Consequences of Null and Void Probationary Period for Dismissal Protection in Zoetermeer

In Zoetermeer, a vibrant growth centre in the Randstad with countless companies in the tech and services sectors, employment dismissal law is crucial for employees. When a probationary period is declared null and void by the subdistrict court in The Hague – which has jurisdiction over cases from Zoetermeer – the special rules that applied during the probationary period cease to apply. The employee then receives full dismissal protection, as if the probationary period had never existed. Employers in Zoetermeer cannot unilaterally dismiss the employee without a reasonable ground and without the mandatory procedure, such as a dismissal permit from the UWV office in Zoetermeer or proceedings before the local subdistrict court. Article 7:668 of the Dutch Civil Code dictates that dismissal must comply with the general rules of the Civil Code. Recent cases at the District Court of The Hague show that judges declare dismissals null and void and grant employees the right to continued payment of wages, including holiday allowance. Employees in Zoetermeer can invoke nullity if the probationary period was too long, for example longer than two months for a permanent contract, or not recorded in writing in the employment contract. Local employers risk high compensation awards, especially under collective labour agreements in the region such as for municipal civil servants or IT companies. Check your contract immediately in case of disputes and engage an employment lawyer in Zoetermeer to claim your rights and recover damages. Local offices such as law firms around Zoetermeer Stadshart offer quick assistance. This considerably strengthens your position in employment disputes. (248 words)