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Exceptions to the Dismissal Ban in Delft: When is Dismissal Still Permitted?

Dismissal bans in Delft are not absolute: exceptions for economic reasons such as startup restructuring, urgent causes or long-term illness with UWV permission via The Hague. The employer must prove this.

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Exceptions to the Dismissal Ban in Delft: When is Dismissal Still Permitted?

In Delft, with its thriving tech and education sector at TU Delft, dismissal bans are not absolute. Learn the statutory exceptions, so that Delft employers and employees understand when dismissal is still possible.

Main Exceptions for Delft Companies

According to Article 7:670 paragraph 2 of the Dutch Civil Code (BW), dismissal in Delft may still be possible after permission from the UWV in The Hague or the subdistrict court in the District Court of The Hague, provided the urgent reason is unrelated to prohibited grounds such as discrimination. Examples relevant for local companies:

  • Economic reasons: Business cessation or restructuring at Delft startups or TU spin-offs, independent of personal characteristics.
  • Urgent reason: Serious misconduct such as theft in a lab or project team, not related to pregnancy or trade union membership.
  • Long-term incapacity for work: After two years of illness, with UWV permission via the regional office in the Rotterdam-The Hague region.
ExceptionCondition in Delft
Business circumstancesUWV permission (The Hague region)
Urgent reasonSubdistrict Court District Court of The Hague

Delft employers, such as in the high-tech sector around the TU Delft campus, must strictly demonstrate this. In case of doubt, the employee prevails. For specific cases in Delft: consult a labour law specialist at the District Court of The Hague or a local lawyer. (248 words)