How long can you be a marketing interim? Complete overview
Companies regularly seek flexible expertise in the form of interim marketing professionals. This may be to address temporary challenges, accomplish specific projects or to temporarily bridge a vacancy. For both clients and interim professionals, it is essential to understand the rules governing the duration of such an assignment.
The question about the maximum term for a marketing interim does not have an unequivocal answer – as it depends heavily on the form of contract, the nature of the assignment and the legal frameworks. In this article, we dive deeper into this matter and explore the legal, practical and strategic aspects involved in determining the ideal duration of a marketing interim assignment.
We first discuss the legal frameworks, followed by the factors that determine the ideal length of an interim assignment. Then we look at situations where extension may be wise, and we conclude with practical insights for your next interim marketing role.
What does the law say about the duration of interim assignments?
Dutch law makes a clear distinction between different forms of interim assignments. This distinction directly affects how long a marketing interim may last.
Temporary contracts in salaried employment are subject to the chain rule: a maximum of three consecutive temporary contracts may be offered within a 36-month period. Exceeding this limit automatically results in permanent employment. This rule is intended to prevent “revolving door constructions,” in which employees are kept in a temporary position for long periods of time.
Different rules apply to self-employed persons (self-employed without staff). Here there is no hard legal maximum term, but there are important points of attention. With the abolition of the enforcement moratorium as of Jan. 1, 2025, the tax authorities will more actively check for false self-employment. This means that long-term assignments in which a ZZP’er actually functions as an employee will come under increased scrutiny.
With secondment, the situation is different again. Here you are employed by the secondment agency while performing work for the client. The secondment contract can have different durations and falls under the regular labor law provisions.
It is important to note that the government is actively pursuing policies to restore the balance in the labor market between employees and the self-employed. Political pressure to address false self-employment is increasing, with the result that long-term interim assignments will be viewed more critically. Read more about this in our white paper.
How do you determine the ideal length of a marketing interim assignment?
The ideal duration of a marketing interim assignment depends on several factors. It starts with a clear definition of the project goals and desired end result. For short, defined projects such as setting up a new marketing campaign or implementing a specific marketing channel, a period of 3 to 6 months is often sufficient.
For more complex projects, such as a complete repositioning or launching a marketing department, 6 to 12 months may be more realistic. For highly strategic or transformative projects, this can even be as long as 18 months.
An important aspect in determining the ideal length is knowledge transfer. A good interim process ensures that the knowledge and processes gained are secured within the organization. Plan sufficient time for this to ensure that the team can continue the new approach after the interim professional leaves.
There is also an important balance between short quick-wins and longer strategic trajectories. Some interim assignments are primarily focused on achieving quick results, while others are designed to make fundamental changes that will only come into full play in the longer term.
From a freelancer’s perspective, it is important to clearly delineate your assignment with a clear starting and ending point. This not only helps prevent false self-employment, but also ensures a results-oriented approach with clear agreements on the desired output.
When is extending an interim marketing position wise?
There are several situations in which extending an interim marketing assignment can make sense. A common reason is when a project is not yet completed and continuity is important for achieving the intended results. In such a case, a phased approach, in which the assignment is divided into clearly defined phases, can offer a solution.
Another reason may be that recruiting a permanent marketing professional takes longer than expected. In a tight labor market for marketing talent, finding the right permanent position can sometimes take months. An extension of the interim assignment can then be a pragmatic solution to ensure continuity.
An extension may also be wise when there is a need for a gradual transfer of responsibilities. Extending the interim period creates room for a careful handover to the internal team or to a new permanent employee.
However, it is important to keep a close eye on the legal implications when extending. For freelancers, it is important that even an extended assignment continues to meet the characteristics of self-employment. Therefore, pay attention to the following points:
- Continue to work with clearly defined outcomes and milestones
- Make sure payment remains linked to output, not just hours
- Maintain independence in performing the work
- Avoid becoming fully integrated into daily business processes
When extending a temporary contract in salaried employment, the chain-of-commitment rule must be taken into account. If the extension results in more than three consecutive contracts or a total duration of more than 36 months, permanent employment is automatically created.
Key insights for your next marketing interim role
Whether you are a client or working as a marketing interim professional yourself, these key points will help you determine the right duration for an interim assignment:
- Define clear objectives and deliverables: A well-defined assignment with clear deliverables makes it easier to realistically estimate the time required.
- Keep legal frameworks in mind: Be aware of the applicable regulations for your specific situation (ZZP, secondment or temporary contract).
- Phase complex projects: Divide longer projects into clear phases with their own objectives and evaluation moments.
- Plan knowledge transfer from the beginning: Make sure there is sufficient time to transfer knowledge, processes and contacts.
- Evaluate progress regularly: Build in review moments to determine if the originally estimated duration is still appropriate.
For ZZP’ers, it will become even more important from 2025 to find the right balance. With the abolition of the enforcement moratorium, the Tax Authorities will more actively check for false self-employment. Therefore, make sure it is clear both on paper and in practice that you are working on a specific assignment as an independent contractor – not as a disguised employee.
For clients, it is important to be clear about expectations and timelines from the beginning. Consider different forms of collaboration and choose the one that best suits the nature of the assignment and the desired duration.
At WerfSelect, we help organizations and interim professionals make the right match on a daily basis. We ensure that both the duration and the form of the collaboration optimally meet the needs of both parties, taking into account all legal aspects. Through our years of experience in recruitment and selection of marketing interim professionals, we can advise you on the most suitable construction for your specific situation.
