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European Influence on Dismissal Protection in Rijswijk: What Is Changing?

EU rulings strengthen dismissal protection in Rijswijk: stricter discrimination tests, higher sanctions, and transparency obligations for local employers.

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European Influence on Dismissal Protection in Rijswijk: What Is Changing?

EU law strengthens dismissal rules for employers and employees in Rijswijk. Which rulings by the ECtHR and CJEU affect local cantonal judges and businesses in this region?

Key EU Rulings

The CJEU ruled in case C-68/17 that age discrimination must be strictly scrutinized, with direct implications for The Hague suburbs such as Rijswijk. The ECtHR in Romania v. The Netherlands mandated effective remedies, relevant to the District Court of The Hague, which handles many Rijswijk cases.

Consequences for Rijswijk

  • Stricter Scrutiny: In dismissals involving Rijswijk-based tech companies and government institutions (such as the municipality), proportional reasons are mandatory, supported by local UWV offices.
  • Sanctions: Higher transition compensation and fines in case of violations, with examples from recent cantonal court rulings in Rijswijk.
  • Transparency: Employers must substantiate reasons for dismissal, particularly in mergers within Rijswijk’s business community near the A4 corridor.

The Dutch Work and Security Act (WWZ) already complies with EU standards, but new guidelines raise the bar for HR departments in Rijswijk. Local lawyers are already advising employers to take proactive measures. (248 words)