Start of the PhD

In this section we outline the most important aspects of the start of PhD programmes for PhD students. It is important to note that in the Netherlands not all PhD candidates work on their thesis under the same conditions. Below you will find the relevant information, depending on the type of contract or agreement that applies. Do you not know what kind of contract you have? Go to this page to find out!

PhD candidate in the service of university

The contract for employee PhD candidates is a temporary employment for the expected duration of the promotion process. When you start, your employment is determined for a certain period of time.

In principle, your employment lasts four years, based on a full working week (38 hours). National employment law limits the number of subsequent temporary employment contracts that an employee may receive. This is the so-called chain determination. In the case of collective labour agreement, it is stipulated that certain functions, including PhD candidate, are excluded from the chain determination. This means that there are no restrictions on the number of consecutive temporary employment. On the basis of the collective labour agreement, there is always room for an extension of the contract.

4 years, 3 years, ‘2+3’ years? From July 2018, the collective labour agreement determines that the duration of contracts of employee PhD candidates is four years. That is why most PhD candidates have positions in the Netherlands a duration of four years. However, in some cases, the PhD programme is treated as a ‘consolidated’ version of the research master’s programme (2 years) and the actual PhD programme (3 years). Because the university appoints the candidate as an employee-propose student for three years instead of four years, this ‘2+3’ model is said to save time and money, without compromising quality and depth. In the Netherlands there are already a number of scientific disciplines where the PhD programme has this consolidated form, such as communication sciences and economic sciences. Although the wording of the employment contract offers this leeway, it should be emphasized that PNN is strongly opposed to the ‘2+3’ model, as is explained in our Employment Conditions Monitor, among others. There is no clear evidence for the benefits of shortening the PhD trajectory, other than cost savings for universities.

Want to know more? Contact Emma de Brabander for advice.

Emma the Brabander

Portfolio Benefits – Universities

The universities(at)hetpnn.nl

PhD candidate in UMC

The contract for employee PhD candidates is a temporary employment for the expected duration of the PhD programme. When you start, your employment is determined for a certain period of time.

However, the contract for PhD students in University Medical Centers (UMCs) may vary significantly depending on their background. Medical doctors are hired as MD-PhDs, which is often a 3-year contract, based on a full 36-hour workweek. Other PhD students within UMCs are often OIOs (researcher-in-training). Usually the duration of the employment for OIOs is four years, also based on a full work week of 36 hours. However, exceptions are also possible. PhD candidates can also be hired as a ‘researcher’ and start with a contract with a duration of 1 or 2 years, for example if awarded grants are not sufficient to finance a full PhD programme.

National employment law limits the number of subsequent temporary employment contracts that an employee may receive. This is the so-called chain determination. In the case of collective labour agreement, it is stipulated that certain functions, including PhD candidate, are excluded from the chain determination. This means that there are no restrictions on the number of consecutive temporary employment. On the basis of the collective labour agreement, there is always room for an extension of the contract.

Want to know more? Contact Martine van der Linde for advice.

Martine van der Linde

Portfolio Conditions of employment – hospitals

hospitals(at)hetpnn.nl

PhD candidate not in service

Because this group is so diverse, including both external, externally funded and stock market PhD students, there are very few guidelines and most cases are decided in consultation with each individual institution. These agreements usually include things like the courses to be followed, access to grants and funding, scholarships, etc.

Regardless of the local rules, it is very important that an agreement is made between the PhD student and the institution at the start of the PhD process. This agreement should include clear agreements on crucial aspects of the process, such as guidance, training, use of facilities (e.g. office space and laboratories), university services, etc. This is usually included in what is known as a ‘Training and Supervision Plan’ (TSP).

Bench fees or tuition fees are another important point to consider at the start of the PhD course as a non-employee-propose company. Dutch institutions may charge these costs to cover the costs of supervision, registration or access to laboratories or other facilities. In this respect, PNN’s recommendation is to always make clear agreements about how much you pay (and for which) and whether there is any form of compensation (for example, as a supplement to exchanges that do not meet the minimum required by immigration authorities).

There are no rules about a difference in costs for external and stock market PhD candidates. However, some universities tend to charge higher fees to scholarship PhD students (usually covered by the grant provider), which means they may also have access to more facilities. Unexpected changes or increases in costs can occur as a non-employee-proceeding company during your journey, so it is important to determine the conditions of your affiliation with the institution from the beginning as clearly as possible.

Want to know more? Contact Teebah Abu-Zahra for advice.

The Teebah Abu-Zahra

Labour conditions – external, international and scholarship PhD candidates
bibspromovendi(at)hetpnn.nl

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