Credit for your car

Using your car as collateral to apply for a loan is the fastest way to convert your car into cash.

A car loan is a secured loan that means that it is protected by an asset such as a car.

What is a car loan?

The car loan is basically a loan with collateral, which is more commonly called credit for your car and you can request it from our website.

That is, if you do not meet the agreed payment, the lender can keep your car, to recover your investment.

This can scare many people, however, if you are responsible and return the money you will not have any problem.

Car loan Houston is an easiest and most convenient loan you can get.

We recommend this type of loan so that you can obtain the financing you need in a few hours.

you only need to have a car in property, your personal identification, and that the car is less than 10 years old to start the process.

You do not have to come to our office to approve your loan application because you can do the procedure online.

Which makes things much easier, since you can do most of the process from your home.

Do you want to know how you can get money for your car without having to sell it? Today we tell you all about auto secured loans. 

Why apply for a loan?

There are many reasons why people borrow money, some reasons are good and others are not.

However, if you need to borrow money , without having to go to your family or friends.

In addition, this type of loan is affordable for people who are registered in a delinquency register, and for which they do not have a good credit history .

As in many of our articles we have informed you “to be in the ASNEF or any register of defaulters is very negative “.

Since it will cost you more to have access to credit , at least with conventional banks.

Well simply do not have confidence in granting you the money you need for the background you have registered for “No payment.”

Another thing that you should apply for a credit with your car, is that you do not need to show income, or payroll.

So it makes things a lot easier when it comes to asking for urgent money.

Why should you request your credit through us?

I explain it better:


We are extremely sensitive to your need for privacy. Therefore, we treat your data with the utmost confidentiality.

We are neither a lender nor a broker or agent, we only provide a credit comparison service.

We match your requirements with our panel of genuine direct lenders and help you get access to credit.

We have created an unparalleled relationship with a number of good lenders.

These have a good track record, since they have shown us that they can offer fast and reliable services.

You can not insist too much that all your information will be handled with the strictest confidentiality.

Ultimately, you will only deal with one lender, but all other direct lenders who receive your information will ensure that it is never disclosed or made available for unauthorized use.

Emergency loan

As we understand that your need may be urgent, we have designed a quick application and an almost guaranteed approval process.

However, the financial profile of each person is different. Not everyone can get a personal loan of the same amount or amount.

Complete the 3-minute application form from the lender that best suits your needs and give “send”

Fully committed service

We are totally committed to finding suitable loans for borrowers of any kind.

We do our best to find all kinds of lenders who are willing to meet the needs of our users.

So you can have great variety given your financial situation.

Undoubtedly, there are many things that a loan company considers before getting approval.

Many companies look at your ability to pay to provide you with the cash you need.

We do not make false promises and we do not guarantee an approval. It all depends on the loan company to which you apply for the loan.

Quick request and fast cash approval

If you make an application within one business day, you can expect to get an approval from the lenders in one or two hours.

Also, once the loan application is approved without credit verification and the paperwork is completed, you can expect to get the money in your bank account as soon as the next business day.

You can complete the whole process in a few hours and do everything from the comfort of your home or office, since the whole process can be done on the Internet.

For all this, you will save queues, time and stress throughout the financing process.

Labor cost benefit per 2018

The current premium discounts will be replaced with wage cost benefits (LKV) as of 2018 in the Wage Allowances Act. In short, an LKV means that an employer receives an allowance per hour for each paid hour for designated employees. This concerns (new) employees with less good access to the labor market.

Concretely, the following target groups have been designated under certain conditions:

  • Older former unemployed employees (max. € 6000 LKV per year)
  • Work-disabled employees (newly employed or relocated, max. € 6000 LKV per year)
  • Employees from the target group of job agreements (max. € 2,000 LKV per year)

Target group register

To prove that an employee belongs to one of these target groups, the employer must have a target group statement or proof that the employee has been included in the target group register.

The target group declaration is only issued if it is requested within 3 months after the start of the employment.

Only correction messages made before 1 May of the coming year are taken into account when calculating the LKV. Subsequent revision is only arranged at the expense of the employer. If an employer leaves the LKV himself, the right will be lost.

Do not ask about illness when you start working

In this connection, it is difficult to ask an employer not to ask when the employee has an occupational disability or functional limitation, although this information is necessary to determine whether the LKV Incapacitated employee can be applied. This question can only be made on the basis of Section 63a of the Sickness Benefits Act 2 months after commencement of employment. Only then can the target group declaration for LKV Arbeidssthandicapte be set in motion. The employer therefore has only one month left for this group to put his affairs in order.

However, questions about meeting the conditions for older employees

The demand for fulfillment of conditions for older employees may be asked immediately upon commencement of employment.

Finally, employees from the target group of job agreements and employees with a Wajong benefit are included in the target group register. The employer can request this online – provided he has the BSN of the employee – via his employer portal of the UWV.

Use a script

In view of the above, an employer would have to investigate the applicability of the LKV at different times and / or run the risk of missing out on premiums due to late action. This can only be prevented by using a tight script. Such a scenario could look like this:

Time from employment Action
Right away Schedule LKV action after 2 months or decide that this is not applicable / the effort does not pay.
After 2 months (as soon as possible) – Ask the employee about possible applicability of LKVs.
– If applicable, have the employee’s power of attorney sign an application for a declaration of interest. This prevents it from remaining elsewhere. An example for a power of attorney can be found on the site of the UWV under the name “Mandate of the Mandate”.
– Check via the UWV site if the Employee is included in the target group register and if in doubt ask the UWV for confirmation.
Before expiry 3 months after employment If no response from the UWV or the municipality with regard to the target group declaration, call and questions or request has been received and if necessary send again (registered).
After receiving target group declaration / Information target register

– In the wage declaration tick check the applicability LKV.

– Target group to clear out the information for the target group register and keep it available for review for 5 years.

Before 1 May of the next calendar year Check whether the data related to LKV are correct and adjust if necessary.


Can you make optimal use of the work-related costs scheme in 2017?

There are opportunities to make optimum use of the free space within the Work Costs Regulation (WKR) this year. We have listed a number of tips for you.



Within the WKR, you can spend a maximum of 1.2% of your total taxable wages on untaxed payments and benefits for your employees or yourself as director-major shareholder (DGA): the free space . You pay wage tax and national insurance contributions in the form of a final levy of 80% on the amount that is paid out to your employees in excess of this free space.

The WKR offers a lot of freedoms with regard to the allowances and benefits to the staff.


However, the WKR has an important limitation, the regularity test . This means that the allowances and benefits (which fall into the free space or the final pay) may not deviate by more than 30% from what is customary in similar circumstances (eg a duration, gold watch for a temporary employee with minimum wage is in principle not usual).

Bonuses can also be designated as a final wage for the free space. Reimbursements or benefits of up to € 2,400 per employee per calendar year are considered by the Tax Authorities to be customary. The 30% deviation does not apply to this amount. In addition to a general cost reimbursement of € 2,400 per year, you may also grant specific customary expense reimbursements or benefits.

Example company X


Total tax payroll in 2017

€ 150,000


To use free space in 2017 (1.2%)

€ 1,800


Total allowances and benefits in 2017

€ 600

(costs including VAT)

Remaining free space in 2017

€ 1,200


Company X can still pay € 1,200 in compensation and benefits to its employees without having to pay final tax.

If company X decides to pay € 2,200 in allowances and benefits to its employees in the remaining month, then company X will spend € 1,000 above the free space. Over this multiple of € 1,000 80% final tax (€ 800) must be paid. Incidentally, a final tax of 80% is often more advantageous than the employee receives the wage net and the employer grosses it.

Use the targeted exemptions and nil valuations to compensate, provide or make available certain items untaxed. The allowances and benefits in these categories do not affect the free space. Examples include the kilometer allowance (€ 0.19 per km), work clothes, telephone costs and study costs.

The remaining free space can only be used in 2017. Moving the free space to 2018 is not possible. You can use the remaining free space in various ways (the usual test also applies here):

  • a higher mileage allowance than € 0.19 per km is not covered by the specific exemption, but must be included in the free space
  • pay bonus to employee (eg Christmas bonus). Employers can pay an untaxed bonus to employees, including the DGA
  • end of year / Christmas dinner or drinks
  • Christmas package
  • bicycle of the case

If your free space has already been fully utilized and you still want to give your employees a Christmas package, think of the New Year’s package. You give this package to your employees in early 2018. As a result, this provision does not fall within the WKR of 2017 (no final levy of 80%).

Holiday rights employees

The holiday period has started again.


What holiday rights do your employees have again? And what about holidays that your employees have built up in 2016? You can read more about this in this article.

If your employee applies for a holiday with you, first of all make sure that you respond within 2 weeks whether this is in order or not. If you do not respond within 2 weeks, the employee is free to assume that you have approved the holiday request.

Statutory and extra-statutory vacation days

 The statutory vacation days are the days on which your employee receives wages. Your employee is entitled to four times the weekly working hours. He must actually be able to take these statutory vacation days.

The agreements about the extra-statutory vacation days are often in the collective labor agreement, the personnel handbook or you make them with your employee during the negotiations on the employment conditions. For example, in the employment conditions you can record that there is only accrual over the last 6 months of illness, so that only a limited build-up of holidays has taken place.

Reject leave request

You can only refuse a leave application for weighty business interests, eg if the daily business process could not be continued. Then make a written objection within 2 weeks of receiving the request. Sometimes the collective agreements contain specific agreements about refusing leave. It is advisable to avoid having to refuse leave, so always make good holiday planning in time.

Holidays that are the shortest valid

Since 2012, statutory vacation days expire half a year after the year of accrual. Unlawful holiday days expire 5 years after the year of accrual.

If your employee takes days off, you mark those days in the order of their validity. At this moment the recording order looks like this:

statutory vacation days

expired per





extra-statutory vacation days

expire per year













Later expiration date  

Sometimes a collective labor agreement or employment contract states that the statutory vacation days later expire. Then a different recording order applies. An early expiry period is not possible. The recording order can also change if an employee was unable to take the holidays due to circumstances, for example due to illness. The limitation period of 5 years applies to these holidays. Furthermore, an employer may pay off-premarital holidays in the interim if this has been agreed in the CAO or employment contract. They also fall away from the recording order.


Regulation on Peak Work

Employers in the sectors of Open Cultivation, Flower Bulb Wholesale and Greenhouse Horticulture can use this scheme to employ employees for peak work.

Benefits and conditions

An employee may only work with one employer under the Peak Work scheme once a year. With this scheme, employees can perform a maximum of 8 weeks of consecutive work during a busy ‘peak’ period. By applying the Piekarbeid scheme, an exemption applies to the payment of premiums to the Colland Labor Market and Farm Sector Fund for Agriculture (BPL) sector funds.

There are four conditions attached to the application of the Piekarbeid scheme:

  1. The employee performs seasonal activities that are exclusively routine and related to harvesting and cultivation work (including processing and processing of the harvest) for agricultural crops.
  2. The employee performs the specified work during a peak period (a period of increased workload) of a maximum of 8 consecutive weeks per year.
  3. The employee receives compensation of 0.7% of their wages during their peak period.
  4. The employee by the employer no later than the 5th working day registered with BPL.

Employees are employed several times a year


If you want to employ a peak worker who has previously held a permanent or temporary contract with you, then there must be at least 6 months between the fixed or temporary employment contract and the ‘peak work contract’. Is that period shorter than 6 months? In that case, the Piekarbeid regulation does not apply and the second employment contract is regarded as a regular employment contract.

Would you like to employ a peak worker later in the year as a permanent or temporary employee? This is only possible if there is a minimum of 31 days between both employment contracts. If the intervening period is shorter, the peak work employment is corrected to a temporary employment contract.

Working conditions

A peak worker may be rewarded against the statutory minimum wage. Holiday allowances (holiday allowance and holidays) may be bought off at a surcharge of 20% over the wages. In addition, a peak worker receives a compensation of 0.7% of the salary. This compensation compensates for the loss of the occupational disability pension and the survivor’s pension. Employees younger than 21 years are also entitled to this compensation. The compensation must be stated on the payslip.

Sign Up

As an employer, you are required to report to a peak worker by the 5th business day BPL. If the employee has already worked with another employer under this scheme, you will be notified of this. You can then offer the employee temporary or permanent employment, but you are no longer entitled to exemption from the sector funds. If we take care of the registration of a peak worker, we would like to receive the details of the employee no later than on the 5th working day .


Payroll companies can not make use of the Piekarbeid scheme. As a result, the costs of payrolling will generally be higher than the costs of hiring peak workers.

More, less or no transition fee

With the arrival of the Work and Security Act, the severance pay on the basis of the sub-district court formula has been replaced by the transition allowance. Although the main rule seems clear, the transition fee raises many questions. Frequently asked questions are:

  1. When do I have to pay the transitional compensation: only for permanent contracts or also for temporary employment contracts?
  2. Does every employee who is made redundant be entitled to the transition allowance?
  3. How much transition compensation do I have to pay?

(1.) When do I have to pay a fee?

An employee is only entitled to a compensation if the employment has lasted 24 months or more, or if there are more than 3 contracts. Intermediate periods do not count towards the amount of the reimbursement. Although the transition allowance is lower (roughly 1/3 of the subdistrict court formula), employees with a temporary contract are also entitled to a reimbursement under certain conditions if their employment contract is not renewed. In addition, from now on you will not only have to pay a fee in the event of a dismissal via the Subdistrict Court, but also through the UWV Werkbedrijf.

(2.) Is every dismissed employee entitled to the transition allowance?

You dismiss an employee for a business reason, because your company is in heavy weather. In spite of this, your employee is entitled to a reimbursement, except in the event of bankruptcy, suspension of payment or in the event that the debt restructuring scheme for natural persons (sole proprietorship) applies to you. In the case of a business dismissal it is therefore virtually impossible to avoid a transitional payment. Are you, however, a small employer with fewer than 25 employees? In that case you may still be able to use the ‘small employer scheme’.

Small employers
If the employer can apply the ‘small employer scheme’, then only the years of service from 1 May 2013 are taken into account for determining the level of the transition payment. The employer qualifies for this scheme if:

  • he employed fewer than 25 employees; and
  • there is negative equity in the last financial year prior to the dismissal; and
  • there has been a negative result in the last 3 financial years; and
  • the so-called current ratio (there is enough money on the bank to be able to pay short-term debts) in the last financial year is negative.

In determining whether an employer employs more or fewer than 25 employees, payroll employees count. The employer appeals to the small employer scheme when applying for a dismissal permit. The scheme will expire with effect from 1 January 2020.

Not all dismissed employees are eligible for the transition allowance. For example, an employee who is dismissed due to or after reaching the state pension age is not entitled to a reimbursement. However, this does not apply to the employee who discharges you after 2 years of illness. You will also owe a transitional payment if you are partially discharged. There are more exceptions to the main rule.

Temporary workers
A temporary worker with an employment contract of 2 years or longer is also entitled to a transition allowance. Temporary employees often do not have a fixed monthly salary (because they work differently), so the average monthly salary over the last 3 to 5 years (or shorter if the employment has been shorter). The employment agency is the employer of a temporary worker and must therefore pay the transition allowance. Employment agencies will choose to pass on the transition payment.

(3.) How much transition compensation do I have to pay?

The level of the transition payment depends on the duration of the employment.

Your employee will receive 1/6 monthly salary per six months for the first 10 years of the employment contract. After this period, 1/4 monthly salary per half year applies. There is no rounding up, so 5 months is no compensation. A contract that lasts 7 months means a compensation of 1/6 months salary. The transition allowance amounts to a maximum of € 76,000 (or an annual salary with a higher annual income than € 76,000). Calculating the transition payment is often a difficult exercise, especially for long-term employment.


It is important for you to ensure that the total duration of employment contracts is shorter than 24 months. No transition fee is due. If you do have to pay a transition fee, call our office and we will gladly help you further.

New developments Working conditions act

The Working Conditions Act applies to all employers and employees and changes regularly.

The renewed Working Conditions Act increases the involvement of employers and employees in occupational health services and makes prevention even more central. We have listed the most important issues for you.


  • The basic contract is entered. This sets minimum requirements for the contract between occupational health service providers and employers, including access to the workplace and the second opinion. The rights and obligations for the employer, employee and health and safety service providers are also mentioned. The ability to do more remains, for which customized agreements can be made.
  • The employer must ensure that the employee can visit the company doctor if he has questions about his health in relation to the work, even if the employee has not yet failed or has complaints. This can be done, for example, through an open consultation hour . Every employee therefore has the right to visit the company doctor without permission from the employer. This is aimed at preventing complaints and absenteeism.
  • In order to obtain a good understanding of working conditions and workload, the company doctor must also be able to visit every workplace. That way he can get to know the company better.
  • The employee can request a second opinion from another company doctor if he doubts the correctness of the advice given by the company doctor. Company doctors must always honor this request, unless there are compelling reasons not to do so. The employer pays this second opinion.
  • Prevention is even more central. For example, it is indicated that the company doctor must advise the employer about the application of preventive measures for healthy and safe working of the employees. It is also included that the company doctor advises on sickness absence counseling instead of providing assistance. This emphasizes that it is the employer who is responsible for absenteeism counseling.
  • The signaling and reporting of occupational diseases was already a task for the company doctor. The basic contract now states that the company doctor must be able to report occupational diseases to the Dutch Center for Occupational Diseases and must therefore also be able to devote time to this.
  • Every company doctor must have a complaints procedure so that an employee can file a complaint. From now on, this applies to all occupational physicians, even if they do not work for a certified occupational health service and, for example, work as an independent company doctor.
  • In addition to the company doctor, the prevention officer also has a stronger role in the new Working Conditions Act. Every company had to appoint at least one employee as a prevention employee. The prevention officer is responsible for advising and cooperating with the company doctor and other health and safety service providers.

The new Working Conditions Act entered into force on 1 July 2017. Until 1 July 2018, employers and occupational health service providers will have the time to adjust the contracts. This can be done by means of an addition to the existing contract or by entering into a new contract.



Update work affairs

Minister Asscher has announced a number of measures to solve the bottlenecks in the labor market. What is important to you as an employer? We have listed a brief overview of the changes for you.

Employees of 23 years and older with a full-time employment contract are entitled to a minimum wage of € 1,537.20 per month from that date. That is 0.8% higher than in the first half of this year.

You can request a subsidy for practical learning
Since 2 June 2016, employers can again submit an application for the practical learning subsidy scheme. This subsidy is an allowance for the practical guidance of a pupil or student and is intended for employers who provide a practical or work place for:

  • VMBO students who follow a learning path for a basic vocational learning pathway;
  • MBO students who follow a vocational guidance course (BBL);
  • HBO students who follow a dual or part-time program in the field of technology, agriculture or natural environment;
  • PhD students or technological designers in training.

The amount of the subsidy amount depends on the duration of the period in which the employer gave guidance and the total number of subsidy applications submitted. The subsidy is a maximum of € 2,700 per year per realized practical or work place.

An employer applies for the subsidy afterwards via the website of the Netherlands Enterprise Agency.

This means that employers who have offered a practical or work placement in the 2015-2016 academic year can now apply for a subsidy for this. The application period lasts until 15 September 2016.

Plan for changing the rules for the transition of goods
The employee is not entitled to the transition allowance if an equivalent provision is provided for in the collective labor agreement. The parties to the CLA may then decide for themselves what the scope of the provision is, as long as it is aimed at finding new work. The change must take effect on 1 January 2018.

Employers receive compensation for the transitional compensation they have to pay in case of dismissal due to long-term illness. That compensation is paid from the General Unemployment Fund. There is a premium increase here. Although 1 January 2018 also applies to this change as the intended starting date, it may be retroactive.

Later full minimum wage from 21 years

The full statutory minimum wage will soon apply to every employee of 21 years and older. Now that’s 23 years and older. In addition, the minimum wage for employees up to 21 years goes up. The starting age for a full minimum wage changes step by step to 21 years. The minimum youth wage for employees aged 18, 19 and 20 is also increased step by step. The effective date is still unknown.

There will be an exception to these adjustments to the minimum wage for apprenticeships in the vocational guidance course of the MBO. This should prevent the wage costs for employers offering these learning workplaces from rising too much. For all employers, they also qualify for the low-income benefit (LIV) for 21- and 22-year-old employees. After all, these employees will earn 100% of the statutory minimum wage.

Intermediate period chain shortened to 3 months
From 1 July 2016, the minimum interim period that breaks the chain provision can be reduced from 6 months to 3 months in the collective labor agreement. A condition is that the activities are seasonal as a result of the weather conditions. This proposal was adopted by the Senate on 31 May.

Measures to ease wage payment

Employers and employees remain responsible for sufficient reintegration effort, but if the reintegration in accordance with the plan of approach has expired, employers will not be subject to a wage sanction. Even if no second track reintegration has been applied.

Employers can also apply for an early IVA inspection (now this can only be an employee). This is a benefit for people who can not or hardly work and whose chance is small that they recover. If the IVA benefit is granted, the employer can deduct this from the wages he has to pay in case of illness.

All insurers will soon have to use the so-called ‘forward looking’ way to determine the premium. This means that there are fewer fluctuations in the premium, as a result of which the employer knows what he is up to in the long term.

Only a ban on deductions as of 1 January 2017
The prohibition on deductions from the statutory minimum wage is postponed until 2017. In addition, there will be an exception to the prohibition for housing costs and the costs for the health insurance of employees. They can therefore pay employers directly from employees’ net salaries.

What about the quota of disabled people?

If it turns out that employers in the market sector and the government did not create sufficient jobs for disabled people in 2015, employers can for the first time be faced with a compulsory quota for employing disabled people in 2017. If an employer fails to comply with this quota, he must pay a quota levy in 2018. This quota levy is € 5,000 per unfilled job of 25.5 hours per week.

New rules extra work, piece wages and hourly wages
The rules for additional work, piecework and hourly wages are being changed. There will be a statutory minimum wage per hour that is the same for all employees. That hourly wage is then based on a 38-hour working week for all employees.


Ten questions and answers about the labor costs scheme

Is your company already fully equipped at the WKR? Ten questions and answers about this important tax regulation.

1. What is the labor costs scheme?


The labor costs scheme (WKR) is a tax scheme that replaces the old schemes for reimbursements and benefits. Within the labor costs scheme, everything that you provide to an employee or reimburses up to the wage. This not only concerns wages in money, but also wages in kind. For example, a Christmas package for your staff within the labor costs scheme is seen as wages.

2. What advantages does this scheme offer?

The labor costs scheme brings several benefits. In the first place, as an entrepreneur, you do not have to go into a large number of schemes for reimbursements and benefits. Furthermore, it is no longer necessary to break down all expenses per employee. You have the disposal of one free space within which you can place allowances and benefits from all employees.

3. What is meant by free space?

The free space is the percentage of the total taxable wage (or flat rate) that you may spend on untaxed allowances and benefits for your employees. Be careful that you do not go over there, because that costs you a lot of money. You pay wage tax in the form of a final levy of 80 percent on the amount above the free space. The flat rate is now 1.2 percent.

4. Can you put everything in the free space?


The free space has a limitation that must prevent improper use of this. The customary test stipulates that a fee or provision may not deviate more than 30 percent from what is customary in similar circumstances. The tax authorities assume that a reimbursement or provision of a maximum of 2400 euros per person per year is customary in any case.

5. What does not happen at the expense of free space?


Some allowances and benefits do not come at the expense of free space. These are the so-called targeted exemptions and nil valuations. For example, there is a specific exemption for actual costs of public transport and allowances for own transport of up to 0.19 euros per business kilometer. There is also a nil valuation for facilities in the workplace, such as the fixed computer.

6. What about consumptions and meals?


The labor costs regulation distinguishes between consumptions and meals. Consumptions are for example coffee, tea, pastries, fruit or other snacks. If you provide them in the workplace and they are not part of the meal, they are unloaded.

Meals as part of temporary accommodation costs are untaxed, so that they are not at the expense of free space. This is the case, for example, for business trips or business meetings with customers outside the fixed workplace. This also applies if the meals have a more than incidental business character. This is in any event the case if an employee is unable to eat at home by work between 5 and 8 pm, for example due to overtime or shopping evenings.

7. Is a staff party unloaded?

At a staff party the location of the party is important. If it takes place at the workplace, the consumptions provided are untaxed. This also applies if you have employees from other locations, locations or offices on the floor. In addition, parties are held at an external location with a third wage of the employee, such as in a party center. Of course it is also possible to accommodate this in the free space.

8. What about the bike of the case?

A bicycle of the business or bicycle plan for your staff is still possible within the labor costs scheme. The difference is that there is no longer a special bicycle arrangement. If you reimburse or provide a bicycle, you can from now on make this fiscally attractive as long as this reimbursement or provision fits within the free space. You have to be careful that you do not go over there, because you can expect a hefty final tax.

9. Can you continue to offer company fitness?

Some employers pay their staff a fee for a nearby gym. This is within the wage costs scheme of the employee, but you can also include this amount in the free space. In addition, you can also set up a fitness room yourself in the workplace. This is then unloaded, but then it may only be condition or strength training. Other facilities such as a sauna are the wages of the employee, or you take it up in the free space.

10. What does employers still have to do?

Have all changes already been made to your company by the labor costs regulation? It is especially important that reimbursements and benefits are no longer recorded per employee. All employment conditions must also be adjusted.

Increase minimum (youth) wage


From 1 July 2017, young people from the age of 22 are entitled to the full statutory minimum wage for adults. Now they have this right only from 23 years. A young person aged 22 now earns at least € 1,318.85 gross per month for full-time employment. From 1 July 2017 this will be at least € 1,551.60, but probably a little more. Every year, the minimum (youth) wages are adjusted upwards as of 1 July.

You will also pay more wages for your young employees aged 18 to 21, because the statutory minimum youth wage is increased. How much exactly, that is not yet known. The minimum wage for these young people has been between € 706.00 (18-year old) and € 1,124.90 (21-year old) per month since 1 January 2017. The statutory minimum wage for young people up to the age of 18 will only change with effect from 1 July 2017 with the usual increase.

New rules for ‘exchange’ of (over) hours

With effect from 1 January 2018 you will no longer be able to exchange all or part of the overtime of employees who earn the statutory minimum wage for other employment conditions (the so-called cafeteria scheme). You can then agree in advance with employees in writing that the overtime paid at the statutory minimum wage will be exchanged for compensation in time. From January 1, 2019, this exchange is further limited and this is only allowed if this is in a collective labor agreement.

The allowance

From 2018 you can receive an annual allowance for the wage costs of the young people who earn (no more than, but not less than) the statutory minimum wage.

This allowance is the minimum youth wage benefit.

What is the procedure?

You will receive a provisional statement from the UWV on 15 March 2019, based on the wage declarations for 2018, including the corrections submitted no later than January 2019, which state what you are compensated for. You can have any errors corrected up to and including 1 May 2019 by submitting correction messages. The Tax Authorities will then send you a decision no later than 1 August 2019. This is done on the basis of the wage declarations that are included in the policy administration of the UWV on 1 May 2019. The minimum youth wage benefit will be paid no later than 12 September 2019.

What do you have to do for this?

Not so much. You do not have to apply for the allowance because it is determined on the basis of the wage declarations submitted. That is why you must ensure that your administration is in order and that you provide the correct details to your payroll administrator on time. If you are unsure whether your administration satisfies, let us check it and correct it if necessary. Moreover, the indication of incorrect data in the wage declarations is subject to a fine of € 1,319 per absence per employee. All the more reason to ensure that your administration contains correct and complete information.

More information?

Do you have any questions or are you unsure whether your administration is sufficiently in order to use the compensation and to avoid penalties? Please contact us. We are happy to help you to ensure that you do not miss the compensation and that you avoid penalties.