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Netherlands: Termination of employment

Original authors: Mark Carley and Robbert H. van het Kaar
Updating author: Robbert H. van het Kaar
Consultant editor: Wouter Engelsman

Summary

  • There are six basic procedures for terminating a contract of employment. (See General)
  • Save in certain cases, termination of an employment contract is subject to a statutory minimum notice period. (See Notice periods)
  • An employer may dismiss an employee without notice for an "urgent" reason in certain circumstances. (See Summary dismissal)
  • In most cases where termination requires a notice period, the employer must obtain official authorisation before giving notice. (See Dismissal with authorisation from the UWV (regional employment office))
  • Employers may seek dissolution of an employment contract in the courts on various grounds. (See Dismissal by court ruling)
  • There are various rules regarding dismissals on the ground of redundancy. (See Redundancy)
  • There are various rules regarding when and how employees may challenge their dismissal. (See Unfair/unlawful dismissal)
  • Employees may be entitled to a severance payment under the statutory transition payment scheme. (See Severance compensation)