Summary Dismissal in Amsterdam: Urgent Reason and Local Consequences

# Summary Dismissal in Amsterdam: Urgent Reason and Local Consequences Summary dismissal (Art. 7:677 of the Dutch Civil Code) entails immediate termination without a notice period or UWV (Employee Insurance Agency) approval, a common occurrence in Amsterdam’s vibrant economy encompassing hospitality, tech, and retail sectors. It requires an urgent reason, such as theft from cash registers in the city center, fraud within self-employed (ZZP) arrangements, or serious misconduct in the Zuidas business district. ## What Constitutes an Urgent Reason in the Amsterdam Context? Facts that justify immediate termination are assessed based on local circumstances, such as high workloads in the canal belt. Examples include: - Aggression during events at Museumplein, - Violation of non-compete clauses by switching to rival startups in Amsterdam-Noord, or - Prolonged unauthorized sick leave at port companies. ## Procedure for Amsterdam-Based Companies - Immediate notification, either verbally or in writing, with justification, ideally reviewed by an Amsterdam employment lawyer. - A hearing for the employee beforehand, unless urgency prevails (e.g., shoplifting in Kalverstraat). - Wages cease immediately, but be mindful of collective labor agreements (CAOs) in the North Holland region. ## Risks for Employers in Amsterdam In cases of unjustified dismissal, employers may face: - Continued wage payments, - Compensation for damages, and - Reinstatement of the employment contract. Employees may file a claim with the subdistrict court in Amsterdam (Pieterskerkstraat) within two months. Local judges rigorously scrutinize evidence across various sectors. ## Options for Employees in the Region Employees may: - Submit a counterstatement to the UWV Werkbedrijf Amsterdam to secure unemployment benefits (WW). - Gather evidence to refute the urgent reason, supported by trade unions such as FNV (located on Balistraat). - Consider mediation via the Legal Counter (Juridisch Loket) in Amsterdam. ## Statistics and Tips for Amsterdam Only 20% of summary dismissals are upheld by the Amsterdam District Court. Best practices include: - Documenting incidents with CCTV footage from the city center. - Issuing prior warnings through HR protocols. - Reserving summary dismissal for repeated misconduct in the nightlife sector. - Exploring alternative warning procedures via occupational health and safety services (Arbo-diensten) in Zuidoost. Always consult a local specialist in Amsterdam employment law.