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Employment dismissals in Wijhe follow Dutch national law. The municipality of Olst-Wijhe has no separate dismissal rules or local employment tribunal, so the applicable process depends on the reason for dismissal and your contract.
In many cases, an employer must seek permission from UWV for dismissal because of long-term incapacity for work or business reasons. For other grounds, the employer generally applies to the subdistrict court. A written settlement agreement may instead end the employment by mutual agreement.
Whether a dismissal can be challenged depends on the facts, the procedure used, and any applicable deadline. An employment lawyer can assess the documents and explain whether negotiation, a court application, or another step is appropriate.
Your employer in Wijhe or elsewhere in Olst-Wijhe has announced redundancies and asks you to accept a settlement agreement. A lawyer can check the proposed end date, compensation, and whether you have time to consider the offer.
You receive notice that your employer has asked UWV for permission to dismiss you for business reasons or long-term illness. A lawyer can help review the stated grounds and prepare a response.
Your employer says you are underperforming or have a damaged working relationship, but you were not given clear warnings or a fair chance to improve. Legal advice can help assess whether the employer has followed the required process.
You are dismissed while on sick leave or shortly after returning to work. Illness can affect the rules, although exceptions apply, so a lawyer can examine the timing and reason given.
You believe the reason for dismissal relates to discrimination, pregnancy, or another protected circumstance. A lawyer can help identify potential claims and preserve relevant evidence.
Your fixed-term contract is not renewed, or you are dismissed during a probation period. The rules differ from dismissal of an ongoing contract, and the wording of your contract and notice may matter.
Dutch Civil Code, Book 7, including Articles 7:669, 7:671 and 7:673. These provisions set out grounds and routes for dismissal, when an employer needs permission or court approval, and when a transition payment may be due. The rules apply in Wijhe as elsewhere in the Netherlands.
Work and Security Act (Wet werk en zekerheid). This Act took effect in stages, with major dismissal-law changes taking effect on 1 July 2015. It established the modern division between UWV and court dismissal routes.
Balanced Labour Market Act (Wet arbeidsmarkt in balans). This Act took effect on 1 January 2020. Among other changes, it introduced a cumulative ground for dismissal and changed transition-payment rules.
No. Dutch national employment law applies in Wijhe, as it does elsewhere in the country. The correct route depends on the dismissal reason and the type of employment contract.
You are not required to use a lawyer for every dismissal issue. However, court applications have strict procedural and time limits, so legal advice can be important if you dispute the grounds or want to challenge an ended contract.
Some court applications to set aside a dismissal or seek related relief must be filed within two months after the employment ends. Other claims have different deadlines, so check the termination date and the specific claim promptly.
Dismissal during illness is generally restricted during the statutory first two years of incapacity for work, but exceptions exist. The reason for dismissal and when the relevant process began can affect the outcome.
Read the agreement before signing and check its end date, payment terms, and how it describes the reason for ending employment. Employees generally have a 14-day statutory period to revoke a written settlement agreement, extended to 21 days if the agreement does not mention that right.
Some routes do not require either approval, including ending employment by mutual agreement. Dismissal during a valid probation period may also follow different rules, but it cannot be discriminatory or otherwise unlawful.
An employer may generally allow a fixed-term contract to expire, subject to notice and other statutory requirements. You may be entitled to a transition payment, and you can seek advice if you suspect discrimination or another unlawful reason.
Fees depend on the lawyer, the work required, and whether the matter settles or goes to court. Ask for written information about hourly rates, VAT, likely additional costs, and whether a fixed fee is available.
You may qualify for subsidised legal assistance through the Raad voor Rechtsbijstand, depending on your income and assets. An approved lawyer can explain the eligibility rules and any personal contribution that may apply.
A negotiated settlement may be reached in weeks, while a formal UWV or court process can take longer. Timing depends on the procedure, the evidence, and whether either side disputes key facts.
Depending on the circumstances, a worker may be entitled to a transition payment or may seek other court remedies. Eligibility and amounts depend on the contract, reason for termination, and applicable legal deadlines.
UWV: Handles employer applications for dismissal on business grounds and long-term incapacity for work, and provides information about those procedures.
The Dutch judiciary (Rechtspraak): Provides information about court procedures, including employment cases handled by the subdistrict court.
Het Juridisch Loket: Gives initial legal information and guidance on finding suitable legal assistance.
Save your documents now. Keep your contract, payslips, performance reviews, employer letters, and any UWV or court papers. Write down important dates and conversations while they are fresh.
Check deadlines immediately. Note the date employment ended or is due to end, and ask a lawyer whether a short statutory deadline applies. Do not wait for a full dispute to develop before checking.
Find lawyers serving Olst-Wijhe. Look for a lawyer whose work includes Dutch employment law and dismissal disputes, and confirm they can advise on the procedure relevant to your case.
Arrange an initial consultation within days if possible. Ask what documents to send in advance and whether the first meeting is charged. Explain the dismissal reason, your contract type, and any deadline.
Compare scope and fees. Request a written fee arrangement and ask what the lawyer will do, what further costs may arise, and whether subsidised legal assistance or legal-expenses insurance may apply.
Choose representation and agree the immediate plan. Confirm the lawyer’s instructions in writing, including who will contact the employer and whether a settlement offer, UWV response, or court filing needs urgent attention.
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The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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