In Utrecht, the probationary period suspends the statutory notice period (Article 7:672 of the Dutch Civil Code), unlike after the probationary period, when employers in the region must provide a minimum notice period of one month. This indirectly affects transition compensation in Utrecht: dismissal during the probationary period is immediate and without compensation, but after the probationary period, both rules are strictly enforced, particularly by Utrecht’s subdistrict court judges.
Exception in case of a void probationary period: the employer must still terminate employment via the UWV Utrecht (Employee Insurance Agency) or the subdistrict court at CatharijneSingel, including transition compensation. Local practice: summary dismissal during the probationary period (for urgent cause) does not involve notice periods but is rare in Utrecht-based companies. Employees can claim damages for insufficient notice, often with support from Utrecht trade unions such as FNV.
Comparison in the Utrecht context: the probationary period lasts a maximum of two months, while the notice period scales with seniority. The Work and Security Act harmonized these rules nationally, but Utrecht courts closely monitor collective labor agreements in sectors such as healthcare and tech. Tip: negotiate a shorter notice period in contracts with Utrecht employers and consult local legal experts for advice.