{"id":1508,"date":"2025-06-20T18:30:58","date_gmt":"2025-06-20T18:30:58","guid":{"rendered":"https:\/\/www.ontslagrechtjuristen.nl\/?page_id=1508"},"modified":"2025-06-20T19:49:52","modified_gmt":"2025-06-20T19:49:52","slug":"nlw-directors-resignation-reversed","status":"publish","type":"page","link":"https:\/\/www.ontslagrechtjuristen.nl\/en\/nieuws\/ontslag-nlw-directeur-teruggedraaid\/","title":{"rendered":"NLW director's dismissal reversed"},"content":{"rendered":"<div id=\"cs-content\" class=\"cs-content\"><div class=\"x-section e1508-e1 m15w-0\"><div class=\"x-div x-container max width e1508-e2 m15w-2 m15w-3\"><div class=\"x-bg\"><div class=\"x-bg-layer-lower-img\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/06\/Ontwerp-zonder-titel-9.png\" alt=\"Image\" loading=\"lazy\"\/><\/div><div class=\"x-bg-layer-upper-color\" aria-hidden=\"true\"><\/div><\/div><div class=\"x-row e1508-e3 m15w-5 m15w-6 m15w-8\"><div class=\"x-row-inner\"><div class=\"x-col x-hide-sm x-hide-xs e1508-e4 m15w-a m15w-b m15w-c\"><\/div><div class=\"x-col e1508-e5 m15w-b m15w-d m15w-e\"><div class=\"x-text x-text-headline e1508-e6 m15w-g m15w-h m15w-i m15w-1 x-effect-exit\" data-x-effect=\"{&quot;scroll&quot;:true,&quot;offsetTop&quot;:&quot;0%&quot;,&quot;offsetBottom&quot;:&quot;0%&quot;,&quot;behaviorScroll&quot;:&quot;fire-once&quot;}\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h1 class=\"x-text-content-text-primary\">Dismissal of NLW director not justified<\/h1><\/div><\/div><\/div><div class=\"x-text x-text-headline e1508-e7 m15w-g m15w-i m15w-j m15w-1 x-effect-exit\" data-x-effect=\"{&quot;scroll&quot;:true,&quot;offsetTop&quot;:&quot;0%&quot;,&quot;offsetBottom&quot;:&quot;0%&quot;,&quot;behaviorScroll&quot;:&quot;fire-once&quot;}\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<p class=\"x-text-content-text-primary\">21 June 2025<\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-div x-container max width e1508-e8 m15w-2 m15w-4\"><div class=\"x-bg\" aria-hidden=\"true\"><div class=\"x-bg-layer-lower-image\" data-x-element-bg-layer=\"{&quot;parallaxSize&quot;:&quot;100%&quot;,&quot;parallaxDir&quot;:&quot;v&quot;,&quot;parallaxRev&quot;:false}\"><\/div><\/div><div class=\"x-text x-content e1508-e9 m15w-l banner-description\"><p><strong>The former director of social employment agency NLW was dismissed summarily last year after it emerged that he had used NLW funds to pay an invoice of \u20ac6,500 to a reputation management company. According to his successor, this was solely in Verkuylen's own interest and not that of the organisation. It is also alleged that Verkuylen had not been truthful about this to the new management.<\/strong><\/p><\/div><div class=\"x-text x-text-headline e1508-e10 m15w-i m15w-k\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Judge quashes dismissal over lack of speed<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e1508-e11 m15w-l banner-description\"><p>The sub-district court judge in Roermond overturned the dismissal on grounds of gross misconduct. According to the judge, the employer had waited too long to take this drastic measure. The law requires that dismissal on grounds of gross misconduct is given \u201cwithout delay\u201d \u2013 meaning immediately and without undue postponement \u2013 as soon as the urgent reason becomes known (Article 7:677(1) of the Dutch Civil Code).&nbsp;<\/p>\n<p>Employers may take some time for investigation, but must act with due diligence and not waste time. In this case there was too much dithering, meaning the dismissal was declared invalid.<\/p><\/div><div class=\"x-text x-text-headline e1508-e12 m15w-i m15w-k\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Urgent reason insufficiently substantiated<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e1508-e13 m15w-l banner-description\"><p>Furthermore, in the case of dismissal for gross misconduct, the employer must clearly and directly state the urgent reason. In this case, it could not be established that the director had actually acted with gross culpability. The judge therefore found the dismissal to be too severe and insufficiently substantiated as an *ultimum remedium*, the last resort in cases of serious misconduct.<\/p><\/div><div class=\"x-text x-text-headline e1508-e14 m15w-i m15w-k\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Consequences for NLW and the director<\/h2><\/div><\/div><\/div><div class=\"x-row e1508-e15 m15w-5 m15w-7 m15w-9\"><div class=\"x-row-inner\"><div class=\"x-col e1508-e16 m15w-b m15w-c m15w-e m15w-f\"><div class=\"x-text x-content e1508-e17 m15w-l banner-description\"><p>The NLW must reimburse the director \u20ac1,655 in legal costs and does not have to repay the invoice from the reputation management company. The ruling underscores that employers, in cases of dismissal for gross misconduct, must not only have an urgent reason but also act swiftly and carefully.<\/p><\/div><div class=\"x-text x-text-headline e1508-e18 m15w-i m15w-k\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Conclusion<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e1508-e19 m15w-l banner-description\"><p>Employers must act quickly and carefully when dismissing an employee summarily. Waiting too long can lead to the dismissal being declared invalid, as in this case at NLW. The reason for dismissal must also be sufficiently serious and must be communicated directly to the employee.<\/p><\/div><a class=\"x-anchor x-anchor-button e1508-e20 m15w-m get-started\" tabindex=\"0\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\"><strong>Facing redundancy yourself?<\/strong><\/span><\/div><\/div><\/a><\/div><\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Ontslag NLW directeur niet terecht 21 juni 2025De voormalige directeur van sociale werkvoorziening NLW werd vorig jaar op staande voet ontslagen nadat bleek dat hij op kosten van NLW een factuur van &euro;6.500 had laten betalen aan een reputatieherstelbedrijf. Volgens zijn opvolger was dit uitsluitend in het belang van Verkuylen zelf en niet van de organisatie. Ook zou Verkuylen hierover&hellip;<\/p>","protected":false},"author":1,"featured_media":0,"parent":1404,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-blank-1.php","meta":{"footnotes":""},"class_list":["post-1508","page","type-page","status-publish","hentry","no-post-thumbnail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ontslag NLW directeur teruggedraaid | Ontslagrechtjuristen.nl<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/news\/nlw-directors-resignation-reversed\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ontslag NLW directeur teruggedraaid | Ontslagrechtjuristen.nl\" \/>\n<meta property=\"og:description\" content=\"Ontslag NLW directeur niet terecht 21 juni 2025De voormalige directeur van sociale werkvoorziening NLW werd vorig jaar op staande voet ontslagen nadat bleek dat hij op kosten van NLW een factuur van &euro;6.500 had laten betalen aan een reputatieherstelbedrijf. 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