In Tilburg, a probationary period exempts parties from the statutory notice period (Article 7:672 of the Dutch Civil Code), unlike after the probationary period, when the employer must provide at least one month's notice. This indirectly affects transition compensation in the Tilburg region: dismissal during the probationary period is immediate and without compensation, but after the probationary period, both rules apply. Local law firms in Tilburg, such as those around Heuvelstraat, frequently encounter this in SMEs within the textile and manufacturing industries.
Exception: if the probationary period is void, the employer in Tilburg must still terminate employment via the UWV (Employee Insurance Agency) or the subdistrict court, including transition compensation. Practical example from Tilburg: summary dismissal during the probationary period due to urgent cause (such as theft at a shop on Paleisring) does not involve notice periods but remains rare. Employees can claim damages at the subdistrict court in Tilburg for insufficient notice, supported by local trade unions.
Comparison: the probationary period lasts a maximum of two months, while the notice period scales with seniority. The Work and Security Act, relevant for Tilburg employers with collective labour agreements in logistics and healthcare, harmonised these provisions. Tip: negotiate shorter notice periods in your employment contract and consult a Tilburg employment lawyer to assess risks. (218 words)