In Amsterdam, where the labor market is vibrant with numerous startups in the Zuidas and creative companies in the Jordaan, the probationary period suspends the statutory notice period (Article 7:672 of the Dutch Civil Code). This differs significantly from termination after the probationary period, where employers in the Amsterdam region must provide at least one month's notice. Regarding transition compensation in the city, this has an indirect impact: termination during the probationary period occurs immediately without compensation, but after the probationary period, both rules apply strictly.
An important exception for Amsterdam employers: in the case of a void probationary period – often seen in collective labor agreements (CAOs) in the hospitality or tech sectors – termination must still proceed via the Employee Insurance Agency (UWV) or the subdistrict court in Amsterdam, including transition compensation. Local practice shows that summary dismissal during the probationary period for urgent reasons (such as theft in an Amsterdam warehouse) does not require notice periods, but this remains rare. Employees can claim damages at the Amsterdam District Court for insufficient notice periods, particularly in flexible contracts within port companies.
Comparison specific to Amsterdam: the probationary period is a maximum of 2 months, and the notice period scales with seniority in accordance with the Work and Security Act. In the city, this harmonizes with local collective labor agreements, such as those in the retail sector. Tip for Amsterdam residents: negotiate shorter notice periods in your employment contract and consult the Legal Counter in Amsterdam for free advice. (248 words)