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Collective Dismissal and Protected Groups: Extra Rules for Employers in Zoetermeer

In collective dismissal in Zoetermeer, extra protection for vulnerable groups via the reflection principle and UWV review. Works council and WMR play a crucial role for local businesses.

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Collective Dismissal and Protected Groups: Extra Rules for Employers in Zoetermeer

In reorganisations in Zoetermeer, a growing business centre in the Randstad, stricter rules apply to the dismissal of protected employees. What do employers in this region need to know about the Human Rights Act and collective procedures?

Human Rights Act (WMR)

The WMR prohibits discrimination in dismissal procedures on discriminatory grounds. In collective dismissal (20+ employees within 3 months), the UWV in Zoetermeer must apply the reflection principle, with priority for protected groups such as pregnant women, those over 50, and employees with a disability. Local businesses in the Binckhorst or around the station must strictly comply with this.

Procedural Steps in Zoetermeer

  • Restructuring plan: Justify selection criteria and present them to the municipality or local stakeholders.
  • Works council advice: Mandatory consultation with the works council, often active in Zoetermeer's tech and logistics firms.
  • UWV review: Check for unfair selection by the UWV office in the Den Haag-Rotterdam region.

Violation leads to nullification of dismissals, high fines, and claims via the subdistrict court in Zoetermeer. Companies in the local manufacturing industry or near the university campus learned this the hard way, just like examples elsewhere such as KLM. Ensure compliance to avoid risks in this dynamic labour market. (218 words) ### Arslan & Arslan Advocaten **Arslan & Arslan Advocaten** provides professional legal guidance and support for your legal matters. - Website: [www.arslan.nl](https://arslan.nl) - Email: [info@arslan.nl](mailto:info@arslan.nl) - Free initial consultation