--- title: Dismissal due to conduct and behaviour description: Learn how Dutch employment law distinguishes underperformance, unprofessional behaviour, culpable conduct and urgent cause, and how to respond to allegations. author: Edwin van Jaarsveld url: https://vaststellingsovereenkomst.org/en/dismissal-conduct-behaviour --- ![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/17/shutterstock_499576012-1-gespiegeld-177f0f5e.jpeg) ## Conduct and behaviour are not the same as technical job performance An employee may perform their core duties correctly from a technical perspective and still face criticism about communication, cooperation, initiative or compliance with reasonable working arrangements. The legal assessment depends on the precise allegation. An area for development requires a different approach from deliberate misconduct or conduct alleged to constitute an urgent cause. **Make the distinction**Is improvement possible, is culpable conduct alleged, or does the employer claim an immediate urgent cause? ![Discussion about conduct and behaviour at work](https://vaststellingsovereenkomst.org/templates/yootheme/cache/54/vaststellingsovereenkomst_2020-54089f4f.jpeg) ## Which legal route matches the allegation? The employer must specify the conduct at issue, the applicable standard and the dismissal ground relied upon. Vague descriptions such as “negative” or “unsuitable” are difficult to assess without concrete examples. ### Underperformance If the issue concerns skills or behaviour that form part of the job requirements, clear expectations, timely feedback and usually a genuine opportunity to improve are required. ### Unprofessional conduct or cooperation Where cooperation, communication or an inflexible attitude is concerned, the employer must explain specifically what needs to change and why this can reasonably be expected of the employee. ### Culpable conduct Deliberate non-compliance with rules or instructions may amount to culpable conduct. Its seriousness, previous warnings and the employee’s personal circumstances must be taken into account. ### Urgent cause Summary dismissal may be possible only where there is a sufficiently serious urgent cause. The employer must then act without delay and communicate the reason immediately. ![Discussing working arrangements and professional cooperation](https://vaststellingsovereenkomst.org/templates/yootheme/cache/11/photo-1607778914885-787b06728b07-11e29597.jpeg) ## What does the practical example show? In the original case, an employee performed his security duties correctly from a technical perspective, but after a change of manager a dispute arose about initiative, inspections, internet use and interaction with colleagues. The Court of Appeal considered not only individual tasks but also the professional conduct required by the role. Above all, the case shows that standards, feedback, guidance and the employee’s response must be assessed together. [Read about underperformance](https://vaststellingsovereenkomst.org/index.php?Itemid=2429) ## Respond in these four steps 1. **Ask for concrete examples**Which conduct, date, standard and impact are being alleged? 2. **Review the file**Can the expectations, feedback, warnings and support be demonstrated? 3. **Respond professionally**Correct factual inaccuracies and cooperate with reasonable improvement arrangements. 4. **Assess the dismissal route**Compare improvement, contesting the allegations and negotiating a settlement agreement. ### Ask for specific facts and a fair opportunity to improve Ask in writing for examples, dates and the standard against which your conduct is being assessed. Respond objectively to incorrect allegations and record your own explanation. Cooperate with reasonable arrangements or guidance, but have any improvement plan and dismissal proposal reviewed first. [Have the file reviewed](https://vaststellingsovereenkomst.org/index.php?Itemid=2455) [Help with negotiations](https://vaststellingsovereenkomst.org/index.php?Itemid=2435) ## More about dismissal and your rights See the overview of dismissal situations and the related pages on underperformance, a disrupted employment relationship and summary dismissal. [Dismissal grounds and situations](https://vaststellingsovereenkomst.org/index.php?Itemid=1912) [Disrupted employment relationship](https://vaststellingsovereenkomst.org/index.php?Itemid=2428) [Summary dismissal](https://vaststellingsovereenkomst.org/index.php?Itemid=2560) ![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/df/edwinportret-gigapixel-low_res-scale-4_00x-df0dd30f.jpeg) About the author ### Mr. Edwin van Jaarsveld Edwin van Jaarsveld has over 20 years of experience with dismissal cases and regularly publishes about them. **Edwin’s expertise can also be found on:** [![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/c9/linkedin-logo-c9bd4b88.png)](https://www.linkedin.com/in/edwin-van-jaarsveld-4746691b/?originalSubdomain=nl) [![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/85/paroo2l-85019151.png)](https://vaststellingsovereenkomst.org/images/bekend_van/artikelen/Stel_bij_ontslag_alles_ter_discussie__Het_Parool1.pdf) [![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/2e/ad-2eae40c9.jpeg)](https://vaststellingsovereenkomst.org/images/bekend_van/artikelen/Drugs_op_zak_maar_niet_gebruikt_Ontslag_op_staande_voet_is_wellicht_te_zwaar.pdf) [![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/75/brisk1-75fa8d97.jpeg)](https://vaststellingsovereenkomst.org/images/bekend_van/artikelen/BC_-_Tien_tips_voor_werkgevers_bij_ontslag_wegens_disfunctioneren.pdf) [![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/47/mtsprout-4785aa81.png)](https://vaststellingsovereenkomst.org/images/bekend_van/artikelen/Persbericht__Ontslag_op_staande_voet_een_weg_vol_risicos__MT_Sprout.pdf) ## Have you been criticised for your conduct or behaviour? Have it assessed which dismissal ground is actually being relied upon, whether the file is accurate and which response best protects your position. [Have your situation assessed](https://vaststellingsovereenkomst.org/index.php?Itemid=2455) [Contact us](https://vaststellingsovereenkomst.org/index.php?Itemid=2445)