Employee participation, where employees are involved in the ownership and profits of their company, is gaining increasing attention in the Netherlands. This debate revolves not only around the benefits for employees, such as greater engagement and fairer compensation, but also its broader societal impact. A key question in this discussion is: what do social partners – employers' and employees' organizations – think about employee participation? In this blog, we will explore their viewpoints and the potential future of this concept.
Social partners, meaning employers' and employees' organizations, play a significant role in the Dutch labor market. They are represented in the Labour Foundation (StvdA), a body for discussions on important topics like working conditions and employment. On one side are the employers' organizations, such as VNO-NCW, MKB-Nederland, and LTO-Nederland. On the other side are the trade unions, like FNV, CNV, and VCP. Together, they provide advice to the government and make recommendations on policies that impact both employers and employees.
Employers' organizations generally adopt a cautious stance when it comes to employee participation. They tend to favor flexible compensation systems, such as bonuses, over schemes that give employees direct influence over company ownership or profits. This is mainly because bonuses are flexible and do not create long-term obligations for employers.
However, there are some nuances. In 2021, VNO-NCW expressed cautious support for profit-sharing with employees, as long as it remains voluntary. The General Employers' Association Netherlands (AWVN) has been even more positive, viewing employee participation as a way to promote good corporate governance. They believe that profit-sharing can motivate employees and increase their involvement in the company.
Trade unions like FNV and CNV are clearly more positive about employee participation. They see it as a powerful tool to reduce income inequality, increase employee engagement, and improve productivity. However, they also emphasize that proper agreements need to be made. For example, CNV advocates that employee participation should be accessible to all employees, regardless of their position within the company.
Additionally, unions want the government to provide tax incentives for employee participation. This could include tax benefits for stock options or making it tax-deductible for companies to implement employee participation schemes. FNV and CNV also argue for tax-exempt stock options, so employees can benefit from company ownership without additional costs.
A key turning point in the debate was the introduction of the Fair Sharing Act in 2020. This bill aimed to make employee participation more accessible to workers at all levels. It also proposed giving works councils (OR) a greater role in strategic decisions like mergers and acquisitions. Employers' organizations, such as VNO-NCW and MKB-Nederland, reacted critically. They argued that the proposal offered too little flexibility and feared it could negatively affect company performance.
According to these organizations, sharing ownership and decision-making should always be voluntary and not mandated by the government. This response highlights the ongoing resistance among some employers to giving employees a larger role within their companies.
In the fast-growing world of startups and scale-ups, employee participation is becoming increasingly common as a way to attract and retain talent. These companies, often competing in an international market, offer stock options to make employees part of their success. This is a trend actively encouraged by interest groups like the Dutch Startup Association (DSA) and Techleap. They lobby for a more favorable tax environment for stock options, emphasizing that employee participation is crucial for promoting innovation and entrepreneurship in the Netherlands.
In 2023, tax rules around stock options were already relaxed, but these organizations are pushing for further adjustments to make the Netherlands even more attractive for talent.
The debate on employee participation is gaining more attention, not only from social partners but also in politics. There are increasing calls to give employees a greater role in company ownership. For example, the political parties GroenLinks-PvdA and D66 recently published a manifesto titled From Profit to Value, advocating for broader employee participation and new ownership models, such as cooperatives and steward-owned companies.
The government also seems to be taking action. In 2023, the Dutch House of Representatives passed a motion to investigate the barriers to employee participation. This research, conducted in collaboration with the Labour Foundation, could lead to new initiatives to promote employee participation.
The future of employee participation in the Netherlands will depend on how well social partners – employers and trade unions – can collaborate to find workable solutions. Employers' organizations remain cautious and prefer flexible compensation systems, while trade unions are pushing for broader access and government incentives for employee participation. Meanwhile, the rise of startups and scale-ups presents an interesting opportunity to further stimulate this trend.
If your company is considering implementing employee participation or looking to expand these practices, Share Council can offer expert guidance. Share Council specializes in helping businesses navigate the legal, financial, and practical aspects of employee ownership and profit-sharing schemes. They provide tailored solutions to ensure that both employers and employees benefit from these arrangements, making it easier to build a more engaged, productive workforce.