In Rijswijk, a dynamic municipality near The Hague with many SMEs and government institutions, transition compensation is a standard right upon dismissal, but there are important exceptions. According to Article 7:673(7) of the Dutch Civil Code (BW), an employer in Rijswijk is not required to pay compensation in cases of dismissal due to seriously culpable conduct by the employee, such as theft or fraud. In the event of bankruptcy or suspension of payments, which unfortunately occurs among local entrepreneurs in Rijswijk’s economy, the transition compensation is often handled via the UWV trustee, but it is not always paid in full.
For fixed-term contracts that expire without notice – common in Rijswijk’s sectors such as healthcare and IT – there is no entitlement to transition compensation. Special rules applied to employees over the age of 50 before 2020, but since then, the standard calculation applies everywhere, including in Rijswijk. In the case of reorganizations, for example at local companies in the Rijswijk Business Park, a collective arrangement may replace the individual compensation, provided it is equivalent and complies with the rules of the subdistrict court in The Hague.
Employers in Rijswijk may offset the compensation against a settlement agreement, but only if this has been explicitly agreed. In 2025, these exceptions will remain unchanged, but always check the collective labour agreement (CAO) or local sector agreements, such as those of the Municipality of Rijswijk itself. Do you have doubts about your situation? Contact a lawyer in Rijswijk or The Hague to assess your position and prevent unjust disadvantage in this region.