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Evidence in Prohibited Dismissal in Tilburg: How Do You Prove Discrimination?

Prove discrimination in Tilburg with documents, witnesses, and reversal of the burden of proof. Indirect evidence suffices according to the Supreme Court, ideal for local industries.

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Evidence in Prohibited Dismissal in Tilburg: How Do You Prove Discrimination?

In Tilburg, with its vibrant textile and manufacturing industry, prohibited dismissal occurs more frequently than you might think. This article explains how you can demonstrate discrimination by local employers such as textile factories or the university, with practical tools.

Reversal of the Burden of Proof in Tilburg Cases

Since the Work and Security Act (WWZ), reversal of the burden of proof applies (Article 7:670 paragraph 3 of the Dutch Civil Code). In cases of 'sensitive' dismissal grounds in Tilburg companies, such as at the port or in the retail sector, the employer must prove the absence of discrimination. Local district courts in Den Bosch apply this strictly.

Practical Means of Proof for Tilburg Employees

  • Documents: Exit interviews from Tilburg personnel files, emails regarding age discrimination in mergers and collective bargaining negotiations.
  • Witnesses: Colleagues from TU/e or local SMEs who observed unfair patterns.
  • Statistics: Disproportionate dismissal of migrants in logistics around the Tilburg port.
  • Medical file: In sickness claims, often relevant in the physically demanding manufacturing industry.

The Supreme Court recently ruled that indirect evidence suffices, as in cases from North Brabant. Build a strong file with the help of Tilburg labour lawyers, such as at the Juridisch Loket in the Spoorzone, for successful claims. (218 words)