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Exceptions to the Dismissal Ban in Tilburg: When is Dismissal Still Permitted?

Dismissal bans in Tilburg are not absolute: exceptions for economic contraction in the Spoorzone, urgent causes or long-term illness with UWV Tilburg permission. Employer must prove.

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Exceptions to the Dismissal Ban in Tilburg: When is Dismissal Still Permitted?

In Tilburg, with its thriving textile and manufacturing industry, dismissal bans do not apply absolutely. Learn about the statutory exceptions, specifically for local employers and employees in the Midden-Brabant region.

Main Exceptions in the Tilburg Context

According to Article 7:670 paragraph 2 of the Dutch Civil Code (BW), dismissal in Tilburg may still be possible after permission from the UWV in Tilburg or the subdistrict court in Den Bosch, provided the urgent reason is unrelated to prohibited grounds. Think of challenges at Tilburg companies such as textile factories or logistics hubs. Examples:

  • Economic reasons: Business closure or restructuring, such as contraction in the Spoorzone, independent of personal characteristics.
  • Urgent reason: Serious misconduct, such as theft in a warehouse on Lovenslaglaan, not related to pregnancy or trade union membership.
  • Long-term incapacity for work: After two years of illness, with UWV permission via the Tilburg employment agency.
ExceptionCondition in Tilburg
Business circumstancesUWV Tilburg permission
Urgent reasonSubdistrict court Den Bosch

Employers in Tilburg must strictly demonstrate this, especially under collective labour agreements in the region. In case of doubt, the employee prevails. For advice: consult a lawyer at the UWV office on St. Josephstraat or a local employment law attorney. (248 words)