In Zoetermeer, a growing business centre in the Randstad with many tech and service companies, normally no transitional compensation is due upon termination during the probationary period. However, there are crucial exceptions. According to Article 7:673(7) of the Dutch Civil Code (BW), the exclusion does not apply if an employer in Zoetermeer uses the probationary period unlawfully, for example to avoid transitional compensation in the case of long-term employment. For fixed-term contracts, the probationary period may last a maximum of 2 months; exceeding this gives rise to entitlement to the compensation.
The sub-district court in The Hague, which handles cases from Zoetermeer, strictly examines for abuse. Consider entering into a new contract with a probationary period after previous years of service with local firms such as those around Zoetermeer Stadshart. In cases of discrimination, unfair dismissal or sham probationary period, the compensation is still awarded. Practice example from the region: an employee with 4 years at a Zoetermeer IT company received a renewed contract with a probationary period; the judge ruled this to be abuse and awarded €7,500, taking into account the high housing prices in Zoetermeer.
Employees in Zoetermeer must lodge an objection with the sub-district court within 2 months after dismissal. Collect evidence such as emails, payslips or witness statements from colleagues from the Binckhorst or Rokkeveenseweg. Local tip: engage a lawyer via the Juridisch Loket in Zoetermeer for free initial advice and contract review to avoid risks under local collective labour agreements. (212 words)