A Dutch employment contract does not always end simply because one side says “I quit” or “you are fired.” The route depends on contract type, probation, reason for dismissal, notice rules and sometimes UWV or the court.
Probation (proeftijd)
During a valid probation period either side can normally end the employment immediately without the normal notice period or prior UWV/court dismissal test. If the other side asks, the reason must be given in writing. Not every contract may lawfully contain the same probation period, so check the statutory rules and cao rather than assuming a clause is valid.
If you resign from a permanent contract
The statutory employee notice period is normally one calendar month unless a valid different arrangement applies. A fixed-term contract normally ends automatically on its agreed end date; early termination generally requires an interim termination clause or another lawful route.
Employer notice periods
For a permanent contract the statutory employer notice period normally rises with service: one month under five years, two months from five to under ten, three months from ten to under fifteen, and four months at fifteen years or more. Contract and cao rules can affect the result.
Temporary contract: remember the aanzegtermijn
A fixed-term contract may end automatically without a normal notice period, but an employer can have a separate duty to tell the employee in time whether the contract will continue. Do not confuse this aanzegtermijn with an ordinary notice period.
Before signing a settlement agreement
A vaststellingsovereenkomst (settlement agreement) can end employment by mutual consent and can affect income and benefit rights. Do not treat it as routine paperwork. Check the wording, dates, compensation, unused leave and consequences for WW before signing; professional or union advice can be worthwhile.