The employer has a duty to ensure the safety in the working environment. If this is violated and the employee is injured while working, the employer may be liable.
The employer has a broad duty of care regarding the working environment. For example, the employer must ensure that the workplace, machines and equipment are safe and must provide protective devices. The employer must also give instructions and take measures to prevent employees from being injured at work, and he must ensure that these are observed. If the employer’s measures are not adequate and an employee is injured, the employer is liable.
However, there are limits on the duty of care. In one example, there was a case in which a catering employee cut her hand while she was working. As this work was not very different to one commonly occurring at home, and it is well-known that the knife for cutting rolls is sharp, the employer was not held liable.
GMW lawyers will be happy to help you with all your employment-related legal issues. If you have any questions, please contact us directly using the enquiry form below or +31 (0)70 3615048. Our pension and employment lawyers will be happy to support and advise you.
GMW lawyers will be happy to help you with all your employment law issues. Our lawyers assist both employers and employees.
Do you have a question? Please feel free to contact us.
"*" indicates required fields
11 February 2026
Love in the workplace: boundless?
What should be done if a romantic relationship between colleagues leads to tension and problems in the workplace? If such a relationship has a negative impact on work performance or the working atmosphere, is an employer allowed to prohibit a relationship between employees, or to impose limits? These questions regularly arise in practice and legal proceedings.
Read more
22 January 2026
What to do if an employee does not cooperate with reintegration?
When an employee is (long-term) sick, reintegration is a joint obligation of both the employee and the employer. But what if the employee refuses to cooperate in this process? What can you do according to the law? What steps are required?
Read more
15 January 2026
Works council’s right to be consulted in an international group
The works council (ondernemingsraad, OR) is entitled to all information that it “reasonably” needs to provide advice on, for example, a reorganisation.
Read more
3 December 2025
Don’t count the number of warnings
That five official warnings do not automatically justify a lawful dismissal was once again confirmed in a recent ruling by the Gelderland Subdistrict Court.
Read more
30 October 2025
Heineken employee facing termination? We offer legal advice
Heineken has announced a large-scale reorganisation, as a result of which many positions will become redundant. Those employees will be offered a settlement agreement to which a so-called social plan will apply. If this applies to you, please continue reading…
Read more
10 September 2025
Does a Validsign signature equal consent?
Employment contracts can end in various ways. For example, a fixed-term employment contract often referred to as a “temporary contract” expires on the agreed date.
Read more
27 August 2025
The scope of the redeployment obligation
Does your employer say that you have been dismissed due to organizational changes? Does this mean your position is no longer available?
Read more
25 August 2025
Can I go on vacation while sick?
We regularly receive the question of whether sick employees can go on vacation. In this blog, we answer this question and explain the applicable rules.
Read more
13 August 2025
Summary dismissal: steps to take
In many cases, a summary dismissal does not meet the strict legal standard of the existence of an urgent reason. This was also the case in a recent case brought before the court.
Read more
