In Zoetermeer, a growing business centre in the Randstad with many tech and logistics companies, the probationary period exempts parties from the statutory notice period (Article 7:672 DCC). After the probationary period, the employer must give at least 1 month's notice, particularly relevant for local employers such as those around Zoetermeer Innovation Plaza. With transitional compensation, this plays indirectly: dismissal during the probationary period is immediate without compensation, but after the probationary period, both rules apply.
Exception in Zoetermeer practice: with a null and void probationary period – often due to incorrect application in flex contracts with local scale-ups – the employer must dismiss via the Employee Insurance Agency or the subdistrict court in The Hague, with transitional compensation. In summary dismissal during the probationary period for urgent cause (e.g., theft in a warehouse), no periods apply, but this is rare. Employees in Zoetermeer can claim damages for too short a notice period, supported by regional legal advice offices.
Comparison: probationary period max. 2 months, notice period scales with seniority. The Work and Security Act harmonised this, fitting the dynamic labour market in Zoetermeer. Tip: negotiate a shorter notice period in the contract, especially for starters in the local economy. (218 words)