What is an urgent cause in employment law in The Hague?
An **urgent cause** in employment law allows employers to dismiss an employee **immediately and without notice period**. This applies only in cases of **serious misconduct** that severely disrupt the employment relationship or directly threaten business operations. Examples include theft, fraud, aggression or structural misconduct. In The Hague, the **District Court of The Hague** (Prins Clauslaan 60) handles many of these cases. An urgent cause is an exceptional measure and must always be **factually substantiated**.
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Statutory basis: urgent cause according to Article 7:678 BW
The core provision is **Article 7:678 of the Dutch Civil Code (BW)**. This allows an employer in the The Hague region to dismiss an employee **summarily** in cases of:
1. **Serious negligence**, such as:
- **Theft** or **corporate fraud**.
- **Physical or verbal violence** against colleagues or clients.
- **Prolonged unexplained absence** without doctor's confirmation.
- **Leakage of trade secrets** to third parties.
2. Situations where **further cooperation is inconceivable** due to the acute severity.
> **Tip for The Hague:** Consult the **Legal Aid Office The Hague** (Lutherse Burgwal 10) for free advice on dismissal procedures.
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Practical examples of urgent cause in The Hague
Here are realistic cases that frequently occur at the District Court of The Hague:
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Fraud and theft:
A cashier who steals money from the till or takes products can be dismissed summarily upon proof via cameras or witnesses.
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Aggressive behaviour:
Physical confrontations, such as pushing or intimidating a customer, justify summary dismissal.
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Prolonged unmotivated absence:
Repeated absence without a doctor's certificate, despite reintegration efforts, can constitute an urgent cause.
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Betrayal of trust:
Passing on customer data or strategies to competitors leads to immediate dismissal.
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Safety risks:
Deliberately ignoring protocols, such as not wearing protective clothing on a The Hague construction site, constitutes a danger and grounds for dismissal.
> **Note:** Proportionality is crucial. One-off carelessness rarely leads to dismissal.
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Rights and obligations in case of urgent dismissal
Employer in The Hague
- **Immediate dismissal** without warning, provided it is proven.
- Provide evidence, such as videos or statements.
Employee
- Right to **written motivation**.
- Option to **appeal** at the District Court of The Hague (Prins Clauslaan 60).
- Advice via **Legal Aid Office** (Lutherse Burgwal 10) or employment law attorney.
Obligations of the employer
- **Objective assessment** and verifiable action.
- No room for personal preferences.