In Rijswijk, a dynamic municipality near The Hague with many offices and government institutions, the probationary period exempts parties from the statutory notice period (Article 7:672 of the Dutch Civil Code), unlike after the probationary period, where employers must provide at least one month's notice. In Rijswijk-based companies, this indirectly affects transition compensation: dismissal during the probationary period is immediate and without compensation, but after the probationary period, both rules apply strictly.
Local nuance: in Rijswijk, where the subdistrict court in The Hague often has jurisdiction over local cases, an exception applies if the probationary period is void – the employer must then terminate employment via the UWV (Employee Insurance Agency) or the subdistrict court, including transition compensation. Practical example from the region: summary dismissal during the probationary period for urgent reasons (such as at a Rijswijk IT company) suspends notice periods but is rare. Employees can claim damages for insufficient notice, particularly among the many self-employed professionals and flexible workers in the area.
Comparison specific to Rijswijk: the probationary period is a maximum of 2 months, while the notice period scales with seniority. The Work and Security Act harmonized this nationally, but local collective labour agreements in the Haaglanden region may vary. Tip: negotiate shorter notice periods in your employment contract and consult the Rijswijk branch of the FNV (Dutch Trade Union Confederation) or the Legal Counter for advice.