Summary Dismissal in Zoetermeer: Urgent Cause and Local Consequences

# Summary Dismissal in Zoetermeer: Urgent Cause and Local Consequences Summary dismissal (art. 7:677 DCC) is a direct termination of the employment contract without notice period or UWV approval, common at companies in Zoetermeer such as in the high-tech sector around the business park or retail in the city centre. It requires an urgent cause, such as theft from warehouses, fraud in administration or serious misconduct on the shop floor. ## What is an Urgent Cause in the Zoetermeer Context? Facts and circumstances that justify immediate dissolution, assessed by the subdistrict court in The Hague (for Zoetermeer). Local examples: aggression during team meetings in office buildings on Zuidweg, breach of non-compete clauses at startups in the region, or unreported prolonged absenteeism due to illness that halts production at local manufacturing companies. ## Procedure for Dismissal in Zoetermeer - Communicate immediately, preferably in writing with clear motivation, aligned with local collective labour agreements. - Conduct a hearing with the employee beforehand, unless the urgency is high, such as theft in a Zoetermeer shop. - Salary stops immediately, but beware of local trade unions such as FNV in the region for support. ## Risks for Employers in Zoetermeer In case of wrongful dismissal, you risk continued salary payment, compensation and reinstatement of the employment contract. Employees can summon the subdistrict court in The Hague within two months. In Zoetermeer, with its growing economy, employers often lose due to insufficient documentation. ## For Employees: Defence in the Region File an objection with UWV Zoetermeer for unemployment benefit entitlement. Gather evidence against the urgent cause and engage local legal assistance, such as law firms around Stadshart. Join Zoetermeer employers' associations for advice. ## Figures and Tips for Zoetermeer Only 20% of summary dismissals hold up before the court. Document incidents thoroughly, warn employees beforehand via HR protocols. Use it for repeated misconduct in local factories or offices. Alternative: initiate a warning procedure in accordance with regional practices. Consult the subdistrict court The Hague for specific cases. (278 words)