---
title: Dismissal after threats or violence
description: Learn when threats or violence at work may justify summary dismissal under Dutch law and why evidence, context and proportionality remain decisive.
author: Edwin van Jaarsveld
url: https://vaststellingsovereenkomst.org/en/dismissal-threats-violence
---

![](https://vaststellingsovereenkomst.org/templates/yootheme/cache/17/shutterstock_499576012-1-gespiegeld-177f0f5e.jpeg)

## Ensure safety first and record the facts

End any unsafe situation, involve internal support or the police where necessary, and ensure that those involved are interviewed separately. Preserve CCTV footage, messages, medical information and witness statements.

An employer may investigate and, subject to the applicable conditions, temporarily release or suspend an employee during that investigation. Do not reach a final conclusion until the relevant facts and statements have been assessed.

[Contact us](https://vaststellingsovereenkomst.org/index.php?Itemid=2445)

**1**restore safety and gather the facts independently

**2**assess seriousness, context, evidence and proportionality

![Assessing facts and statements after an incident at work](https://vaststellingsovereenkomst.org/templates/yootheme/cache/d0/photo-1585829365295-ab7cd400c167-d0cab480.jpeg)

## Do threats or violence always lead to dismissal?

Physical violence and serious threats may constitute an urgent cause for summary dismissal. This is not automatic, however.

The court considers, among other things, the nature and seriousness of the conduct, its context, the evidence, previous warnings, the employee’s role, the duration and course of employment, personal circumstances and the consequences of dismissal. The dismissal must also be given without delay and the reason communicated immediately.

[Read about summary dismissal](https://vaststellingsovereenkomst.org/index.php?Itemid=2560)

## What happened in the case?

In case ECLI:NL:RBMNE:2019:2263, a mechanic was summarily dismissed following an incident with a colleague. After a long-running dispute about the temperature in the workshop, the employee had pulled at clothing and verbally confronted colleagues.

The conduct was proven, but the court also considered the limited seriousness of the physical contact, the context of the conflict, the employee’s long service and his previously good performance.

### Why was the summary dismissal overturned?

In these specific circumstances, the court considered the conduct as a whole insufficiently serious to justify the most severe dismissal measure. The dismissal was therefore overturned and compensation was awarded.

The judgment does not mean that threats or violence are ordinarily tolerated. It shows that the evidence, context and proportionality must always be assessed individually.

[Have the case assessed](https://vaststellingsovereenkomst.org/index.php?Itemid=2455)

## More about dismissal and your rights

See the overview of dismissal situations and the related pages on summary dismissal and dismissal due to conduct and behaviour.

[Dismissal grounds and situations](https://vaststellingsovereenkomst.org/index.php?Itemid=1912)

[Summary dismissal](https://vaststellingsovereenkomst.org/index.php?Itemid=2560)

[Dismissal due to conduct and behaviour](https://vaststellingsovereenkomst.org/index.php?Itemid=2769)

![](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)

## Involved in threats or violence at work?

Have the facts, statements, chosen measure and any proposed settlement agreement assessed immediately from a legal perspective.

[Contact us immediately](https://vaststellingsovereenkomst.org/index.php?Itemid=2445)

[Have your situation assessed](https://vaststellingsovereenkomst.org/index.php?Itemid=2455)