{"id":5917,"date":"2025-04-15T11:13:30","date_gmt":"2025-04-15T08:13:30","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/severance-pay-if-a-temporary-contract-is-not-renewed\/"},"modified":"2026-08-16T15:45:14","modified_gmt":"2026-08-16T12:45:14","slug":"severance-pay-if-a-temporary-contract-is-not-renewed","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/severance-pay-if-a-temporary-contract-is-not-renewed\/","title":{"rendered":"Severance Pay If a Temporary Contract Is Not Renewed?"},"content":{"rendered":"\n

Introduction<\/strong><\/h4>\n\n

When a temporary contract is not renewed, this does not automatically mean the end of the employment law dispute. In some cases, it may still constitute a termination, entitling the employee to severance pay, especially if the non-renewal results from serious culpable conduct on the part of the employer. A recent ruling underscores<\/a> how important it is for employers to handle reports of inappropriate behavior with care. <\/p>\n\n

What happened in this case?<\/strong><\/h4>\n\n

The case involved an employee of a playground organization. She reported that she had received sexually suggestive WhatsApp messages from a board member, including an explicit image. After making this report, she called in sick. The organization\u2019s response was anything but professional. In an email, another board member declared her sick leave invalid and suggested that her absence would disrupt the children\u2019s spring break. <\/p>\n\n

Furthermore, the board member\u2019s behavior was downplayed and described as an \u201cawkward attempt at flirting.\u201d This response showed little understanding of the seriousness of the situation and reinforced the employee\u2019s sense of insecurity. <\/p>\n\n

Right to Severance Pay<\/strong><\/h4>\n\n

Although the employee had a temporary contract<\/a>, and this contract was not renewed, the judge ruled that this nevertheless constituted a form of termination that required compensation. The court characterized the board\u2019s actions as seriously culpable.<\/a> Consequently, it awarded the employee fair compensation of nearly \u20ac10,000, equivalent to six months\u2019 salary. This amount was significantly higher than a standard transition payment. <\/p>\n\n

The judge\u2019s decision underscores that even in the case of temporary employment contracts, an employee may be entitled to severance pay, provided the circumstances warrant it.<\/p>\n\n

What does this mean for employers and employees?<\/strong><\/h4>\n\n

Employers are responsible for ensuring a safe work environment. This means that signs of sexually inappropriate behavior must be taken seriously and addressed appropriately. In this case, the employer failed to do so and even chose to obstruct the process and downplay the issue. This led to a legal ruling in which the decision not to renew the contract was deemed unlawful. <\/p>\n\n

For employees, this means they are not powerless when a temporary contract ends if the employer has engaged in unlawful or intimidating behavior. The court may intervene and award additional compensation if the employer has acted in a manner for which it is at fault. <\/p>\n\n

Conclusion<\/strong><\/h4>\n\n

The termination of a temporary contract does not preclude severance pay. Especially when the decision not to renew the contract is related to inappropriate conduct and the employer has not acted with due care, fair compensation may be awarded. Employers would be wise to always take reports of inappropriate behavior seriously and take appropriate measures. Failure to do so can prove costly. <\/p>\n\n

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@arbeidsadvocaat.nl<\/a>

Tijdelijk contract niet verlengd? Je kan recht hebben op een billijke vergoeding bij ernstig verwijtbaar handelen van je werkgever. #arbeidsadvocaat<\/a> #advocaat<\/a> #arbeidsrecht<\/a> #ontslag<\/a> #rechten<\/a> <\/p> \u266c origineel geluid – Stijn Blom<\/a> <\/section> <\/blockquote>