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Evidence in Cases of Prohibited Dismissal in Zoetermeer: How to Prove Discrimination?

Prove discrimination in Zoetermeer with documents, witnesses, and the reversal of the burden of proof. Indirect evidence suffices according to the Supreme Court, ideal for local dismissal cases.

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Evidence in Cases of Prohibited Dismissal in Zoetermeer: How to Prove Discrimination?

In Zoetermeer, with its thriving economy around the Stadshart and Binckhorst areas, solid evidence is crucial when suspecting prohibited dismissal. This article explains how to demonstrate discrimination, with tips tailored to local businesses and the practice of the subdistrict court.

Reversal of the Burden of Proof in Zoetermeer Cases

Since the Work and Security Act (Wet Werk en Zekerheid, WWZ), the reversal of the burden of proof has applied (Article 7:670(3) of the Dutch Civil Code). For 'sensitive' reasons for dismissal, such as those involving Zoetermeer tech companies or retail in the city center, the employer must demonstrate the absence of discrimination. The subdistrict court in The Hague, which handles Zoetermeer cases, enforces this strictly.

Practical Evidence for Zoetermeer Employees

  • Documents: Exit interviews from local HR systems, emails about shift schedules in Stadshart shops, and personnel files from innovation parks.
  • Witnesses: Colleagues from Zoetermeer teams who recognize patterns of discrimination, such as among flexible workers in the Binckhorst area.
  • Statistics: Disproportionate dismissal of women or migrants in sectors where Zoetermeer is strong, such as IT and logistics.
  • Medical Records: Essential in cases involving illness claims, often seen in physically demanding jobs in local warehouses.

The Supreme Court recently confirmed that indirect evidence is sufficient, as seen in regional cases. Build a strong case with the help of Zoetermeer employment lawyers, such as those at the Legal Counter (Juridisch Loket) in Stadshart, for successful claims.

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