The Immediate Termination Letter To Employee is a critical document used in Dutch employment law when an employer needs to terminate an employment contract immediately due to serious misconduct or other urgent causes. This document must be drafted and delivered without delay once the urgent cause becomes known, as timing is crucial for legal validity under Dutch law. The letter must explicitly state the grounds for immediate dismissal, reference relevant legal provisions (particularly Article 7:677 and 7:678 of the Dutch Civil Code), and clearly communicate the immediate termination of the employment relationship. It is used in situations involving serious misconduct such as theft, fraud, violence, serious insubordination, or other actions that make immediate continuation of the employment relationship impossible. The document serves as both a formal notification and a legal record, potentially crucial in subsequent legal proceedings.
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1. Date and Address Block: Current date and full contact details of both employer and employee
2. Subject Line: Clear indication that this is an immediate termination notice
3. Formal Notification: Direct statement of immediate termination of employment
4. Employment Details: Brief recap of employment relationship including start date and position
5. Grounds for Termination: Detailed description of the urgent cause(s) leading to immediate termination
6. Legal Basis: Reference to relevant articles of Dutch Civil Code and any applicable internal policies
7. Immediate Effect: Clear statement that employment ends with immediate effect and specific date/time
8. Company Property: Instructions regarding return of company property and access credentials
9. Final Settlement: Information about final salary payment and outstanding leave
10. Signature Block: Company representative's name, title, and signature
1. Non-Compete Reminder: Include when employment contract contains post-employment restrictions that remain valid
2. Confidentiality Obligations: Include when emphasizing ongoing confidentiality duties is necessary
3. Pending Projects/Handover: Include when immediate handover of critical work is necessary
4. Previous Warnings: Include when termination follows previous documented warnings
5. Benefits Termination: Include when specific benefits need to be addressed separately
6. Legal Representation: Include when employee has already engaged legal representation
7. Works Council: Include when works council has been involved or needs to be informed
1. Evidence Documentation: Copies of relevant evidence supporting the urgent cause for dismissal
2. Previous Warnings: Copies of any previous written warnings or disciplinary actions
3. Incident Reports: Any formal incident reports related to the cause for termination
4. Company Property List: Detailed list of company property to be returned
5. Final Settlement Calculation: Breakdown of final payment including salary, leave, and any other entitlements
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