Almost 40% of the dismissal requests submitted by employers based on culpable behaviour of the employee, is rejected.* Compared to other grounds for dismissal, that is not even a poor outcome. Often this is linked to the specific cases. However, this ground for dismissal is not assessed less strictly than the other grounds. On the
Almost half of the dismissal requests submitted by employers based on a disturbed employment relationship is rejected.* Any such request will only be granted if the employment relationship is disturbed in such a severe way that the employment contract has to be terminated. The court will then take into account, amongst others, the size of
Did you know that dismissal requests based on poor performance are rejected in almost two out of three cases?* Often, this is due to the employer not having taken all the required steps before starting a dismissal procedure. A step that in any event needs to be taken is offering the employee a performance improvement plan. Ovidius has drawn
The new law on the dismissal of employees (the “WWZ”) has been in place for almost half a year. Ovidius has analysed all court judgements concerning dismissal under the new law that have been published* so far, and has concluded that almost one out of every two dismissal requests is denied (rounded to 50/50).
With effect from 1 July 2015 … … the rule as to successive fixed-term contracts is 3 x 2 x 6 The maximum number of fixed-term contracts that can be entered into successively remains to be 3. However, the maximum duration of such contracts will be 2 years. If the maximum duration will
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