Appealing an UWV dismissal permit in Eindhoven: what are your options

Your employer has applied for and been granted a dismissal permit for business economic reasons via the UWV. What now? It is not possible to formally object to the UWV itself, but that certainly does not mean you can do nothing. There are two crucial moments in the procedure when you, as an employee, can defend your position.

No objection from UWV, defence still possible

A common misconception is that you can immediately lodge an objection with the UWV once the dismissal permit has been granted. Unfortunately, that is not correct. Employees cannot object to the UWV's decision; Challenging the dismissal goes through the sub-district court. Nevertheless, there is a point earlier in the procedure when you get to have your say: the defence at the UWV.

Zodra jouw werkgever de ontslagaanvraag indient, stuurt het UWV jou een kopie van die aanvraag inclusief alle bijlagen. Vanaf dat moment heb je twee weken de tijd om schriftelijk te reageren via het bijgevoegde formulier. Dit noemen we 'in verweer gaan'. Het UWV weegt daarna alle argumenten van beide kanten af — een principe van hoor en wederhoor — voordat het een beslissing neemt.

Here's what you can argue in your defence with the UWV: * That you took all reasonable steps to find work. This includes applying for suitable jobs, attending interviews, and being generally available for employment. * That the job you refused was not suitable for you. This could be due to your qualifications, experience, health, or other personal circumstances. * That there was a misunderstanding or miscommunication. Sometimes, issues arise from misunderstandings about job requirements, availability, or communication protocols. * That your personal circumstances prevented you from meeting the requirements. This could include illness, caring responsibilities, or other valid reasons. * That the UWV made an error. Mistakes can happen, and you have the right to point out any inaccuracies in their assessment or decision.

A well-founded defence can make all the difference. Consider the following substantive grounds:

• Incorrect application of the mirroring principle: Your employer must demonstrate that the dismissal order within your age group and job category has been correctly determined. If the age distribution is incorrect, there is a weakness in the application.
• Insufficient substantiation of business economic necessity: The UWV assesses whether the employer has convincingly motivated why the job really needs to disappear and why the company situation requires it.
• Relocation not seriously investigated: The employer must demonstrate that there is no suitable alternative position available within the organisation, even after training.
• Non-dismissal prohibition applicable For example, if you are ill, pregnant, or active as a Works Council member, there may be a prohibition on termination that the UWV must take into account.
• The dismissal committee should have been empowered: If your collective bargaining agreement states that a dismissal committee reviews the application, then your employer should have been there and not at the UWV.

Dismissal permit granted after all, then to the sub-district court.

Heeft het UWV ondanks jouw verweer de ontslagvergunning verleend en heeft jouw werkgever vervolgens de arbeidsovereenkomst opgezegd? Dan opent er een tweede route: de kantonrechter. Let goed op de termijn. Je moet je verzoekschrift indienen binnen twee maanden na het einde van jouw arbeidsovereenkomst. Die vervaltermijn is hard — er is geen ruimte om die te 'stuiten' zoals bij een verjaringstermijn het geval kan zijn.

At the sub-district court, you can request reinstatement of the employment contract under Article 7:682 of the Dutch Civil Code. The court will assess this based on the same criteria as the UWV previously applied. If your request is granted, the sub-district court may order the employer to reinstate the employment and make provisions for the period of interruption. Instead of reinstatement, you can also ask the court for a reasonable compensation, in addition to the transition payment to which you are generally entitled anyway. If you disagree with the sub-district court's ruling, you can appeal to the court of appeal.

The condition of returning to service as extra protection

Did you know that a reinstatement rule still applies after your dismissal? If your employer hires someone for the same work within 26 weeks of granting the dismissal permit, you, as the former employee, have the right to be considered for that position first. If your employer acts in violation of this reinstatement condition, you can still take the matter to the sub-district court (kantonrechter). The time limit for this is two months after the point at which you could (reasonably) have discovered this, but in any case no later than eight months after the termination.

Practical tips if you are considering an objection

• Keep all written communication from your employer and the UWV carefully.
• Always respond to the dismissal request at UWV within two weeks, even if you have doubts about the content of your defence.
• Seek legal advice in good time: an employment lawyer can substantively assess your employer's application and determine where the weaknesses lie.
• Note the date on which your employment contract ends: the two-month time limit for the cantonal court runs from then.
• Also inquire whether you are entitled to a transition payment; in the case of an UWV dismissal, this is generally the case.
• Do you agree to a settlement agreement? If so, never sign it without having the content legally checked – see also our information on Reorganisation and redundancy in Eindhoven.

Hulp bij bezwaar tegen een ontslagvergunning van het UWV

A dismissal permit on commercial grounds may seem like a done deal, but that is far from always the case. Whether it’s an error in the selection process, an insufficiently substantiated commercial necessity, or a breach of the re-employment clause — there are more avenues to explore than you might think. As an employment lawyer in Eindhoven, I know the local labour market and can help you quickly and effectively assess which steps are most likely to succeed. Feel free to get in touch: together we’ll work out what your best move is.

Frequently asked questions

Can I object to the UWV if the dismissal permit has been granted?

No, there is no formal objection procedure with UWV for employees. What *is* possible is to lodge a defence with UWV earlier in the procedure – this must be done within two weeks of receiving a copy of the redundancy application. If permission has already been granted and you have been dismissed, then the sub-district court is your next step.

How long do I have to take legal action with the sub-district court after my dismissal via UWV?

You have two months from the end of your employment contract to submit a petition to the cantonal court. This period is a forfeiture period: if you miss it, your right to challenge the dismissal lapses. If you only wish to claim the transition payment, a period of three months applies.

What can the cantonal court do if I challenge my dismissal?

The sub-district court judge can, based on Article 7:682 of the Dutch Civil Code, order your employer to reinstate the employment contract. The judge can also grant an equitable compensation on top of the transition payment, for example, if your employer has acted in a seriously culpable manner. Reinstatement can even be imposed retrospectively.

What is the re-engagement condition and how does it protect me?

After your dismissal, your employer must not hire someone else for the same duties for the first 26 weeks without approaching you first. If your employer does so, you can, within two months of discovering this – but no later than eight months after the termination – go to the sub-district court to have the dismissal overturned or to claim a fair compensation.

Sterke gronden om verweer te voeren bij het UWV zijn onder andere: * Gebrek aan bewijs: Het UWV heeft onvoldoende bewijs om de beslissing te onderbouwen. * Verkeerde interpretatie van feiten: Het UWV heeft de feiten van de situatie verkeerd beoordeeld. * Onjuiste toepassing van wet- en regelgeving: Het UWV heeft de juiste wetten en regels niet correct toegepast. * Schending van formele regels: Het UWV heeft procedurele fouten gemaakt, bijvoorbeeld door de termijnen te overtreden of u niet de gelegenheid te geven voor hoor en wederhoor. * Nieuwe medische informatie: Er is nieuwe medische informatie beschikbaar die de eerdere beoordeling van het UWV tegenspreekt (bijvoorbeeld een recent advies van uw behandelend arts). * Betwisting van de deskundigheid: U kunt betwisten of de door het UWV ingeschakelde deskundige objectief en onpartijdig is geweest of dat de deskundige de juiste vragen heeft gesteld. * Tegenstrijdigheden in het UWV-besluit: Er zitten tegenstrijdigheden in de beslissing van het UWV zelf. * Niet-ontvankelijkheidsgronden: De aanvraag van het UWV of de beslissing had nooit genomen mogen worden om formele redenen (bijvoorbeeld omdat de aanvraag te laat is ingediend).

The most common strong defences are: incorrect application of the reflection principle, insufficient substantiation of business economic necessity, failure to seriously investigate redeployment opportunities, and ignoring an applicable dismissal prohibition (such as illness or pregnancy). An employment lawyer can test your employer's application on all these points.

We are happy to think along with you. For advice tailored to your situation, we would be glad to talk. No rights can be derived from the content of this page and it may contain inaccuracies.