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Author : Munk Adcock | Published On : 17 Oct 2025

Frans is approachable, goal-oriented and has the ability to quickly delve into the core of any issue.
Our team of specialized attorneys provides personalized legal solutions in employment law, covering disputes, contract negotiations, and workplace rights. Whether you are an employee or an employer, we ensure your interests are protected with professionalism and efficiency. Visit us to navigate complex labor regulations with confidence and achieve favorable outcomes. The Netherlands Supreme Court is a little more lenient on this requirement. Furthermore, the employer must give the employee timely notice of the employee’s unfitness to perform the stipulated work.
As soon as your account has been created you will receive this password in a welcome e-mail. If mijn link wish, you can also change this password yourself via the password forgotten function. The contact must be aimed at improvement and not limited to merely “registering” or “reporting” the (allegedly) deficient performance. Fill in your personal details below to receive invitations to events and legal updates that matches your interest. Connect with us on YouTube, X (formerly Twitter), and Pinterest to stay informed on labor law updates and expert insights. Only after ga naar mijn blog that has happened may the employer begin to think about dismissal.

Ploum is an independent full-service law firm and notarial firm located in the heart of Rotterdam with over 100 lawyers and notaries. Ploum is one of the top legal service providers in the Netherlands and has all the relevant legal knowledge and experience to advise organisations. He has a particular focus on legal matters that involve both employment and privacy aspects and is also particularly interested in the legal status of corporate directors.
An employee cannot be told overnight, after the fact, that he will be fired for inadequate performance. The employee must have been given an adequate opportunity to improve his performance. He advises and litigates in matters regarding individual and/or collective dismissal cases, non-competition clauses, employment conditions, and compliance with the Works Councils Act. Preferably, the employee’s inadequate performance is recorded in writing, such as as part of appraisal interviews. This must have been made concrete using examples and translated into points for improvement. Thus, the employee should not be “caught off guard” by the dismissal for dysfunction.