{"id":6871,"date":"2024-10-02T13:14:34","date_gmt":"2024-10-02T10:14:34","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/definitie\/g-ground\/"},"modified":"2026-08-18T16:15:30","modified_gmt":"2026-08-18T13:15:30","slug":"g-ground","status":"publish","type":"definitie","link":"https:\/\/arbeidsadvocaat.nl\/en\/definitie\/g-ground\/","title":{"rendered":"g-ground"},"content":{"rendered":"\n

What is the “g-ground”?<\/h2>\n

The \u201cg\u201d ground (Article 7:669(3)(g) of the Dutch Civil Code<\/a>) is the ground for termination under which the employer may petition the subdistrict court to terminate the employment contract. Grounds \u201cg\u201d apply when the employment relationship has been disrupted to such an extent that the employer cannot reasonably be expected to continue the employment. The employer must also demonstrate that attempts have been made to restore the employment relationship, often in the form of discussions or mediation. Furthermore, it must be determined whether the employee can be reassigned. The disruption must also be of a lasting nature; thus, a single (short-term) conflict at work about which little or no discussion has taken place is generally not sufficient to constitute a seriously (and lasting) disrupted employment relationship. Under the \u201cg\u201d ground, the burden of proof lies almost entirely with the employer. If the employer cannot sufficiently demonstrate that there is a seriously and persistently disrupted employment relationship, or if the employer has not taken sufficient steps to restore the employment relationship (or have it restored), the employee may ask the subdistrict court to award fair compensation. This may be the case, for example, if the employer applies the so-called \u201cAsscher loophole,\u201d meaning that the employer deliberately deteriorates the employment relationship in order to terminate the employment contract on the grounds of a disrupted employment relationship. <\/p>\n\n

\n

HAVE YOU RECEIVED THE SETTLEMENT AGREEMENT?<\/strong><\/p>\n\n\n\n

Don’t sign until your VSO has been verified<\/strong><\/p>\n\n\n\n

Our employment law attorneys will review your settlement agreement based on 35 criteria and negotiate for a better deal if possible. In 95% of cases, your employer will pay the legal fees.<\/strong> You’ll hear from us within 24 hours.<\/p>\n\n\n\n

\n
Get your VSO checked<\/a><\/div>\n<\/div>\n\n\n\n

Want to contact us directly? Call 085 060 6499<\/a>, and we’ll get started today. <\/p>\n<\/div>\n","protected":false},"featured_media":0,"template":"","class_list":["post-6871","definitie","type-definitie","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/definitie\/6871","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/definitie"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/definitie"}],"version-history":[{"count":2,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/definitie\/6871\/revisions"}],"predecessor-version":[{"id":7250,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/definitie\/6871\/revisions\/7250"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=6871"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}