{"id":91799,"date":"2022-08-26T10:01:37","date_gmt":"2022-08-26T10:01:37","guid":{"rendered":"https:\/\/wesselvanderlans.nl\/ongecategoriseerd\/summary-dismissal\/"},"modified":"2025-09-22T18:26:58","modified_gmt":"2025-09-22T18:26:58","slug":"summary-dismissal","status":"publish","type":"post","link":"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/summary-dismissal\/","title":{"rendered":"Summary Dismissal"},"content":{"rendered":"\n<p class=\"p1 wp-block-paragraph\">What if an employee steals from the company, commits fraud, or shows up to work intoxicated? In such cases, the employer may wish to terminate the employment contract immediately. These types of misconduct can qualify as <em>urgent reasons<\/em> justifying dismissal with immediate effect \u2014 also known as <em>summary dismissal<\/em>. However, employers should proceed with caution. Dutch courts apply strict standards when assessing whether summary dismissal is legally valid.    <br\/><br\/><\/p>\n\n<h2 class=\"wp-block-heading p1 has-medium-font-size\"><b>Urgent Reason<\/b><\/h2>\n\n<p class=\"p1 wp-block-paragraph\">The first requirement for summary dismissal is the existence of an urgent reason. Without an urgent reason, summary dismissal is not permitted and the employer will have to resort to regular ways of ending the employment contract like <span style=\"text-decoration: underline;\"><a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination\/\"><span class=\"s1\">termination<\/span><\/a><\/span> or via a <span style=\"text-decoration: underline;\"><a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/settlement-agreement\/\"><span class=\"s1\">settlement agreement<\/span><\/a><\/span>. <span class=\"Apple-converted-space\"> <\/span><\/p>\n\n<p class=\"p1 wp-block-paragraph\">In order for the employee&#8217;s behaviour or negligence to constitute an urgent reason, his behaviour or negligence should represent such a serious offense that the employer cannot reasonably be required to let the employment contract continue. The law provides a few suggestions, including theft or fraud, gross insults towards the employer and those connected to him and gross negligence towards his duties. In the end, whether the behaviour or negligence constitutes an urgent reason, depends on the circumstances of the case. This may for example lead a judge to rule that in the specific circumstances of the case, theft does not constitute an urgent reason.   <\/p>\n\n<p class=\"p1 wp-block-paragraph\">Questions that the employer can consider to determine whether there is an urgent reason include:<\/p>\n\n<ul class=\"wp-block-list ul1\">\n<li>Has the employee been employed with the employer for a long time?<\/li>\n\n\n\n<li>Has the employee always performed well before the incident?<\/li>\n\n\n\n<li>What kind of behaviour is usual for their position? For example, in some positions it is normal to use profanity. <span class=\"Apple-converted-space\"> <\/span><\/li>\n\n\n\n<li>What kind of impact would summary dismissal have on the personal life of the employee?<span class=\"Apple-converted-space\"> <\/span><\/li>\n\n\n\n<li>What was the employee&#8217;s emotional state at the time of the incident? Were they acting like themselves? <\/li>\n\n\n\n<li>Has the employee been warned about their behaviour or negligence before?<\/li>\n\n\n\n<li>Are there any (written) rules concerning the specific behaviour\/negligence?<br\/><br\/><\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading p1 has-medium-font-size\"><b>Dismissal without Delay<\/b><\/h2>\n\n<p class=\"p1 wp-block-paragraph\">A second requirement is that the employer should fire the employee for the urgent reason without delay. It is permitted and in certain cases even recommended to take some time to research the behaviour or negligence before firing the employee after the urgent reason comes to light. How much time depends on the circumstances of the case. A suspicion of fraud might require more research than the situation in which the employer saw the employee steal something with his own eyes.   <span class=\"Apple-converted-space\"> <\/span><br\/><br\/><\/p>\n\n<h2 class=\"wp-block-heading p1 has-medium-font-size\"><b>Letter of Dismissal<\/b><\/h2>\n\n<p class=\"p1 wp-block-paragraph\">The employer has to<span class=\"Apple-converted-space\">  <\/span>confirm the reason for summary dismissal via a letter of dismissal to the employee. The employee must be able to use the letter of dismissal to defend against the summary dismissal. If the employee disagrees with summary dismissal and takes the case to court, the judge will use this letter to determine the urgent reason. Therefore, it is important to be very careful with the wording and content of this letter. Everything in it will have to be proven by the employer.    <span class=\"Apple-converted-space\"> <\/span><br\/><br\/><\/p>\n\n<h2 class=\"wp-block-heading p1 has-medium-font-size\"><b>What to Do against Summary Dismissal?<\/b><\/h2>\n\n<p class=\"p1 wp-block-paragraph\">The employee can go to court within two months after the summary dismissal took place to ask the judge to declare the summary dismissal void. If they succeed, the employee&#8217;s employment contract never ended and salary is owed over the months that have passed, unless the employer has for example terminated the employment contract in the meantime. <span class=\"Apple-converted-space\"> <\/span><\/p>\n\n<p class=\"p1 wp-block-paragraph\">The employee has a second option. If they do not want to remain employed with the employer, they can request <span class=\"s1\">fair compensation<\/span> for unjust summary dismissal. The amount of fair compensation may differ immensely per case.  <span class=\"Apple-converted-space\"> <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>What if an employee steals from his employer? Or if he commits fraud? Or comes to work drunk? The employer might wish to get rid of this employee immediately. Such serious offenses may be considered urgent reasons which allow the employer to fire his employee with immediate effect. This is called summary dismissal. But employers need to be careful; the Dutch courts are strict when confronted with the question of whether summary dismissal was indeed permitted.      <\/p>\n","protected":false},"author":5,"featured_media":91801,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_ppma_block_editor_authors":""},"categories":[52],"tags":[54],"ppma_author":[41],"class_list":["post-91799","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-knowledge-base","tag-international"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Summary Dismissal - Wessel Van der Lans<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/summary-dismissal\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Summary Dismissal - Wessel Van der Lans\" \/>\n<meta property=\"og:description\" content=\"What if an employee steals from his employer? Or if he commits fraud? Or comes to work drunk? The employer might wish to get rid of this employee immediately. Such serious offenses may be considered urgent reasons which allow the employer to fire his employee with immediate effect. This is called summary dismissal. 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