej lehoty z\u00e1vis\u00ed od toho, ako dlho pracovn\u00edk pracoval v spolo\u010dnosti. V\u00fdpovedn\u00e1 lehota je najmenej jeden mesiac, ale m\u00f4\u017ee trva\u0165 a\u017e \u0161tyri mesiace, ak m\u00e1 zamestnanec viac ako 15 rokov v spolo\u010dnosti. Krat\u0161ie obdobie je mo\u017en\u00e9 iba v pr\u00edpade, \u017ee je to dohodnut\u00e9 v kolekt\u00edvnej pracovnej zmluve. Podobne m\u00f4\u017ee by\u0165 v\u00fdpovedn\u00e1 lehota pred\u013a\u017een\u00e1 na \u0161es\u0165 mesiacov. Neexistuje rozdiel medzi kolekt\u00edvnym a individu\u00e1lnym prepusten\u00edm.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>V\u00fdpovedn\u00e1 lehota<\/b><\/td>\n<td><b>Roky slu\u017eby<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Jeden mesiac<\/span><\/td>\n<td><span style=\"font-weight: 400;\">menej ako p\u00e4\u0165 rokov<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Dva mesiace<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5 a\u017e 10 rokov<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Tri mesiace<\/span><\/td>\n<td><span style=\"font-weight: 400;\">10 a\u017e 14 rokov<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u0160tyri mesiace<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15 alebo viac<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span style=\"font-weight: 400;\">Kedy za\u010d\u00edna v\u00fdpovedn\u00e1 lehota v Holandsku?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">V\u00fdpovedn\u00e1 lehota v Holandsku za\u010d\u00edna, ke\u010f zamestnanec obdr\u017e\u00ed p\u00edsomn\u00e9 ozn\u00e1menie o ukon\u010den\u00ed pracovn\u00e9ho pomeru. To znamen\u00e1, \u017ee zamestn\u00e1vate\u013e m\u00f4\u017ee informova\u0165 pracovn\u00edka o prepusten\u00ed, ale nebude to ofici\u00e1lne, k\u00fdm nez\u00edska p\u00edsomn\u00e9 rozhodnutie. V ozn\u00e1men\u00ed o prepusten\u00ed mus\u00ed spolo\u010dnos\u0165 uvies\u0165 presn\u00fd d\u00e1tum ukon\u010denia pracovn\u00e9ho pomeru a v\u0161etky v\u00fdhody, na ktor\u00e9 m\u00e1 zamestnanec n\u00e1rok. Jednou z nich je odstupn\u00e9.<\/span><\/p>\n<h2>\u010co je odstupn\u00e9 v Holandsku?<\/h2>\n<p><span style=\"font-weight: 400;\">Pod\u013ea holandsk\u00e9ho pr\u00e1va je odstupn\u00e9 typom od\u0161kodn\u00e9ho, ktor\u00e9 zamestn\u00e1vate\u013e vypl\u00e1ca zamestnancovi, ktor\u00e9ho pracovn\u00fd pomer bol ukon\u010den\u00fd. V\u00fd\u0161ka odstupn\u00e9ho z\u00e1vis\u00ed od mesa\u010dn\u00e9ho platu zamestnanca a d\u013a\u017eky jeho pracovn\u00e9ho pomeru. Je d\u00f4le\u017eit\u00e9 poznamena\u0165, \u017ee odstupn\u00e9 sa vz\u0165ahuje na trval\u00e9 aj do\u010dasn\u00e9 zmluvy.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Odstupn\u00e9 nem\u00f4\u017ee presiahnu\u0165 94 000 \u20ac alebo ro\u010dn\u00fd plat, ak zamestnanec zar\u00e1ba viac (hrub\u00e1 mzda). Suma sa m\u00f4\u017ee ka\u017edoro\u010dne meni\u0165, ke\u010f\u017ee org\u00e1ny zhodnotia v\u00fd\u0161ku odstupn\u00e9ho.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Odstupn\u00e9 v Holandsku je povinn\u00e9 v nasleduj\u00facich pr\u00edpadoch:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Spolo\u010dnos\u0165 prepust\u00ed zamestnanca.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Spolo\u010dnos\u0165 nepred\u013a\u017ei zmluvu zamestnanca.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Zamestnanec pod\u00e1 v\u00fdpove\u010f kv\u00f4li nez\u00e1konn\u00e9mu konaniu zo strany spolo\u010dnosti (napr\u00edklad diskrimin\u00e1cia alebo \u0161ikana).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Zamestn\u00e1vate\u013e nedodr\u017eiava pravidl\u00e1 o reintegr\u00e1cii po dlh\u0161ej absencii z pr\u00e1ce (napr\u00edklad tehotenstvo alebo choroba).<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Ako z\u00edska\u0165 odstupn\u00e9<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Holandsk\u00e9 pr\u00e1vo uv\u00e1dza, \u017ee zamestnanci m\u00f4\u017eu z\u00edska\u0165 odstupn\u00e9 bez oh\u013eadu na d\u013a\u017eku ich zamestnania v spolo\u010dnosti. Na z\u00edskanie odstupn\u00e9ho v Holandsku postupujte pod\u013ea nasleduj\u00faceho procesu:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">V\u00e1\u0161 zamestn\u00e1vate\u013e v\u00e1s ofici\u00e1lne informuje, \u017ee va\u0161a zmluva bola ukon\u010den\u00e1.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pre\u010d\u00edtajte si svoju zmluvu, aby ste sa uistili, ak\u00e9 pracovn\u00e9 pr\u00e1va m\u00e1te.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Po\u017eiadajte o pr\u00e1vnu radu od odborov\u00e9ho zv\u00e4zu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Porozpr\u00e1vajte sa s in\u00fdmi zamestnancami, ktor\u00ed pre\u0161li t\u00fdmto procesom vo va\u0161ej spolo\u010dnosti.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Porozpr\u00e1vajte sa s va\u0161\u00edm priamym nadriaden\u00fdm alebo pracovn\u00edkom \u013eudsk\u00fdch zdrojov, aby ste sa dozvedeli viac o \u010fal\u0161\u00edch krokoch v procese. Zistite, \u010di existuje mo\u017enos\u0165 dohody o vyrovnan\u00ed (to neznamen\u00e1, \u017ee neobdr\u017e\u00edte odstupn\u00e9).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Vypo\u010d\u00edtajte, ak\u00fa sumu m\u00e1te n\u00e1rok na z\u00edskanie.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak je to potrebn\u00e9, po\u017eiadajte o pr\u00e1vne zastupovanie, ak je nutn\u00e9 \u00eds\u0165 na pracovn\u00fd s\u00fad.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dvojit\u00fd skontrolujte v\u0161etko predt\u00fdm, ako podp\u00ed\u0161ete dokumenty.<\/span><\/li>\n<\/ul>\n<h2>Ako poda\u0165 v\u00fdpove\u010f v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Na rozdiel od zamestn\u00e1vate\u013eov nemus\u00edte ma\u0165 \u017eiadny \u0161pecifick\u00fd d\u00f4vod na podanie v\u00fdpovede. Pri podan\u00ed v\u00fdpovede holandsk\u00e9 pracovn\u00e9 pr\u00e1vo neustanovuje \u017eiadny konkr\u00e9tny postup, ktor\u00fd mus\u00edte dodr\u017ea\u0165, ale ak chcete ukon\u010di\u0165 svoju zmluvu v dobrom, tu s\u00fa kroky, ako poda\u0165 v\u00fdpove\u010f v Holandsku:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Aj ke\u010f to z\u00e1kon nevy\u017eaduje, odpor\u00fa\u010da sa posla\u0165 v\u00fdpovedn\u00fa listinu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nap\u00ed\u0161te v\u00fdpovedn\u00fa listinu, v ktorej informujete zamestn\u00e1vate\u013ea o d\u00f4vode, pre\u010do ste sa rozhodli opusti\u0165 spolo\u010dnos\u0165.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Doru\u010dte ju osobne alebo po\u0161lite e-mailom. Tak \u010di onak, bude uznan\u00e1 s\u00fadom, ak to bude potrebn\u00e9.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Porozpr\u00e1vajte sa s HR alebo va\u0161\u00edm nadriaden\u00fdm o mo\u017enosti dohody o vyrovnan\u00ed.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Vyjedn\u00e1vajte svoju v\u00fdpovedn\u00fa lehotu. Pod\u013ea holandsk\u00e9ho pr\u00e1va mus\u00edte da\u0165 v\u00fdpove\u010f jeden mesiac pred ukon\u010den\u00edm pracovn\u00e9ho pomeru, pokia\u013e to nie je v zmluve \u0161pecifikovan\u00e9 inak. V\u00fdpovedn\u00e1 lehota m\u00f4\u017ee by\u0165 krat\u0161ia ako mesiac, ale nem\u00f4\u017ee presiahnu\u0165 \u0161es\u0165 mesiacov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak naraz\u00edte na probl\u00e9my, porozpr\u00e1vajte sa so z\u00e1stupcom odborov\u00e9ho zv\u00e4zu.<\/span><\/li>\n<\/ul>\n<h2>Pr\u00e1va a ochrana zamestnancov v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Ak sa chyst\u00e1te do Holandska pracova\u0165, zabezpe\u010denie pr\u00e1v a ochrany zamestnancov je k\u013e\u00fa\u010dov\u00e9. Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo poskytuje v\u00fdznamn\u00fa pr\u00e1vnu ochranu, spravodliv\u00e9 zaobch\u00e1dzanie a prevenciu nespravodliv\u00fdch, jednostrann\u00fdch prakt\u00edk.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Pr\u00e1vna ochrana zamestnancov<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Podpisom zmluvy v r\u00e1mci holandsk\u00e9ho pracovn\u00e9ho pr\u00e1va m\u00e1te n\u00e1rok na r\u00f4zne ochrany, ktor\u00e9 maj\u00fa pr\u00e1vne d\u00f4sledky a implik\u00e1cie pracovn\u00e9ho pr\u00e1va:<\/span><\/p>\n<p><b>1. Nespravodliv\u00e9 prepustenie (neopr\u00e1vnen\u00e9 ukon\u010denie pracovn\u00e9ho pomeru)<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">V\u010faka holandsk\u00fdm pracovn\u00fdm pr\u00e1vam s\u00fa zamestnanci chr\u00e1nen\u00ed pred nespravodliv\u00fdm prepusten\u00edm alebo neopr\u00e1vnen\u00fdm ukon\u010den\u00edm pracovn\u00e9ho pomeru. To znamen\u00e1, \u017ee zamestn\u00e1vate\u013e nem\u00f4\u017ee ukon\u010di\u0165 pracovn\u00fa zmluvu bez platn\u00e9ho d\u00f4vodu. Z\u00e1kon uzn\u00e1va r\u00f4zne d\u00f4vody na prepustenie, ako s\u00fa nevhodn\u00e9 spr\u00e1vanie, neschopnos\u0165 vykon\u00e1va\u0165 pr\u00e1cu alebo nadbyto\u010dnos\u0165. Zamestnanci, ktor\u00ed sa domnievaj\u00fa, \u017ee boli nespravodlivo prepusten\u00ed, m\u00f4\u017eu poda\u0165 \u017ealobu na s\u00fad.<\/span><\/p>\n<p><b>2.Pracovn\u00e9 hodiny<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Z\u00e1kon o pracovn\u00fdch hodin\u00e1ch(<\/span><a href=\"https:\/\/business.gov.nl\/staff\/terms-of-employment\/working-hours-act\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Arbeidstijdenwet<\/span><\/a><span style=\"font-weight: 400;\">) obmedzuje po\u010det hod\u00edn, ktor\u00e9 zamestnanci m\u00f4\u017eu pracova\u0165 t\u00fd\u017edenne a denne. Existuj\u00fa aj predpisy t\u00fdkaj\u00face sa nad\u010dasovej mzdy a odpo\u010dinkov\u00fdch prest\u00e1vok. Zamestnanci star\u0161\u00ed ako 18 rokov m\u00f4\u017eu pracova\u0165 12 hod\u00edn denne a 60 hod\u00edn t\u00fd\u017edenne. Toto je v\u00fdnimka, preto\u017ee priemern\u00fd pracovn\u00fd \u010das je 48 hod\u00edn t\u00fd\u017edenne po\u010das 16 t\u00fd\u017ed\u0148ov alebo 55 hod\u00edn t\u00fd\u017edenne po\u010das \u0161tyroch t\u00fd\u017ed\u0148ov.<\/span><\/p>\n<p><b>3.Pr\u00e1vna \u00faprava dovoleniek<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Zamestnanci maj\u00fa n\u00e1rok na ur\u010dit\u00fd po\u010det dovoleniek ro\u010dne, vr\u00e1tane dovolenky pri partnerstve\/paterinskej dovolenky, rodi\u010dovskej dovolenky, adop\u010dnej dovolenky a podobne. Tehotn\u00e1 zamestnanky\u0148a m\u00e1 pr\u00e1vo na odchod z pr\u00e1ce, ak m\u00e1 lek\u00e1rske vy\u0161etrenie po\u010das pracovn\u00e9ho \u010dasu.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">\u0160peci\u00e1lna dovolenka nie je uzn\u00e1van\u00e1 v holandskom pracovnom pr\u00e1ve, ale \u010dasto sa vyskytuje v kolekt\u00edvnych pracovn\u00fdch zmluv\u00e1ch (CLA). Ak CLA uzn\u00e1va mimoriadne okolnosti, zamestnanci m\u00f4\u017eu z\u00edska\u0165 \u010fal\u0161ie dni vo\u013ena v situ\u00e1ci\u00e1ch, ako s\u00fa:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Svadba<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00damrtie v rodine<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">S\u0165ahovanie<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">V\u00fdro\u010die pr\u00e1ce<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Povinnosti na univerzite alebo profesijnom \u0161kolen\u00ed<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Odborov\u00e9 aktivity<\/span><\/li>\n<\/ul>\n<p><b>4. Diskrimin\u00e1cia<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo zakazuje diskrimin\u00e1ciu na z\u00e1klade veku, pohlavia, rasy, n\u00e1bo\u017eenstva, politick\u00e9ho n\u00e1zoru, \u017eivotn\u00fdch princ\u00edpov, rodinn\u00e9ho stavu, sexu\u00e1lnej orient\u00e1cie, postihnutia, n\u00e1rodnosti, tehotenstva a typu zmluvy. T\u00e1to ochrana sa vz\u0165ahuje na v\u0161etky aspekty pracovn\u00e9ho pomeru, vr\u00e1tane n\u00e1boru, pov\u00fd\u0161en\u00ed, \u0161kolen\u00ed a prepustenia.<\/span><\/p>\n<p><b>5. Minim\u00e1lna mzda<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Zamestnanci maj\u00fa n\u00e1rok na minim\u00e1lnu mzdu stanoven\u00fa vl\u00e1dou. Minim\u00e1lna mzda sa pravidelne aktualizuje na z\u00e1klade zmien v \u017eivotn\u00fdch n\u00e1kladoch. Zamestnanci maj\u00fa n\u00e1rok na 70 % svojho platu po\u010das obdobia nepr\u00edtomnosti. Zamestn\u00e1vate\u013e mus\u00ed vyplati\u0165 minim\u00e1lnu mzdu, ak je ni\u017e\u0161ia ako minim\u00e1lna kompenz\u00e1cia.<\/span><\/p>\n<p><b>6. Zdravie a bezpe\u010dnos\u0165 na pracovisku<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Zamestn\u00e1vatelia musia svojim zamestnancom zabezpe\u010di\u0165 bezpe\u010dn\u00e9 a zdrav\u00e9 pracovn\u00e9 prostredie. Kvalitn\u00e9 pracovn\u00e9 podmienky zah\u0155\u0148aj\u00fa prij\u00edmanie opatren\u00ed na prevenciu \u00farazov a pracovn\u00fdch chor\u00f4b. V\u00e4\u010d\u0161ie spolo\u010dnosti \u010dasto zamestn\u00e1vaj\u00fa podnikov\u00e9ho lek\u00e1ra alebo agent\u00faru na pracovn\u00e9 zdravie a bezpe\u010dnos\u0165, ktor\u00e1 podporuje svojich zamestnancov.<\/span><\/p>\n<h2>Ako zabezpe\u010di\u0165 najlep\u0161ie pracovn\u00e9 podmienky v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Ak ste ob\u010danom E\u00da a pl\u00e1nujete sa pres\u0165ahova\u0165 do Holandska za pr\u00e1cou, va\u0161\u00edm prv\u00fdm cie\u013eom by malo by\u0165 zabezpe\u010di\u0165 si zamestnanie u d\u00f4veryhodn\u00e9ho zamestn\u00e1vate\u013ea. Jedn\u00fdm z najlep\u0161\u00edch sp\u00f4sobov, ako zabezpe\u010di\u0165 najlep\u0161ie pracovn\u00e9 podmienky pod\u013ea holandsk\u00e9ho pracovn\u00e9ho pr\u00e1va, je spolupracova\u0165 s medzin\u00e1rodnou n\u00e1borovou spolo\u010dnos\u0165ou s osved\u010denou poves\u0165ou.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Ako cudzinec budete potrebova\u0165 pomoc pri h\u013eadan\u00ed pr\u00e1ce, pres\u0165ahovan\u00ed a usaden\u00ed sa. V\u00fdber jednej <\/span><a href=\"https:\/\/robin.jobs\/sk\/ponuka-prace-v-zahranici\/ponuka-prace-holandsko\"><span style=\"font-weight: 400;\">z najlep\u0161\u00edch pracovn\u00fdch pon\u00fak v Holandsku <\/span><\/a><span style=\"font-weight: 400;\">s pomocou n\u00e1borovej agent\u00fary Robin v\u00e1m v\u00fdrazne u\u013eah\u010d\u00ed prechod do pr\u00e1ce v zahrani\u010d\u00ed.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Pr\u00e1ca v Holandsku je nielen kari\u00e9rny krok, ale aj zmena \u017eivota. Predt\u00fdm, ne\u017e sa rozhodnete pres\u0165ahova\u0165, chcete sa dozvedie\u0165 viac o svojich pr\u00e1vach ako zamestnanec zo zahrani\u010dia. Zvykn\u00fa\u0165 si na nov\u00fa krajinu si vy\u017eaduje \u010das, preto je d\u00f4le\u017eit\u00e9 vedie\u0165, ko\u013eko \u010dasu m\u00e1te na to, aby ste preuk\u00e1zali svoju hodnotu. V tomto \u010dl\u00e1nku pokryjeme v\u0161etko, \u010do&#8230;<\/p>\n","protected":false},"author":13,"featured_media":1220621,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1228],"tags":[],"class_list":["post-1220620","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-praca","work-category-praca-v-holandsku"],"acf":[],"_links":{"self":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1220620","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/comments?post=1220620"}],"version-history":[{"count":2,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1220620\/revisions"}],"predecessor-version":[{"id":1251423,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1220620\/revisions\/1251423"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/media\/1220621"}],"wp:attachment":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/media?parent=1220620"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/categories?post=1220620"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/tags?post=1220620"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}