Content of the new Working Conditions Act 26.10.2007
A new Working Conditions Act came into force on 1 January 2007. This new law gives employers and employees more responsibilities and greater opportunities to customise their approach. The Dutch government hopes that this will lead to safer, healthier workplaces. The new Working Conditions Act contains fewer rules. Any rules above and beyond European regulations are retained only where they are really necessary, for example for people working with professional fireworks. The government lays down objectives, incorporating the standards that companies must meet in order to achieve a safe and healthy working environment. Employers and employers decide for themselves how
A new Working Conditions Act came into force on 1 January 2007. This new law gives employers and employees more responsibilities and greater opportunities to customise their approach. The Dutch government hopes that this will lead to safer, healthier workplaces.
The new Working Conditions Act contains fewer rules. Any rules above and beyond European regulations are retained only where they are really necessary, for example for people working with professional fireworks. The government lays down objectives, incorporating the standards that companies must meet in order to achieve a safe and healthy working environment. Employers and employers decide for themselves how they intend to meet these objectives and what methods they will use. The intention is for the various methods and approaches used in each sector or business to be set out in an occupational health and safety declaration of intent, which is a kind of 'recipe book'. (see also the article on occupational health and safety declarations of intent) The responsibility for these declarations lies entirely with the employers and employees or their organisations within a particular sector.
The adoption of the amended Occupational Health and Safety Act also led to changes in the way the Labour Inspectorate operates. The Inspectorate works on the basis of legislation and regulations, but looks at occupational health and safety declarations of intent that have been tested in order to see whether a company is complying with the law. The Labour Inspectorate has produced brochures for particular sectors, specifying what obligations an employer has and how a company inspection is carried out. The sector brochures also contain a description of the main occupational risks. These risks are the main areas on which an inspection will focus. Employers with satisfactory occupational health and safety systems and declarations of intent can expect flexible treatment by the Labour Inspectorate. In contrast, firms which do not pay enough attention to working conditions will be severely punished if the Labour Inspectorate finds any contraventions or unacceptable situations. The maximum fines have recently been doubled.
Source: http://www.arbonieuwestijl.nl
