Dismissal on probation

By: van Orsouw 08-06-2020 8:48 AM
Categories: * Daily employment news, ** HR daily news, ** HR Legal Clinic,


Dismissal on probation
How does the trial period work?
The probationary period is a short period at the beginning of an employment contract in which the employment contract can be terminated immediately by both the employer and yourself. There is only a probationary period if this period has been agreed upon in writing.

Duration of the probationary period
The maximum duration of the probationary period that can be agreed depends on the length of your employment contract. For example, the probation period for an open-ended employment contract may not exceed two months. Even if there is a fixed-term employment contract with a duration of two years or longer, a trial period of two months may be agreed.

If you have a fixed-term employment contract with a duration of less than two years but longer than six months, the probation period may not exceed one (1) month. This is the case, for example, with an annual contract. If there is an employment contract with a duration of six months or less, no trial period may be agreed at all.

Rules regarding the probationary period are strictly applied
Rules regarding probation must be strictly observed by an employer. If this does not happen, the probation period is void. This means that the probation period is not valid, for example if:

  • the probation period for both parties is not exactly the same length
  • the employer has included a probation period longer than two months in the employment contract
  • the employer has included a probationary period in a subsequent (second or third) employment contract while there is no other job and other activities
  • the employer has included a probationary period in an employment contract with a duration of six months or less

Can I always be fired during the trial period?
In many cases yes, but not always. In the first place, of course, the question is whether there is a valid probation period clause. This means that the probation period must be agreed in writing and has a maximum duration that corresponds to the length of your employment contract.

If there is a valid trial period, the main rule applies that both the employer and you can terminate the employment contract with immediate effect during the trial period. In that case, your employer does not need permission from the UWV Werkbedrijf and does not have to go to the subdistrict court to terminate your employment contract.

During the probationary period, a number of cancellation bans do not apply. This means, for example, that during your probationary period your employer may also terminate your employment contract if you are ill or pregnant. On the other hand, your employer may not terminate the employment contract due to illness or pregnancy.

Dismissal prior to probation
It is generally accepted that an employment contract with a probationary period may be canceled by the employer (but also by the employee) even before the commencement date of the employment contract.

During your probationary period, your employer, therefore, has broad powers to terminate an employment contract with immediate effect, but this power is not unlimited. For example, if you believe that the termination of your employment contract during the probationary period has occurred on discriminatory grounds (for example, because the employment contract has been terminated due to pregnancy), you can request the subdistrict court to cancel the termination or to prejudge the employer. to pay compensation (in legal professional language: a fair compensation).

You must then have submitted a request to the subdistrict court within two months after the dismissal date.

Cancel during the trial period
During the probationary period, an employment contract can be canceled by both parties with immediate effect. In that case, there is therefore no notice period to be observed.

Probation
The trial period must be agreed in writing and for the correct duration. For example, an oral probation period is not valid. Moreover, no trial period may be included at all in short temporary employment contracts. The probation period is limited to the following duration:

In the case of an employment contract for an indefinite period (or a fixed-term employment contract of two years or longer): a maximum of two months
For a fixed-term employment contract shorter than two years: a maximum of one month
For a fixed-term contract of six months or less: a probationary period is not permitted
No cancellation bans during probation
Also, the prohibitions on termination of illness and pregnancy do not apply during the trial period. This means that the employment contract can be terminated by the employer even if the employee in question is ill at that time. However, the reason for dismissal on probation should not be discriminatory or directly related to the illness or pregnancy.

An example
During the trial period, Mariëlle works as a dental assistant at a dental practice. The first weeks of the probationary period go without problems. One day Mariëlle reports to her employer that she is pregnant. Immediately thereafter, her employer informs her that she has been dismissed immediately during the probationary period.

Despite the fact that the dismissal took place during the probationary period, Mariëlle can object to this state of affairs. Her employment contract was canceled due to her pregnancy. Suppose Mariëlle had been fired because her employer believed that she was not functioning well, she could not contest this dismissal, even if she was pregnant.

Obligation to communicate about the cancellation
If an employer terminates the employment contract, he does not have to state explicitly in the termination letter the reason for the dismissal. However, if the employee requests this, the employer must still indicate in writing why he has resigned.

Source: https://ontslag.nl/

This article is restricted. You have to be logged in to be able to add further reactions.

For an expat moving to the Netherlands, getting the right direction is very important. It's important that one knows which steps and direction to take. Linda is an exceptionally talent counselor, her advice has helped me land a job within a week of coming to the Netherlands. I am grateful for her mentoring and look forward to a great working relationship in the future.

Dr. Hrishiraj S | Clinical Research & Affairs Manager

Together Abroad provided expert advice on personal branding including developing a top-notch, market-aware CV, highly tailored job applications, and approach strategies with potential employers in the Netherlands. Furthermore, I found them be highly knowledgeable in key related fields such as recruitment strategy, immigration law, contracts, labor agreements, and (un)employment benefits. I would recommend Together Abroad to anyone who needs professional help with transitioning to a new career.

A. Aboufirass | Structural Engeer

Linda is a big mind. She thinks about things that the rest normally overlook. The insight she has about the dutch job market can only be achieved through years of experience and persistence.

Her business savvy is complemented by her mastery of understanding the client's needs and requirements. For my career I could say, she was the “Mary Poppins”, who guided me through thick and thin and helped me to land a career in the Netherlands

S. Bhattacharjee | FP&A Manager

If you are going to enlist the services of a "Career Coach" look no further. The only person you want in your corner is Linda van Orsouw. As an expat, you absolutely want to work with a highly skilled and knowledgeable professional who knows their way around the Dutch career/employment/job market. Linda assisted me in writing and positioning my CV, helped me organize and prioritize my list of opportunities, coached me through mock interviews and was there when I got offered a senior position only 2 months later. When asked I will only refer to Linda and "Togetherabroad".

Mr. C. Joubert
Lead Workplace Strategy Consultant 

 

New item