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Exceptions to the Dismissal Ban in Amsterdam: When Dismissal is Still Permitted?

Dismissal bans in Amsterdam are not absolute: exceptions for economic reasons such as Zuidas restructurings, urgent causes or long-term illness with UWV permission via Amsterdam. The employer must prove this.

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Exceptions to the Dismissal Ban in Amsterdam: When Dismissal is Still Permitted?

In the vibrant labor market of Amsterdam, dismissal bans do not apply absolutely. Discover the statutory exceptions, with attention to local challenges such as restructurings in the tech and hospitality sectors, so you know when an employer may still terminate employment.

Main Exceptions in the Amsterdam Context

According to Article 7:670 paragraph 2 of the Dutch Civil Code (BW), dismissal in Amsterdam may still be possible after permission from the UWV or the subdistrict court in the Amsterdam District Court, provided the urgent reason is unrelated to prohibited grounds. Examples relevant to the city:

  • Economic reasons: Business cessation or restructuring, such as at startups in the Zuidas or hospitality around the canals, independent of personal characteristics.
  • Urgent reason: Serious misconduct, such as theft in an Amsterdam warehouse, not related to pregnancy or trade union membership.
  • Long-term incapacity for work: After two years of illness, with UWV permission via the Amsterdam UWV office.
ExceptionCondition in Amsterdam
Business circumstancesUWV permission via Amsterdam
Urgent reasonAmsterdam subdistrict court assesses

Employers in Amsterdam must strictly demonstrate this, especially given the strict checks by the local District Court. In case of doubt, the employee prevails. For advice on your situation in the Greater Amsterdam region, consult a lawyer at the Juridisch Loket Amsterdam or an employment law specialist. (248 words)