Frequently Asked Questions

The easiest way is for the employer and employee to make agreements in advance regarding when the employee's job position can be modified. If the employment contract does not specify anything about this, the employer and employee must agree to the change in job position.

In Curaçao, a probationary period of two months can be agreed upon. Oral agreements regarding a probationary period are not valid.

A fixed-term employment contract can only be terminated prematurely if that possibility is explicitly stated in writing in the employment contract. In such cases, the employer would need a dismissal permit to terminate the contract.

General terms and conditions are applicable if they have been sent or provided in advance and the other party accepts these terms and conditions.

The basic principle is that a director of a company cannot be held personally liable. However, a director runs the risk of being held liable in situations where there is a serious personal reproach, such as entering into an agreement knowing in advance that the company will not be able to fulfill its obligations under that agreement.

The dismissal of a managing director requires a resolution of the General Meeting of Shareholders (GMS). A managing director in Curaçao does not enjoy protection under labor law. In Aruba, the situation is different, and the dismissal of a managing director through a resolution of the GMS does not automatically terminate the employment contract.

Oral agreements are equally valid as written agreements. However, they can be more difficult to prove compared to written agreements.

If a penalty clause is included in a contract, you cannot simply avoid it. The court is also unlikely to reduce a penalty clause. Contractual penalties can be substantial. Therefore, it is important to carefully consider the content of a penalty clause and the situations in which the counterparty can invoke it.

Mediation is not limited to any specific legal area and can be used for a wide range of conflicts.

The mediator ensures that all parties can express themselves and understand the interests of others. Like a judge, the mediator is neutral and impartial, but they do not make decisions. During the process, the mediator helps the parties find solutions that are acceptable to all participants.

The basic principle of mediation is that everything discussed is confidential and cannot be used outside of the mediation sessions. However, parties can make alternative agreements regarding the sharing of information beforehand.