UWV Dismissal Approval Procedure in Leiden
The UWV approval procedure is a critical component of Dutch employment law for residents of Leiden. Employers in the region must seek UWV approval to dismiss an employee at their own initiative, such as due to economic challenges in local retail or long-term illness. This procedure protects Leiden employees and ensures a fair assessment by an independent authority. It is mandatory in specific cases but not for misconduct, which requires referral to the Leiden District Court. For questions, you can obtain free advice from Het Juridisch Loket Leiden.
What Does the UWV Approval Procedure Entail for Leiden Residents?
The UWV approval procedure involves applying to the Dutch Employee Insurance Agency (UWV) for dismissals not handled through the subdistrict court, such as during reorganizations in Leiden-based companies or after two years of illness. The UWV verifies whether the dismissal is justified and whether principles like the mirror principle—prioritizing older employees—have been applied. Without approval, the dismissal is invalid, and as a Leiden employee, you can challenge it at the Leiden District Court. This regulation prevents unfair dismissals and protects local workers in a city with many university-related jobs.
In Leiden, where many small businesses employ fewer than 25 workers, a simplified mirror principle may apply, but approval is typically required. The process usually takes 4 to 8 weeks, depending on specifics, and allows for local context, such as input from the Municipality of Leiden on employment matters.
Legal Basis of the UWV Approval Procedure
The UWV approval procedure is governed by the Wet Werk en Zekerheid (Employment Security Act, WWZ) and the Dutch Civil Code (BW). Key provisions include:
- Article 7:669(1) BW: Requires employers in Leiden to seek UWV approval for dismissals based on non-personal grounds, such as economic reasons in the local economy.
- Article 7:671 BW: Outlines the procedure for dismissals after two years of illness, focusing on reintegration into the Leiden labor market.
- Article 7:670 BW: Assesses the fairness of the dismissal and compliance with compensation rules.
The Wet Vereenvoudiging Werkzaamheidsrecht (Simplification of Employment Law Act, Wwz) replaced the dismissal permit system in 2015 with this approval process. The UWV considers collective labor agreements (CAOs) and the Wet op de Ondernemingsraden (Works Council Act, WOR) for works council advice. In case of violations, Leiden residents can claim compensation at the Leiden District Court, with support from Het Juridisch Loket Leiden.
Steps in the UWV Approval Procedure for Leiden
The UWV approval procedure follows a clear process tailored to local circumstances:
- Employer Preparation: The employer must first attempt internal relocation or alternative employment in the region, applying the mirror principle during reorganizations in Leiden.
- Submission of Application: Via the UWV online form, including documents such as a social plan, works council advice, and mirror principle calculations, submitted at least one month before the dismissal date.
- Hearing and Response: The UWV organizes a hearing for the employee, either by phone or in person. As a Leiden resident, you can raise objections and seek support from Het Juridisch Loket Leiden.
- Assessment and Decision: A decision follows within four weeks. If approved, you receive a dismissal permit; if rejected, the employer can lodge an objection within six weeks.
- Execution of Dismissal: With approval, the contract ends after the notice period, with the employee entitled to a transition payment.
If the steps are not followed correctly, the Leiden District Court may declare the dismissal invalid, including back pay until reemployment in a Leiden context.
Practical Examples of the UWV Approval Procedure in Leiden
Consider a retail business in Leiden’s city center undergoing reorganization due to fluctuating tourism. The employer seeks to dismiss three employees for economic reasons and submits a UWV application with a mirror principle calculation. After the hearing, the UWV approves the dismissal without discrimination, and the affected employees receive a transition payment plus unemployment benefits.
Or: An employee at a Leiden university department has been ill for two years. The employer applies for UWV approval after reintegration attempts, such as local trial placements. If approved, the contract ends, but the employee retains WIA (Disability Insurance Act) benefits, with possible support from the Municipality of Leiden.
In a negative scenario: A Leiden employer ignores works council advice and incorrectly applies for UWV approval for misconduct. The UWV rejects the request, and the employee wins three months’ salary in compensation at the Leiden District Court.
Rights and Obligations in the UWV Approval Procedure
Employee Rights in Leiden
- Right to a Hearing: Present your case and provide evidence, with assistance from Het Juridisch Loket Leiden.
- Right to Transition Payment: 1/3 of monthly salary per year worked upon dismissal.
- Right to Unemployment Benefits: After qualifying for unemployment, if criteria are met.
- Right to Appeal: Against UWV decisions within six weeks to the administrative court.
Employer Obligations
- Reintegration Efforts: Minimum 104 weeks, with reporting to UWV, including local Leiden options.
- Compliance with the Mirror Principle: Unless in small businesses.
- Offer Alternative Work: Before submitting the application.
For a comparison between UWV procedures and dismissals through the Leiden District Court, consult Het Juridisch Loket Leiden for tailored advice.
Veelgestelde vragen
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Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.
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