Consequences of Null and Void Probationary Period for Dismissal Protection in Rijswijk

In Rijswijk, a vibrant municipality near The Hague, employment disputes are often handled at the Rechtbank Den Haag, subdistrict sector. When a probationary period is declared null and void, the special dismissal rules that normally apply during the probationary period cease to apply. The employee in Rijswijk then enjoys full dismissal protection, as if the probationary period never existed. This means that an employer cannot unilaterally dismiss the employee without a reasonable ground and without the mandatory procedure, such as a dismissal permit from the UWV or a procedure before the subdistrict court in The Hague. According to Article 7:668 of the Dutch Civil Code (BW), dismissal must comply with the general rules of the Dutch Civil Code. Local practice examples from Rijswijk show that courts declare dismissals null and void and grant employees the right to continued payment of wages, especially at companies in the Haaglanden region. Employees can invoke nullity if the probationary period was too long or not recorded in writing in the employment contract. Employers in Rijswijk thereby risk liability for compensation. In disputes, it is essential to immediately review the employment contract. Advice: engage a lawyer in Rijswijk or The Hague to claim your rights and recover damages. This significantly strengthens your position in local employment conflicts, with access to regional legal support. (212 words)