{"version":"1.0","provider_name":"Wessel Van der Lans","provider_url":"https:\/\/wesselvanderlans.nl\/en\/","author_name":"wesselvanderlans","author_url":"https:\/\/wesselvanderlans.nl\/en\/author\/wesselvanderlans\/","title":"This Mistake Employers Keep Making with Summary Dismissal - Wessel Van der Lans","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"4FiSOWJeOo\"><a href=\"https:\/\/wesselvanderlans.nl\/en\/news\/this-mistake-employers-keep-making-with-summary-dismissal\/\">This Mistake Employers Keep Making with Summary Dismissal<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/wesselvanderlans.nl\/en\/news\/this-mistake-employers-keep-making-with-summary-dismissal\/embed\/#?secret=4FiSOWJeOo\" width=\"600\" height=\"338\" title=\"&#8220;This Mistake Employers Keep Making with Summary Dismissal&#8221; &#8212; Wessel Van der Lans\" data-secret=\"4FiSOWJeOo\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/wesselvanderlans.nl\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","thumbnail_url":"https:\/\/wesselvanderlans.nl\/wp-content\/uploads\/2025\/07\/pexels-yankrukov-7793987-scaled.jpg","thumbnail_width":2560,"thumbnail_height":1707,"description":"Giving a summary dismissal is an ultimum remedium and the most severe sanction in employment law. When there is an urgent reason, the employer can terminate the employment contract with immediate effect. However, a summary dismissal is not without risks for the employer. The employer must be able to demonstrate that there is an urgent reason. Furthermore, the dismissal must be given without delay (without unnecessary waiting) and the reason for the dismissal must also be communicated to the employee (without delay). The employee must know why they are being dismissed immediately."}