According to the Rijksoverheid, The bill is made to make it more attractive to employers to keep pensioners employed, so that more use can be made from the knowledge and experience. For example, the notice of their contract will be given one month before, and sick pay will be reduced to thirteen weeks instead of two years, as pensioners do not have access to Arbeidsongeschikt na ziekte benefits(disabled after sickness, or WIA). Employers find that the sick pay is a huge issue in continuing the contract of a pensioner. In 2018, new regulations will be evaluated. Then it will be decided if sick pay to six weeks can be brought in.
To avoid crowding out non-state pension recipients, it will be manditory for employers in the public sector to fire pensioners first when reorganising. This also applies to the private sector. When an employer is not required to respond to requests to extend the number of working hours by pensioners. This is in order to prevent expenses on other employees. In addition to this, pensioners, like other employees, with be given the right to the minimum wage, a right they did not have previously. If there is a collective agreement on wages, the the pensioner should recieve the same collective wage as others that do the same work.
In Labour security laws, it is already the case that an employer can terminate a contract as soon as an employee reaches retirement age without the Uitvoeringsinstituut werknemersverzekeringen (Institute for Employee Insurance) or judges being able to intervene. There also does not need to be a transition payment made. Only when a pensioner recieves permanent employment again do the usual rules of dismissal apply, except that there is no transition compensation paid upon termination of employment.
Source: Rijsoverheid