My employer fired me on the spot (ontslag op staande voet) — is that legal?
Short answer: It can be legal, but only under strict conditions. Dutch law does not let an employer fire you on the spot just because they want to — there must be an "urgent reason" (dringende reden), and even then procedural rules apply. If those conditions are not met, the dismissal is voidable and you can challenge it.
Below is the legal framework, grounded in the Burgerlijk Wetboek Boek 7 and current case law.
When is ontslag op staande voet legally valid?
The rule is in Artikel 7:677 lid 1 BW:
"Ieder der partijen is bevoegd de arbeidsovereenkomst onverwijld op te zeggen om een dringende reden, onder onverwijlde mededeling van die reden aan de wederpartij."
Three cumulative conditions must be met:
| # | Requirement | Source |
|---|---|---|
| 1 | There is a "dringende reden" (urgent reason) — conduct so serious that the employer cannot reasonably be expected to continue the contract | Art. 7:678 lid 1 BW |
| 2 | The dismissal is given "onverwijld" (without delay) once the reason is known | Art. 7:677 lid 1 BW |
| 3 | The reason is communicated to you "onverwijld" at the moment of dismissal, and takes effect immediately (no notice period) | Art. 7:677 lid 1 BW |
Note that fault (opzet of schuld) is not a condition for a valid urgent reason: the Hoge Raad has held that a dringende reden does not require the employee to be blameworthy. Fault matters separately — for whether either party owes the other compensation under Art. 7:677 lid 2–3, and for whether the employee loses the transitievergoeding.
What counts as a "dringende reden"?
Art. 7:678 lid 2 BW gives non-exhaustive examples. For employee conduct these typically include:
- Theft, fraud, or embezzlement
- Violence or serious threats against the employer, colleagues, or customers
- Gross insubordination
- Deliberately refusing to work
- Repeated lying about (sick) leave
- Serious negligence causing major damage
- Being drunk/drugged at work
- Criminal acts at the workplace
A single minor mistake, a first warning-worthy offence, or a personality clash is not enough. The Dutch Supreme Court (Hoge Raad) consistently requires that the reason be of such weight that "voortduring van de arbeidsovereenkomst redelijkerwijs niet kan worden gevergd" — continuation cannot reasonably be required.
What if the dismissal is not valid?
If any of the conditions above fails, the ontslag op staande voet does not hold. You can challenge it at the kantonrechter (subdistrict court) and choose your remedy:
| Remedy | Legal basis | What you get |
|---|---|---|
| Vernietiging of the dismissal | Art. 7:681 lid 1 BW | The dismissal is annulled and the contract is restored as if it never ended; you recover back wages (often with statutory interest) |
| Billijke vergoeding instead of restoration | Art. 7:681 lid 1 BW | If you do not want the job back, compensation set by the court (the New Hairstyle method — Hoge Raad 30 June 2017) |
| Transitievergoeding | Art. 7:673 BW | The statutory severance, due unless you acted in a seriously culpable way; capped at €102,000 in 2026, or one year's salary if higher |
Critical deadline: 2 months
Under Art. 7:686a lid 4 sub a BW, you must file your request at the kantonrechter within 2 months after the day the employment contract ended. Miss that window and your claim is barred. The clock starts running the moment you were told you were fired.
Financial consequences of a valid ontslag op staande voet
If the dismissal holds because you gave the urgent reason through seriously culpable conduct:
- No transitievergoeding — where the dismissal is due to seriously culpable acts of the employee, the employer owes no severance (Art. 7:673 lid 7 sub c BW).
- The reverse can apply: under Art. 7:677 lid 2–3 BW you may owe the employer a fixed compensation (gefixeerde schadevergoeding) related to the wages over the notice period that would otherwise have applied. The court can adjust the amount.
- You keep the right to a getuigschrift (reference) under Art. 7:656 BW — request it in writing.
Practical steps
- Ask for the reason in writing — your employer is legally required to state it (Art. 7:677 lid 1). Get it on paper or a durable medium.
- Collect evidence — emails, witness statements, performance reviews, timesheets, CCTV. The burden of proving the "dringende reden" lies with the employer, not you.
- Contact a vakbond (union) or a gespecialiseerde arbeidsrecht-advocaat quickly — the 2-month deadline is strict.
- Apply for a WW-uitkering at UWV while the dispute runs; if you win, the wages are recovered from the employer.
Sources
- Burgerlijk Wetboek Boek 7 — Art. 7:677 (ontslag op staande voet)
- Burgerlijk Wetboek Boek 7 — Art. 7:678 (dringende reden voor de werkgever)
- Burgerlijk Wetboek Boek 7 — Art. 7:681 (vernietiging / billijke vergoeding)
- Burgerlijk Wetboek Boek 7 — Art. 7:673 (transitievergoeding)
- Burgerlijk Wetboek Boek 7 — Art. 7:686a (2-month time limit)
- Burgerlijk Wetboek Boek 7 — Art. 7:656 (getuigsschritt)
- Hoge Raad 30 June 2017, ECLI:NL:HR:2017:1187 (New Hairstyle — method for calculating the billijke vergoeding)