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UWV Dismissal Approval Procedure in Rijswijk

Discover the UWV dismissal approval procedure in Rijswijk: steps, rights, and local support through <strong>Het Juridisch Loket Rijswijk</strong> for employees and employers.

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The UWV Dismissal Approval Procedure in Rijswijk

The UWV approval procedure is a fundamental aspect of Dutch employment law and is mandatory for employers in Rijswijk who wish to dismiss an employee at their own initiative, such as due to business economic reasons or long-term illness. This procedure protects employees in Rijswijk and ensures an independent review by the UWV. It does not apply to dismissals for misconduct, which are handled through the Rijswijk District Court. Residents of Rijswijk can obtain free advice on their rights in this procedure at Het Juridisch Loket Rijswijk.

What Does the UWV Approval Procedure Involve in Rijswijk?

In the UWV approval procedure, an employer in Rijswijk must seek approval from the Dutch Social Security Agency (UWV) for dismissals that cannot be processed through the subdistrict court, such as during reorganizations in local businesses or after two years of illness. The UWV assesses whether the dismissal is justified and whether principles like the mirror principle have been followed, particularly relevant for Rijswijk-based companies with employees. Without approval, the dismissal is invalid, and the employee in Rijswijk can challenge it. This regulation prevents unfair dismissals and protects local workers, with an average processing time of 4 to 8 weeks.

For Rijswijk employers with fewer than 25 employees, some relaxed rules may apply, but approval remains essential. For questions regarding local application, you can contact the Municipality of Rijswijk for additional support.

Legal Basis of the UWV Approval Procedure

The UWV approval procedure is governed by the Wet Werk en Zekerheid (WWZ) and the Dutch Civil Code (BW). Key articles include:

  • Article 7:669(1) BW: Requires employers in Rijswijk to seek approval for dismissals based on non-personal grounds, such as economic reasons in the region.
  • Article 7:671 BW: Establishes the procedure for dismissals after two years of illness, with a focus on reintegration in the Rijswijk context.
  • Article 7:670 BW: Evaluates the fairness of the dismissal and compliance with compensation rules.

The Wet Vereenvoudiging Werkzaamheidsrecht (Wwz) replaced the dismissal permit with this approval system in 2015. The UWV considers collective labor agreements (CAOs) and the Wet op de Ondernemingsraden (WOR), including Works Council advice. In case of violation, an employee in Rijswijk can claim damages through the Rijswijk District Court. Het Juridisch Loket Rijswijk assists in preparing such claims.

Steps in the UWV Approval Procedure for Rijswijk

The UWV approval procedure for employers in Rijswijk follows these steps:

  1. Employer Preparation: Attempts to relocate the employee within the company or offer alternative work, applying the mirror principle during reorganizations in Rijswijk.
  2. Submitting the Application: Via the UWV online form, including documents such as a social plan, Works Council advice, and mirror principle calculations, at least one month before the dismissal date.
  3. Hearing and Response: The UWV consults the employee in Rijswijk, either by phone or in person, where objections and evidence can be submitted for a fair assessment.
  4. Assessment and Decision: A decision follows within four weeks. If approved, permission is granted; if rejected, an objection can be filed within six weeks.
  5. Executing the Dismissal: With approval, the contract can be terminated, including notice periods and transition payments for the employee in Rijswijk.

If the procedure is not followed correctly, the Rijswijk District Court may declare the dismissal invalid, requiring the employer to continue paying wages until reintegration.

Practical Examples of the UWV Approval Procedure in Rijswijk

A retail business in Rijswijk undergoes restructuring due to market pressure and wishes to dismiss three employees for economic reasons. The employer submits a UWV application with a mirror principle calculation to protect older employees. After a hearing, the UWV approves the dismissal, provided there is no discrimination, and the affected employees receive a transition payment along with unemployment benefits.

In case of long-term illness: An employee in Rijswijk becomes permanently disabled after two years due to an incident. The employer requests UWV approval after reintegration efforts, such as a local trial placement. If approved, the contract ends, while the employee retains their WIA (Disability Insurance) benefits.

In a negative scenario: An employer in Rijswijk ignores the Works Council’s advice during a dismissal application. The UWV rejects the request, and the employee wins three months’ salary in damages at the Rijswijk District Court.

Rights and Obligations in the UWV Approval Procedure

Employee Rights in Rijswijk

  • Right to be heard: Present your case and provide evidence to the UWV.
  • Right to transition payment: One-third of monthly salary per year of service upon dismissal.
  • Right to unemployment benefits: After being declared unemployed, if conditions are met.
  • Right to object: Within six weeks against a UWV decision to the administrative court, with assistance from Het Juridisch Loket Rijswijk.

Employer Obligations

  • Reintegration efforts: Minimum 104 weeks, with reporting to the UWV, relevant for Rijswijk-based businesses.
  • Apply the mirror principle: Except for small employers.
  • Offer alternative work: Before submitting the application.

For a comparison between UWV procedures and dismissals through the Rijswijk District Court, consult Het Juridisch Loket Rijswijk for personalized advice tailored to your situation in the region.

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