The 30 Day Notice Of Termination is a crucial document in Dutch employment law, used when an employer or employee wishes to end an employment relationship with the statutory minimum notice period. This document is essential for ensuring compliance with Dutch labor regulations, particularly the Dutch Civil Code and the Work and Security Act. It must be used when terminating employment contracts where a 30-day notice period applies, typically in cases of regular employment termination where longer notice periods haven't been agreed upon. The notice should include specific details about the termination date, final settlement arrangements, and any statutory payments due. It's particularly important to note that Dutch law has strict requirements regarding the grounds for termination, notice periods, and transition payments, all of which must be properly addressed in this document.
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1. Sender Details: Full company name, address, and contact information of the employer
2. Recipient Details: Full name, address, and if applicable, employee ID of the employee
3. Date: Date of the termination notice
4. Subject Line: Clear indication that this is a notice of termination
5. Employment Contract Reference: Reference to the original employment contract including its date and employee's position
6. Termination Statement: Clear statement of the intention to terminate the employment contract
7. Notice Period and Final Date: Specification of the 30-day notice period and the final employment date
8. Handover Requirements: Instructions regarding the handover of work, company property, and ongoing projects
9. Final Settlement: Information about the final salary payment and any outstanding benefits
10. Signature Block: Company representative's name, title, and signature
1. Reason for Termination: Include when the termination is based on specific grounds permitted under Dutch law
2. Transition Payment Details: Required when the employee is eligible for the statutory transition payment
3. Garden Leave: Include if the employee will be placed on garden leave during the notice period
4. Non-Competition Reminder: Include if there are post-employment restrictions in the original contract
5. Works Council Reference: Required if works council advice was obtained for the termination
6. Collective Dismissal Information: Required if the termination is part of a collective dismissal
7. Outplacement Support: Include if the company is offering outplacement services
1. Calculation of Final Payment: Detailed breakdown of final salary, holiday pay, and any other payments
2. Transition Payment Calculation: Detailed calculation of the statutory transition payment if applicable
3. Handover Checklist: List of items and tasks to be completed before the final day
4. Company Property List: Inventory of company items to be returned
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