Terms and conditions of employment

PwC’s terms and conditions of employment allow you to take charge of your career and personal life.

PwC’s General Terms and Conditions of Employment are subject to change. The terms and conditions outlined above are for information purposes only. Specific terms and conditions are stated in the job advertisement(s).

Work-life balance

We want you to have a good work-life balance and can arrange for you to work part time when necessary. You can ask to change the number of hours you work four times a year and you can also work flexible hours.

Wellbeing budget

PwC also provides a budget to spend on your wellbeing, for example on personal coaching or personal development training, on arrangements to improve your work-life balance, and/or on career coaching.

Sport

Our company fitness scheme offers a discount on memberships of gyms affiliated with our network. That network also gives you access to the OneFit platform. In addition, you can use your wellbeing budget to become a member of the Fit20 studio located at our Amsterdam office.

Leave arrangements

You are entitled to 30 or 32 days of holiday leave a year, depending on your job title. You can also take unpaid leave and ‘buy’ or ‘sell’ a number of extra days of holiday leave every year.

PwC has two optional public holidays, i.e. Ascension Day and/or Whit Monday. You can choose to take these two days off, but you can also swap them for other public holidays more suited to your religious or cultural background, for example, Eid al-Fitr, Chinese New Year or Passover.

Childbirth leave

Paid childbirth leave (for the mother’s partner) is no more than six times the employee’s contracted weekly working hours (at the time of the birth). For the first two weeks of leave, you receive 100% of your salary (the law prescribes one week at 100%). Thereafter, you receive 70% of your salary while on leave. You can take these leave days at any time during the first six months after the child’s birth.

Study leave

PwC considers your professional and personal development a priority. It is important to us that you are willing and able to continue improving yourself, both in your career and as a person. Our study leave scheme makes it possible for you to take courses and workshops, either internally or externally. PwC will cover the course or workshop fees and arrange for you to study during your working hours (at least in part).

Job grade & wages

The size of your salary depends in part on your performance and your progress. PwC’s policy is designed to reward good performance, recognise exceptional talent, and advance careers. In addition, all employees participate in a bonus scheme that is linked both to the firm’s results and to their individual performance.

Personal development

Every job title has a competence profile that outlines the specific knowledge and skills you need to be able to perform the job properly. Our performance, coaching and development system allows you to keep track of your own progress and the skills and knowledge you need to take the next step in your career.

Your personal and professional development is a key priority for PwC. If we are to fulfil our purpose and pursue our strategic vision, we need to equip you with a skillset that allows you to respond effectively to the multiple challenges facing our clients and society. Our learning & development programme helps you to meet your individual development goals by letting you choose from a range of different learning resources. You will not only hone your professional skills but also develop competences in such areas as leadership and relationship management. Throughout your career at PwC, we will offer you numerous learning opportunities to support your development and add value for our clients. In addition to our internal learning & development programme, PwC also makes it possible for employees to receive external coaching and personal and professional training.

Mobility

Lease car

One of the perks associated with certain job titles is a lease car. The category of car depends on the job title. You may use the lease car for personal and business trips, even abroad. PwC is aiming to electrify its entire fleet of vehicles by 2025.

Employees can also waive the lease car option and receive an allowance instead. Employees who pay a monthly personal contribution of €150 gross will have access to a Netherlands Railways Business Card (NL-Business Card) for business trips.

Green Car Policy

PwC’s Green Car Policy encourages employees to choose a relatively fuel-efficient lease car and to adopt energy-efficient driving techniques, or to opt for an electric vehicle. The standard lease allowance will be increased when employees choose a relatively fuel-efficient car and decreased when they choose a relatively fuel-inefficient one (‘relative’ here means relative to the applicable car lease category).

If you are not (immediately) eligible for the lease car scheme, you can opt for one of the following:

Netherlands Railways Business Card (NS-Business Card), to be used exclusively for business trips (and subject to the usual NS-Business Card Product Terms and Conditions);
Travel allowance, i.e. an allowance of €0.19 net per kilometre travelled. The commuting allowance is for a maximum of 75 kilometres for a single journey. The allowance is paid out every month with your salary;
Lease bicycle, which entitles you to a lease allowance of up to €80 a month (excluding VAT).

Internet allowance

To compensate for the cost of using your home internet connection for work purposes and work-related telephony, you are entitled to a monthly allowance of €30 net or more (depending on your job title) to cover the contract and calling charges of your home internet and telephone bundle.

Group insurance policies

Employees and their families can take advantage of lower premiums on various group insurance plans, including automobile, travel and baggage, and medical insurance policies.

Pension

PwC has a pension scheme, of course. PwC makes an annual contribution available for pension accrual purposes. The size of the contribution depends on the employee’s age and income. Employees themselves can decide how their contributions will be invested to build up capital for their pension.