(For English, see below) Met de komst van de Wet werk en Zekerheid (Wwz) is de bewegingsruimte voor de kantonrechter tot het leveren van maatwerk aanzienlijk ingeperkt. In deze bijdrage wordt besproken of deze formalisering van het ontslagrecht consequenties heeft voor de pro forma-ontbindingspraktijk. Daarbij wordt tevens bezien hoe kantonrechters sinds 1 juli 2015 omgaan (en om zouden moeten gaan) met pro forma-ontbindingsverzoeken en hoe partijen hier rekening mee moeten houden.

Since 1 July 2015 courts may only dissolve an employment contract if the employer presents – and carefully documents – one of the exhaustively listed so-called ‘reasonable grounds’. In case employer and employee mutually agree upon termination of the contract but wish to have this formalized by a Court decision (in order to avoid employee culpability); courts would before 1 July 2015 co-operate regardless of the grounds presented. In this article (in Dutch) published in the Journal of Dutch Employment Law, the authors describe how parties should now best submit their request to Court in order to get the court decision they are looking for.

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