Fired On The Spot? Know Your Employee Rights Under NL Law

Being “fired on the spot” (ontslag op staande voet) means your employer ends your contract immediately, without a notice period or severance, usually stopping your pay that same day. Under Dutch law, this drastic measure is only allowed in rare situations and must meet strict conditions: there must be an urgent reason, the dismissal must be given without delay, and the reason must be made clear to you right away. If any of these elements are missing or mishandled, the dismissal can be invalid—and you may be entitled to reinstatement, back pay, or compensation. Many employees, including internationals, don’t realize how robust these protections are or how quickly they must act to preserve their rights.

This guide explains how summary dismissal differs from other termination routes, the legal test courts use, which “urgent reasons” tend to stand up (and which usually don’t), and the immediate steps to take the same day it happens. You’ll find the key deadlines to challenge the decision, what wages and payments you may still be owed, what it means for your WW benefits, how to handle anything you’ve signed, and special rules for probation, fixed‑term and agency work. We’ll also cover protected situations, common employer mistakes, evidence to collect, likely outcomes, and practical routes to a negotiated exit—so you can decide your next move with confidence.

How summary dismissal differs from other termination routes in the Netherlands

Dutch law offers several ways to end employment. Summary dismissal is the outlier: it ends your contract immediately, with no notice and no prior approval, and is only lawful if strict conditions are met. All other routes either require your consent or approval by the UWV or the sub‑district court, and they typically involve a notice period and a transition payment. If you’re fired on the spot, know your employee rights by comparing the paths below.

Summary dismissal (ontslag op staande voet): Immediate end; no UWV/court approval; wages stop at once; based on an urgent reason; usually no WW benefit and no transition payment.
Mutual consent (settlement agreement): Both parties agree in writing; no approval needed; 14‑day reconsideration period; notice period must be considered; no statutory duty to pay the transition payment, but severance can be negotiated.
Termination with consent: Employer gives notice; employee agrees in writing; transition payment is due; notice period applies; no UWV/court approval.
UWV route: Required for economic redundancy or long‑term incapacity; dismissal permit needed or the dismissal is invalid; notice period applies (with limited deduction for procedure time).
Court route (kantonrechter): Used for personal reasons (e.g., dysfunction/conflict) or cumulative grounds; the court tests legal criteria and may award up to 50% extra on top of the transition payment.

Next, the three-part legal test that decides whether a “fired on the spot” dismissal holds up: urgent reason, immediacy, and clear communication.

Legal test for dismissal on the spot: urgent reason, immediacy and communication

Courts use a strict three‑part test to decide if a “fired on the spot” dismissal stands: there must be an urgent reason, the employer must act without delay after discovering it, and the reason must be communicated to you immediately and clearly. Because summary dismissal is an extreme measure, employers carry the burden to prove all three and to show they couldn’t await a normal UWV or court route.

Urgent reason

The conduct must be so serious that the employer cannot reasonably be expected to continue the employment even for a day longer. Typical examples recognized in guidance include theft, endangering others, disclosing trade secrets, or flat refusal to work. Courts also weigh your personal circumstances (length of service, clean record, impact of dismissal) and whether milder measures (warning, suspension, regular dismissal route) would have sufficed. An employer should hear your side before deciding; untested allegations, a collection of minor incidents, or reasons that are not established usually won’t meet the urgent‑reason threshold.

Examples often cited: serious misconduct such as stealing, endangering safety, disclosure of confidential information, or refusal of work.
What weakens urgency: disputed facts, lack of prior hearing, minor or old incidents, or relying on a grab‑bag of reasons that don’t add up to urgency.

Immediacy (“without delay”)

Once the employer learns of the alleged misconduct, they must act quickly. A short, necessary inquiry can be acceptable, but waiting too long after discovery undermines immediacy. The dismissal should follow promptly after the facts are known; otherwise, courts may conclude the situation wasn’t truly urgent.

Communication and proof

You must be informed of the urgent reason immediately, and it must be described precisely—often in a dismissal letter. Vague wording or “reserving the right” to change the reasons later makes the dismissal vulnerable. The employer must prove the urgent reason; if they can’t, the summary dismissal is likely invalid. If you are fired on the spot, know your employee rights: ask for the written reason right away and keep any documents you receive.

Urgent reasons courts accept (and the ones they usually don’t)

Not every mistake justifies ending your job on the spot. Courts reserve “urgent reasons” for conduct so serious that the employer cannot reasonably keep the contract even one more day. If you’re fired on the spot, know your employee rights: judges look at what happened, how quickly the employer acted, how clearly the reason was given, and your personal circumstances before deciding whether the reason is truly urgent.

Urgently serious: reasons commonly upheld

In practice, the bar is high. Where employers can prove clear, dangerous, or deliberately wrongful conduct, courts are more likely to uphold a summary dismissal. Evidence, timing, and precise wording matter.

Theft or stealing: Proven misappropriation from the employer or colleagues.
Violence or fights at work: Assault or comparable serious misconduct on the shop floor.
Endangering others’ safety: Behavior that puts colleagues or third parties at risk.
Disclosure of trade secrets: Sharing confidential information without authorization.
Flat refusal to work: Persistent refusal to perform work or follow lawful instructions.

Not urgent enough: reasons courts usually reject

Less serious or disputed issues typically fail the urgency test—especially if the employer didn’t hear your side, waited too long, or bundled minor issues together. In one reported case, accusations like too many private calls, not wearing corporate clothing, a single sexual remark, or an insulting gesture did not add up to an urgent reason when not established and precisely described.

Performance issues (dysfunction): Belong in a court route with improvement steps, not instant firing.
A pile of minor breaches: Dress code lapses, occasional private calls, or one-off remarks rarely suffice.
Vague or shifting reasons: Reserving the right to “adjust” reasons later undermines validity.
Stale or uninvestigated incidents: Delay after discovery or no fair hearing weakens urgency.
Economic or long‑term illness grounds: Must go via UWV; not a basis for firing on the spot.
Protected situations (e.g., pregnancy, early sickness period): Generally cannot justify immediate dismissal.

Up next: the concrete steps to take the same day you’re fired, so you protect your position from the start.

What to do immediately after being fired on the spot

The first hours matter. Dutch law sets a high bar for instant dismissal, but you protect your position by acting quickly and calmly. If you’re fired on the spot, know your employee rights: you can challenge it, but deadlines are short and what you do today can decide tomorrow’s outcome.

Don’t sign anything: Politely refuse to sign forms or “agreements” on the spot. Ask for a copy. Signing can forfeit rights and may affect benefits.
Demand the reason in writing: Ask for a dismissal letter that precisely states the urgent reason and the date/time of termination. The law requires immediacy and clear communication.
Protest in writing, fast: Email or letter your employer that you disagree, reserve all rights, and request continued wage payment and reinstatement. Note: court action to undo a summary dismissal must be started within 2 months.
Capture the timeline: Write down when the alleged incident occurred, when the employer learned of it, and when you were dismissed. Immediacy is a key legal test.
Collect evidence now: Save emails, messages, rosters, access logs, performance reviews; list witnesses and their contact details. Keep any paperwork you receive.
Mind your income: Wages typically stop immediately and WW unemployment is usually not available after dismissal on the spot—plan your next steps promptly.
Get legal help quickly: A specialist can assess validity, draft the protest, and open negotiations or file with the sub‑district court in time.

Next, the key deadlines and procedures to challenge summary dismissal effectively.

Deadlines and procedures to challenge a summary dismissal

When you’re fired on the spot, the clock starts immediately. Dutch law gives you a short window to fight the decision in the sub‑district court (kantonrechter). If you’re fired on the spot, know your employee rights: you must act fast, protest in writing, and file the right court request in time or you lose your leverage entirely.

The 2‑month clock

You have 2 months from the date of the summary dismissal to start court proceedings to undo it. Miss this deadline and, as public guidance warns, you will no longer have any legal options to contest the dismissal. Don’t wait for “talks” to conclude—negotiate if you wish, but protect yourself by filing before the 2‑month limit expires.

How to file with the sub‑district court

Your lawyer files a written application asking the court to test the dismissal against the strict legal criteria: was there a proven urgent reason, did the employer act without delay, and was the reason communicated immediately and precisely? Attach your contract, the dismissal letter, your protest email, timeline notes, payslips, and any supporting evidence or witness details. The employer must prove the urgent reason; vague or shifting grounds weaken their case.

What to ask the court for

In your application you can request:

Annulment (undoing the dismissal): If granted, the employment contract continues and wages must be paid from the dismissal date.
Compensation requests: If you don’t want to return, you can ask for compensation instead, including compensation for ignoring the notice period when appropriate.

Negotiate in parallel, but don’t miss deadlines

Many cases settle after filing. You can keep talking about a settlement agreement while the case is pending. Just ensure the court filing is in on time; otherwise, any negotiating power you had largely disappears.

Next up: what wages, final settlement items and transition payment you may still be owed.

Wages, final settlement and transition payment: what you are owed

If you’re fired on the spot, your wages usually stop immediately. Still, you remain entitled to everything earned up to the termination moment and to a proper final settlement (eindafrekening). If you challenge the dismissal and the court annuls it, your contract continues and your employer must pay wages from the dismissal date. If the employer should have sought permission (UWV/court) but didn’t, the dismissal can be invalid and wages must continue.

A correct final settlement typically includes items you already built up before the dismissal:

Outstanding salary: Gross wages up to the date and time of dismissal.
Unused leave days: Payout of accrued but untaken statutory holidays.
Holiday allowance: Any accrued “vakantiegeld” and any allowance over paid-out leave.
Other due amounts: Contractual bonuses already earned, allowances, and agreed expense reimbursements.

On the transition payment (statutory severance), know your employee rights if you’re fired on the spot:

General rule: You are entitled to a transition payment if the employer dismisses you or doesn’t renew your contract.
Key exception: No transition payment is due if you were dismissed for seriously culpable conduct (for example, conduct that forms a lawful urgent reason). In many “fired on the spot” cases, employers invoke this exception.
If the dismissal falls apart: If the court annuls the summary dismissal or the relationship ends later via the normal UWV/court route, the transition payment may become payable under the usual rules.
Other routes: In termination with consent, the employer must pay the transition payment; in mutual consent, there is no legal obligation to pay it (severance is negotiable).

Practical tip: ask for an itemized final settlement in writing and check dates, accruals, and calculations. If amounts look short, protest in writing, reserve all rights, and keep copies of payslips and leave overviews—these are key if you contest the dismissal or negotiate an exit.

Unemployment benefit (WW) after dismissal on the spot

Being fired on the spot usually disqualifies you from WW unemployment benefits. UWV often treats a lawful summary dismissal as serious (culpable) conduct, which means no benefit and your wages stop immediately. If you’re fired on the spot, know your employee rights: the benefit outcome often depends on what happens next legally. If the dismissal is annulled by the court or converted into a regular termination route (UWV permit, court dissolution, termination with consent, or a neutral settlement), WW can become possible—because the “own fault” label falls away.

While you contest the dismissal, protect your position with timely steps. UWV decides eligibility, and you have obligations if you do receive WW. International employees have a few extra options, but rules are strict and time‑sensitive. Keep records of all applications and communications in case you need to show UWV you are available for work.

Apply promptly: File a WW claim with UWV even if you expect a dispute; they’ll assess eligibility. A later legal outcome can change the decision.
Meet obligations: Remain in the Netherlands, be available for work, actively apply, and report job applications to UWV; failure can reduce or stop WW.
Work alongside WW: You can work while on benefit; report earnings monthly to UWV. Part of extra income may be kept; UWV will offset the rest.
Job search in the EU: In some cases you can take WW to another EU country to look for work (with prior UWV approval and strict conditions).

Next: If you signed a document—what “consent termination” and settlement agreements really mean for your rights.

If you signed a document: consent termination and settlement agreements

If you were fired on the spot and then pushed to “sign here,” pause. Employers sometimes pivot from instant dismissal to an agreed end of the contract. Signing turns a disputed summary dismissal into either termination with consent or dismissal by mutual consent. That switch changes your rights, the notice period, the transition payment, and potentially your benefits. If you’re thinking “fired on the spot? know your employee rights,” start with the cooling‑off rule below.

14‑day cooling‑off (reconsideration) period: After signing, you can revoke your consent within 14 days, no reason needed. If the written agreement doesn’t clearly state this right, the period becomes 21 days. Revoke in writing and keep proof.
No UWV/court approval needed: Both “mutual consent” and “termination with consent” don’t require UWV or court approval.
Termination with consent: You agree to the employer’s notice. The statutory transition payment is due and the notice period applies. You confirm your agreement in writing.
Dismissal by mutual consent (settlement agreement): You and your employer agree to end the contract and record all terms in a written settlement. There’s no legal obligation to pay the transition payment, but you can negotiate severance. The notice period must be taken into account, and you should also settle items like unused vacation days.

Before you sign (or if you’ve just signed), protect yourself fast:

Ask for the full draft and time to review: Do not sign on the spot; it can affect your entitlement to benefits.
Check the key points: last working day and notice period, transition/severance, payout of accrued leave and holiday allowance, and an itemized final settlement.
Use the cooling‑off period if unsure: Send a dated, written revocation within the deadline.
Get legal help quickly: A lawyer can secure better terms or advise whether to withdraw consent and challenge the original summary dismissal.

Special cases: probation, fixed-term contracts and temporary agency work

These contracts change how terminations work, but they don’t erase your core protections. Even here, “fired on the spot? know your employee rights” still applies: urgency must be real, timing tight, and reasons clear—except for narrow trial‑period rules.

Probation (trial period)

During a valid trial period, an employer may end the contract immediately without a “good reason.” That power is not unlimited: discriminatory or abusive motives remain unlawful, and if you ask, the employer must provide the reason in writing. No trial period is allowed in fixed‑term contracts of 6 months or less. Typical trial periods are 1–2 months, depending on the contract. If you are dismissed in probation, note the date, request the reason in writing, and keep your documents.

Fixed-term contracts

A fixed‑term contract ends automatically on the agreed end date. Your employer must give written notice of non‑renewal at least one month in advance (aanzegtermijn). Early termination is only possible if an interim‑termination clause exists—and then normal Dutch rules apply (UWV for economic/long‑term incapacity reasons; court for personal reasons). Summary dismissal is still only lawful for a proven urgent reason, given without delay and communicated immediately.

Temporary agency work

Agency contracts come in stages and may include an “agency clause” that ties your contract to the client’s assignment.

With agency clause (early stages): Your work can stop when the assignment ends; after 26 weeks of deployment, the agency must warn you at least 10 days before the end. Illness can limit termination under certain CAOs, with wage continuation after 1–2 waiting days.
Without agency clause (fixed/short term): Your contract doesn’t end just because the assignment ends. Early termination requires a valid reason, the correct route (UWV/court), and notice rules.
Illness and end of contract: If your contract ends while you are ill, you may be entitled to Sickness Benefit (Ziektewet) via UWV.

If you’re an agency worker “fired on the spot,” urgency, immediacy, and precise written reasons still decide legality. Protest in writing quickly and keep every paper trail.

Protected situations: illness, pregnancy and other restrictions

Some situations are explicitly protected under Dutch law and narrow when an employer may end your contract. Summary dismissal cannot be used as a shortcut where the real reason is a protected ground. If you’re fired on the spot, know your employee rights: check carefully whether illness, pregnancy or a protected activity is involved—these often make the dismissal invalid.

Illness

Being ill in itself is not a lawful reason to dismiss you in the first 2 years. Only specific exceptions apply (for example, during a valid probation period or if the employer faces bankruptcy). After 2 years of long‑term incapacity, dismissal is possible, but only via the UWV permit route—not by instant dismissal. If you are summarily dismissed while sick, challenge the reason and timing immediately.

First 2 years: Illness cannot be the reason for dismissal.
Exceptions: Valid probationary period or employer bankruptcy.
After 2 years: Dismissal only with a UWV permit due to long‑term incapacity.

Pregnancy and maternity

You cannot be dismissed because you are pregnant. You also enjoy protection during maternity leave and the first 6 weeks after returning. Termination is only conceivable in special cases (for example, a genuine reorganisation), but your pregnancy may never be the reason. With fixed‑term contracts, non‑renewal is allowed, yet pregnancy cannot be the motive for not renewing.

No dismissal because of pregnancy.
Protected window: During maternity leave and 6 weeks after return.
Reorganisations: Possible in rare cases, but pregnancy cannot be the reason.

Other protected activities

Dutch guidance is clear that asserting your rights to safe and lawful work cannot be grounds for dismissal.

Reporting abuses or unsafe work: Making a report to the Netherlands Labour Authority or raising safety concerns is not a valid dismissal reason.
Refusing unsafe work: Flagging health and safety risks should not trigger termination.

If a “fired on the spot” letter touches any of these protected areas, protest in writing, keep all evidence, and seek legal help fast—the 2‑month court deadline still applies.

Employer mistakes that invalidate summary dismissal

Courts scrutinize “fired on the spot” decisions because they end your income instantly and sidestep the normal UWV or court routes. Many cases collapse not because nothing happened, but because the employer mishandled the legal test: urgency, immediacy, and clear communication. If you were fired on the spot, know your employee rights: the following missteps often make a summary dismissal invalid—and open the door to reinstatement, back pay, or compensation.

Delayed action after discovery: Waiting too long undermines the “without delay” requirement.
Vague or shifting reasons: Grounds must be precise; changing narratives weaken legality.
No immediate, clear communication: Failure to promptly state the exact reason (ideally in writing).
No hearing or inadequate inquiry: Not letting you respond or relying on untested allegations.
Unproven or minor incidents: A grab‑bag of small issues rarely adds up to urgency.
Wrong legal route used: Using instant dismissal for economic or long‑term illness reasons that require UWV approval.
Protected situations ignored: Pregnancy, the first two years of illness, or reporting safety/legal abuses cannot be the real reason.
Personal circumstances not weighed: Long service, clean record, and whether milder measures would suffice must be considered.
“We reserve the right to add reasons” letters: Courts view this as incompatible with the duty to state the urgent reason precisely.

If any of these red flags appear, protest in writing immediately and safeguard the 2‑month court deadline to challenge the dismissal.

Collecting evidence and preparing your case

In a summary dismissal, the employer must prove a precise, urgent reason, that they acted without delay, and that they told you the reason immediately. Your job is to lock down facts fast and build a clean, credible file. If you’re fired on the spot, know your employee rights: a well‑prepared bundle can be the difference between reinstatement, back pay, or walking away empty‑handed.

Build your file

Create a precise timeline: Note the alleged incident, when your employer learned of it, and when you were dismissed. Add emails, calendar entries, and messages that show dates and times.
Assemble core documents: Employment contract and any addenda, your CAO (collective labor agreement), company/house rules, the dismissal letter, your written protest, recent payslips, leave/holiday allowance overviews, and any final settlement you received.
Gather incident evidence: Emails/WhatsApps, rosters/shifts, access logs/badge records, task systems, safety reports, photos, and any written instructions. List witnesses with roles and contact details, and note what each saw.
Capture employer delay or vagueness: Meeting invites, suspension letters, “investigation” emails, or any version changes in the stated reasons.
Protected‑status proof (if relevant): Sickness notifications, pregnancy/maternity documents, and UWV correspondence for illness/benefits.
Money trail: Payslips, bank statements, bonus/commission sheets—useful for wage and holiday allowance calculations.

Do’s and don’ts that protect your position

Do ask for the reason in writing and send a prompt written protest reserving all rights.
Do keep originals, make read‑only copies, and store everything safely.
Don’t sign new documents without advice and don’t remove confidential data unrelated to your case.

Prepare a short, factual statement that ties your timeline to the evidence. This becomes the backbone of your court application or settlement negotiations.

Possible outcomes in court and compensation options

When a judge reviews a “fired on the spot” case, they apply the strict test: urgent reason, immediacy, and clear communication. Outcomes tend to cluster into three paths—annulment and reinstatement with back pay, compensation instead of return, or the summary dismissal being upheld. Many disputes also settle after filing, so safeguarding your position on paper is critical.

If the court annuls the dismissal

If you’re fired on the spot, know your employee rights: annulment means the contract never ended. Your employment continues, and the employer must pay wages from the dismissal date. Practically, parties often discuss a negotiated exit once back pay is on the table.

Reinstatement and back pay: Employment resumes with wages payable from the termination date.
Final settlement corrections: Accrued holiday, holiday allowance, and other earned items must be properly paid.
Next steps: The employer may switch to a regular route (UWV or court) if they still want to end the contract; the transition payment rules then apply as normal.

Compensation instead of returning

If coming back isn’t realistic, you can ask for money instead of reinstatement. Public guidance confirms you can request compensation and, where applicable, compensation for not observing the notice period. If the instant dismissal falls apart and the contract later ends through a normal route (termination with consent, UWV permit, or court dissolution), the statutory transition payment is typically due (unless a serious‑culpability exception applies).

Compensation claims:
- For missed notice period: Payment in lieu where appropriate.
- Transition payment: Usually payable when the contract ends via ordinary routes; not payable if dismissal is for seriously culpable conduct.
Negotiated severance: In mutual consent deals, the transition payment is not mandatory, but severance is negotiable.

If the dismissal is upheld

If the employer proves a lawful urgent reason given without delay and clearly communicated, the instant dismissal stands.

No reinstatement and wages stop: Income ends as of the dismissal date.
Transition payment: Not owed in serious‑culpability scenarios.
Benefits: WW unemployment is usually not available after a valid summary dismissal.

Whatever the path, timely filing and precise evidence often decide whether you leave with back pay and compensation—or with nothing.

Negotiating an exit instead of litigating

Going to court can restore your job and pay—but it takes time and carries uncertainty. Many “fired on the spot” cases settle once you signal you’re serious. If you’re fired on the spot, know your employee rights: you can protest, preserve the 2‑month court deadline, and negotiate an orderly exit with money and clean paperwork instead of a risky fight.

When a deal makes sense

A negotiated exit is worth considering if you want quick certainty, see weaknesses in the employer’s case, or prefer to move on with a proper final settlement. You keep leverage by filing within the legal deadline while talks continue—most employers negotiate more realistically once a court date looms.

Key terms to negotiate

Focus on clarity and cash. Put every term in a written settlement agreement and check it twice.

End date and notice: Respect the notice period, or agree pay in lieu.
Severance amount: In mutual consent there’s no legal duty to pay the transition payment—so negotiate compensation.
Transition payment (if applicable): With termination with consent, the statutory transition payment is due.
Accrued rights: Payout of unused leave and holiday allowance; payment of any earned salary and agreed allowances.
Administration: Correct final settlement, dates, and wording that matches the agreed route.

Keep leverage and protect your position

Negotiate in parallel with a formal written protest and, if needed, a timely court filing (within 2 months of the dismissal). Ask for the urgent reason in writing and retain all documents; precise timelines and evidence improve your bargaining power. Benefits and tax effects can depend on the chosen route, so get advice before you sign.

Cooling‑off safety net

If you sign, you can revoke your consent within 14 days without giving a reason. If the agreement doesn’t clearly mention this right, the reconsideration period is 21 days. Revoke in writing and keep proof if you change your mind.

If you are an international employee: residence, health insurance and housing

For internationals, a “fired on the spot” moment can ripple beyond your paycheck. Your residence position may depend on continued employment, employer-arranged health insurance can stop the same day, and agency-provided housing may come with a short move‑out clock. Act quickly, keep written records, and get tailored advice—small timing mistakes can close doors on benefits, coverage, or lawful stay options. If you’re fired on the spot, know your employee rights and pair them with the practical steps below.

Residence/permit: Check your residence permit conditions immediately and seek legal guidance. Job loss may affect your right to stay; act before any deadlines and keep proof of ongoing job search or applications.
Health insurance: If your employer arranged your policy, it usually ends when work stops. If you qualify for WW (unemployment benefit), your coverage continues; if not, arrange temporary health insurance right away.
Agency housing: As a temporary worker in employer‑provided housing, you typically must vacate within 4 weeks after your temporary work agreement ends. Talk to the agency/landlord early and confirm dates in writing.
Benefits across borders: In some cases, you can take WW to another EU country to look for work using a PD U2 form, with strict conditions (e.g., recent availability in NL and registration abroad within 7 days).

How a lawyer can help and what to bring to your first consult

If you’ve just been fired on the spot, the right lawyer turns chaos into a plan: they test whether the urgent reason holds water, stop avoidable mistakes, and position you for reinstatement, back pay, or a clean, compensated exit. Acting fast is everything—there’s a hard 2‑month court deadline—so use the first consult to get clear advice and a concrete next step.

How a lawyer helps in these cases

A short strategy session should produce immediate actions and a timeline, not theory. Expect focused, practical support that protects your leverage.

Validity check: Assess urgency, immediacy, and clarity of the reason.
Written protest: Draft and send a timely objection reserving rights.
Court filing on time: Prepare the application to the kantonrechter within 2 months.
Negotiation plan: Use filing to secure better settlement terms or reinstatement.
Benefits strategy: Safeguard WW eligibility and avoid harmful wording.
Evidence playbook: Identify documents, witnesses, and gaps to close quickly.
Deal drafting: Review or draft a settlement with a clear cooling‑off clause.

What to bring to your first consult

Arrive with documents that let your lawyer act the same day; organized files accelerate results.

Employment papers: Contract (+ addenda), CAO, company/house rules.
Dismissal materials: Letter/email, notes of meetings, any suspension notice.
Your protest: Draft or sent objection, with timestamps.
Timeline & evidence: Incident dates, who knew what when, messages, logs, rosters.
Pay and leave: Recent payslips, holiday/allowance overviews, final settlement (if any).
Draft agreements: Any settlement/consent documents you were asked to sign.
Status docs (if relevant): Sickness reports, pregnancy/maternity proof, UWV letters.

Before you decide your next step

Being fired on the spot feels chaotic, but the law is on your side if you move quickly and methodically. Recheck the three tests—urgent reason, immediacy, and clear, written communication—then lock down your timeline, send a short written protest, and choose your path: court or negotiation (often both in parallel). Keep one date in bold on your calendar: you must file with the sub‑district court within 2 months of the dismissal, or your legal leverage largely disappears.

If you’re unsure which route fits best, get tailored advice now. A focused consult can clarify your position, draft the protest, preserve the deadline, and open talks for reinstatement, back pay, or a clean exit with compensation. For fast, practical help from Dutch employment specialists, you can speak with a Dutch employment lawyer at Law & More. One conversation can turn today’s shock into a clear plan—and protect your income, benefits, and future options.