A good reward and recognition policy can positively influence the workplace environment and boost employee performance as a result. Employees are rewarded for their commitment and performance. Usually this reward consists of salary supplemented by, for example, a performance-related reward such as a bonus and/or other employment conditions. Another example is facilitating (costly) further training.

There are various reasons for adopting some form of employee participation and these reasons are important in order to make the right choice among the different types. One important reason is recruiting new employees, but a reward policy will also contribute to employee retention (in today’s tight labour market, this is very important). Other reasons may be: letting employees benefit from the company’s value development, providing an incentive to increase the performance, enhancing employee engagement and the loyalty of (key) employees. Participation ensures that the employees themselves bear (a degree of) risk so that there is a so-called ‘skin in the game’.

Regardless of the reason, it is important to reward employees in a way that works and that fits in with (the culture of) the company and the employees. For example, a sales employee will be more interested in a commission plan, while employees within a startup are often offered a stock options plan. For the management, it may be more attractive to receive shares (flexible shares or share certificates). Also, Phantom Stocks or Stock Appreciation Rights (SARs) are becoming increasingly popular.

We can advise you on the form of participation that best suits your organisation, and we can give advice on which labour laws and tax legislation need to be taken into account. For example: the rules that apply to a commission plan are different from those that apply to a bonus plan, for instance with regard to the continued payment of wages during illness or when calculating the transition payment. Once you have made a choice, we will help you draw up the reward and recognition policy. We will also be happy to assist with its implementation in your organisation.

Our specialists

Eline Beekhuis


Julie van Meeteren


Moniek Kennis


Veridiana Koeiman


What clients say about Team Labour Law:


“For over 5 years, Marxman has been our legal advisor on employment and corporate law. With their expertise, trust and quick responses they provide concrete and practical advice and support to Valori.”

Jaap Merkus – CEO


“The great thing about working with Marxman is that you always have a skilled lawyer on your side!”

Hilda van de Groep


“For several years now, we have benefited from the services provided by Marxman. Quick and effective action is taken when needed and that is why Marxman is and remains the right partner for us.”

Jasper Bijl – Directeur


“For more than 15 years Marxman has been our legal advisor in matters of employment and corporate law. Fast, accurate, knowledgeable and always willing to brainstorm, they provide concrete and practical advice and support to Burkert Benelux BV.”

Burkert Benelux BV
Rick van Dijk – Directeur


“With Marxman we can count on expert advice and adequate support. It is also nice to work with Marxman’s lawyers, because they are quick, clear, practical and accessible. And that is characteristic of good cooperation.”

Anne van den Borne – HR Manager

“Like many other entrepreneurs, we also want to retain expert, enthusiastic and committed colleagues. We do that in all sorts of ways. Such as offering very good working conditions, great workplaces, interesting refresher courses and unsurpassed lunches. In addition, we enabled those in key positions to participate through Stock Appreciation Rights, or SARs. With the help of Marxman Advocaten, we were able to arrange this in an excellent way!”

Tired of Cancer
Bram Kuiper – CEO