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Role of the Mediator in Termination Procedures in Amsterdam

Mediation as an alternative to termination in Amsterdam: advantages, local procedure via the Labour Council, costs, and when it is mandatory. Ideal for disrupted relationships to achieve faster, Amsterdam-based solutions.

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# Role of the Mediator in Termination Procedures in Amsterdam: Avoid the Subdistrict Court In Amsterdam, where the labour market is vibrant but conflicts can escalate quickly, mediation is often mandatory or crucial before filing a termination request. The Work and Security Act (Wet Werk en Zekerheid, WWZ) promotes this to alleviate the burden on the Amsterdam Labour Council, particularly given the high caseloads in the North Holland region. ## When is Mediation Required in Amsterdam? In cases of disrupted employment relationships (e-ground) or dysfunction, the subdistrict court in Amsterdam recommends mediation. The UWV office on Rijnstraat requires it for dismissal applications. Local institutions such as the Legal Counter Amsterdam (Juridisch Loket) advise it for swift de-escalation. ## Benefits Specific to Amsterdam - Faster and more cost-effective than proceedings at the Amsterdam subdistrict court, where waiting lists can extend to months. - Confidential: Nothing discussed can be used in subsequent cases before the Labour Council. - Flexible, tailor-made solutions, such as a settlement agreement with compensation, suited to the dynamic Amsterdam labour market in sectors like tech and creative industries. ## Procedure in Amsterdam Choose an MfN-registered mediator from the Amsterdam network, such as through the Mediators beyond Borders office or local firms in the Zuidas district. Parties negotiate neutrally, with a success rate of approximately 70%. If mediation fails, seamless transition to the subdistrict court on Prins Hendrikkade is possible, including a report of the proceedings. ## Cost Allocation in Practice Costs are often split 50/50, but Amsterdam employers frequently cover the full amount in cases of power imbalances. Costs are fully tax-deductible. Employees may claim expenses through legal aid insurance or the Legal Counter. Mediation prevents prolonged uncertainty, preserves goodwill, and aligns with Amsterdam’s informal culture. (248 words)