In Westland, the heart of Dutch horticulture, the probationary period exempts parties from the statutory notice period (Article 7:672 DCC), unlike after the probationary period where employers such as greenhouse companies must give at least 1 month's notice. This plays indirectly in transitional compensation in the Westland region: dismissal during the probationary period is immediate without compensation, but after the probationary period both rules apply strictly, especially for seasonal workers.
Exception in Westland: in the case of a null and void probationary period, often due to incorrect contracts in the horticulture sector, the employer must dismiss via the UWV or the subdistrict court in The Hague, with transitional compensation. Practical example: summary dismissal during the probationary period for urgent cause (such as theft in a greenhouse) has no notice periods, but is rare. Employees from Westland can claim damages for too short a notice period, supported by local trade unions such as FNV.
Comparison for Westland employers: probationary period maximum 2 months, notice period scales with seniority in a sector with many flexible contracts. The Work and Security Act harmonised this nationally, but local collective labour agreements in horticulture offer nuances. Tip: negotiate in Westland for a shorter notice period in a settlement agreement, taking into account the tight labour market. (218 words)