What is an urgent cause in employment law in Rijswijk?
An **urgent cause** in employment law enables an employer in Rijswijk to dismiss an employee **immediately and without notice period**. This applies exclusively in cases of **serious misconduct** that severely disrupt the employment relationship or directly threaten business operations. It is an exceptional measure that requires **solid substantiation**, such as fraud, theft, aggression or structurally unacceptable behaviour.
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Legal basis: urgent cause pursuant to Article 7:678 of the Dutch Civil Code
The core provision is **Article 7:678 of the Dutch Civil Code (BW)**, relevant for employers and employees in Rijswijk and surrounding areas. Summary dismissal is permitted in cases of:
1. **Serious negligence** by the employee, including:
- **Fraud** or **embezzlement** in the workplace.
- **Physical or verbal violence** against colleagues, customers or managers.
- **Prolonged unexplained absence** without medical substantiation.
- **Breach of trust**, such as leaking sensitive information to competitors.
2. Situations in which cooperation becomes **immediately untenable** due to the severity.
> **Crucial:** The reason must be **objectively verifiable** and **documented**. Trivial differences of opinion never qualify.
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Practical examples of urgent cause in Rijswijk
Here are concrete **cases** that frequently occur in the District Court of The Hague (district Rijswijk):
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Theft or fraud:
A shop employee in Rijswijk who repeatedly steals goods can be dismissed immediately upon proof via cameras or witnesses. The same applies to falsifying receipts.
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Aggressive behaviour:
Physical altercations or intimidation against team members or visitors justifies summary dismissal, even after a single incident.
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Unjustified sick leave:
Repeated absence without a doctor's certificate, despite warnings and reintegration attempts, can constitute an urgent cause.
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Betrayal of trade secrets:
Passing on customer data or strategies to competitors leads to immediate termination.
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Safety risks:
Deliberately ignoring protocols, such as not wearing PPE on a construction site in Rijswijk, endangering third parties.
> **Note:** Proportionality is key. A single late arrival is not grounds.
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Rights and obligations in case of urgent cause
Employer in Rijswijk
- **Immediate dismissal** without notice, no warning required (unless provided by collective agreement).
- Must provide **hard evidence**: recordings, statements.
Employee
- Right to **written motivation**.
- Can object via **Juridisch Loket Rijswijk** or lawyer.
- In case of wrongful dismissal: proceedings before **District Court of The Hague** for fairness compensation or reinstatement.
Obligations of the employer
- Act **factually and proportionately**.
- Present evidence in judicial review.
For advice: Contact
Juridisch Loket Rijswijk or file with
District Court of The Hague.