In Rotterdam, the bustling port city where thousands of employees are active in logistics, the maritime sector, and port companies, the probationary period exempts parties from the statutory notice period (Article 7:672 DCC). This differs significantly from the situation after the probationary period, where employers must give at least 1 month's notice. Transitional compensation in Rotterdam companies is indirectly affected: dismissal during the probationary period occurs immediately without compensation, but after the probationary period, both rules apply strictly.
Exception at the Rotterdam district court: if the probationary period proves invalid – often due to unequal contract terms in collective labor agreements of the Rotterdam port – the employer must dismiss via the UWV or district court, including transitional compensation. Local practice: summary dismissal during the probationary period for urgent cause (e.g., theft in a terminal) has no notice periods, but is rare and requires proof. Employees can claim damages at the Rotterdam court for too short a notice period, supported by unions such as FNV Havens.
Comparison specific to Rotterdam: probationary period maximum 2 months, notice period scales with seniority in sectors such as transshipment and shipbuilding. The Work and Security Act has harmonized this, with extra attention to flexible contracts in the Maasstad. Tip: negotiate shorter notice in your employment contract, especially for seasonal work in the port. Consult a Rotterdam employment lawyer for collective labor agreement-specific risks. (248 words)