{"id":30398,"date":"2022-04-20T15:17:09","date_gmt":"2022-04-20T15:17:09","guid":{"rendered":"https:\/\/thelegalcompany.nl\/?p=30398"},"modified":"2026-09-02T16:55:47","modified_gmt":"2026-09-02T16:55:47","slug":"use-of-a-resolutive-condition-in-the-employment-contract-punished-by-the-subdistrict-court","status":"publish","type":"post","link":"https:\/\/thelegalcompany.nl\/en\/use-of-a-resolutive-condition-in-the-employment-contract-punished-by-the-subdistrict-court\/","title":{"rendered":"Use of a resolutive condition in the employment contract punished by the subdistrict court!"},"content":{"rendered":"

In the recent court case of 24 February 2022, the subdistrict court ruled that the withdrawal of the Schiphol pass following criminal prosecution of a Menzies employee is not a legally valid resolutive condition. The employment contract stated: 4. The Employee receives the Schiphol pass. This agreement automatically ends with immediate effect if and as soon as the Employee is no longer issued a Schiphol pass, necessary for carrying out his work, by the competent authority, or the Schiphol pass is withdrawn or confiscated.<\/em><\/p>\n

Dissolution only possible once criminal guilt has been proven.
\n<\/strong>In this case, the triggering of the resolutive condition rests on the criminal suspicion as a result of which the employee’s Schiphol pass was withdrawn. The mere fact that the employee is suspected of a criminal offence, however \u2014 because of the presumption of innocence<\/strong> that applies in the Netherlands, and given the employee’s explicit denial of any involvement in drug smuggling \u2014 constitutes insufficient justification for terminating the employment relationship. The same applies to the withdrawal of the Schiphol pass as a result of the suspicion raised against the employee. The subdistrict court therefore holds that the use of the resolutive condition in this case is contrary to the Dutch dismissal system. Also weighing into this is that it cannot be ruled out that, in due course, once the criminal investigation has concluded, the employment contract could (again) be given substance.<\/p>\n

Note, however: no right to continued wage payment, and no reinstatement to do other work either!
\n<\/strong>Naturally, you do not then need to continue paying wages, since the withdrawal of the pass is not for the account and risk of the employer. The requested reinstatement in the agreed work was therefore also rejected. After all, it was established that the employee could not perform his role without a valid Schiphol pass.<\/p>\n

Dissolution is possible if convicted.
\n<\/strong>If the employee is ultimately convicted, meaning the Schiphol pass can no longer be issued either, dissolution is of course justified and legitimate. All the more reason to keep such a resolutive condition, but to handle its use wisely. Consult a lawyer as soon as you wish to make use of a resolutive condition in your employment contract.<\/p>\n

Both drafting it and applying it in a given case is specialist work. Our employment-law lawyers specialise in this and can help you well with it. Contact us directly by emailing info@thelegalcompany.nl<\/a>, calling 020-3450152<\/strong>, or filling in our contact form<\/a>. We will then call or email you back within 24 hours.<\/p>\n

Would you like to stay informed about this topic and all other relevant developments for businesses regarding employment law, contract law, corporate law and privacy law, and receive legal tips & tricks from our corporate lawyers? Sign up <\/em>here<\/em><\/a> for The Legal Alert!<\/em><\/p>\n

Nothing is as changeable as legislation and regulations. Please note that our blogs may no longer reflect current legislation and regulations and may therefore be outdated. If you have questions or a problem relating to this blog, or wish to obtain legal assistance, please contact us.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

In the recent court case of 24 February 2022, the subdistrict court ruled that the withdrawal of the Schiphol pass following criminal prosecution of a Menzies employee is not a legally valid resolutive condition. The employment contract stated: 4. The Employee receives the Schiphol pass. This agreement automatically ends with immediate effect if and as […]<\/p>\n","protected":false},"author":2,"featured_media":21507,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","iawp_total_views":0,"footnotes":"","_et_pb_custom_css":""},"categories":[27],"tags":[],"class_list":["post-30398","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeidsrecht"],"acf":[],"_et_pb_custom_css":"","yoast_head":"\nUse of a resolutive condition in the employment contract punished by the subdistrict court! - The Legal Company<\/title>\n<meta name=\"description\" content=\"In de recente rechtszaak van 24 februari 2022 oordeelt de kantonrechter dat de intrekking van de Schipholpas wegens een strafrechtelijke vervolging van Menzies werknemer, geen rechtsgeldig ontbindende voorwaarde is.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thelegalcompany.nl\/en\/use-of-a-resolutive-condition-in-the-employment-contract-punished-by-the-subdistrict-court\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Use of a resolutive condition in the employment contract punished by the subdistrict court! 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