{"id":7391,"date":"2026-10-25T19:50:24","date_gmt":"2026-10-25T16:50:24","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/appealing-a-dismissal-is-it-worth-it\/"},"modified":"2026-10-25T20:03:46","modified_gmt":"2026-10-25T17:03:46","slug":"appealing-a-dismissal-is-it-worth-it","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/appealing-a-dismissal-is-it-worth-it\/","title":{"rendered":"Appealing a Dismissal: Is It Worth It?"},"content":{"rendered":"\n<p class=\"has-text-color has-small-font-size wp-block-paragraph\" style=\"color:#8a8a8a\">Last updated: October 2026<\/p>\n\n<style>.kader { background: #1E293B; color: #fff; border-radius: 12px; padding: 24px 28px; margin: 28px 0; }\n.kader .cijfer { font-size: 40px; font-weight: 700; color: #F59E0B; }\n.kader p { color: #e2e8f0 !important; margin: 6px 0 0; font-size: 15px; }\n.chart-container { background: #fff; border-radius: 12px; padding: 28px; margin: 28px 0; box-shadow: 0 1px 3px rgba(30,41,59,0.12); }\n.chart-title { font-size: 20px; font-weight: 700; margin-bottom: 2px; color: #1E293B; }\n.chart-subtitle { font-size: 13px; color: #888; margin-bottom: 16px; }\n.chart-wrap { position: relative; width: 100%; }\n.chart-wrap .watermark { position: absolute; top: 50%; left: 50%; transform: translate(-50%, -50%); font-size: 26px; font-weight: 700; color: rgba(245,158,11,0.10); pointer-events: none; white-space: nowrap; letter-spacing: 2px; z-index: 1; }\n.chart-container .source { font-size: 11px; color: #aaa; margin-top: 12px; }\n.auteur { background: #1E293B; color: #fff; border-radius: 12px; padding: 28px; margin-top: 44px; }\n.auteur h2 { color: #F59E0B; margin-top: 0; }\n.auteur p { color: #e2e8f0 !important; font-size: 15px; }\n.auteur a { color: #F59E0B; }\n.verantwoording { background: #f6f3ec; border-radius: 12px; padding: 28px; margin-top: 28px; font-size: 14px; color: #555; }\n.verantwoording h2 { margin-top: 0; font-size: 20px; }\n<\/style>\n\n<p>The subdistrict court has ruled. Is it worth pursuing the case further? Both the employer whose request for termination was denied and the employee whose employment contract was terminated are asking this same question. We analyzed 1,050 published final decisions by the courts of appeals in termination cases (July 2015 through July 2026) and broke down the results by the objective of the proceedings: termination retroactive to a later date, reinstatement of the employment contract, or another financial outcome.<\/p>\n<div class=\"kader\">\n<span class=\"cijfer\">48% versus 26%<\/span>\n<p>An employer who appeals after a request for termination has been denied succeeds in terminating the employment contract in 48% of cases. An employee who challenges a granted termination receives a different termination ruling in 26% of cases. And when an employee prevails, they more often end up with severance pay than with their job.<\/p>\n<\/div>\n\n<h2>What are the benefits of filing an appeal?<\/h2>\n<p>We are examining the 563 cases in which an employer\u2019s request (Art. 7:671b of the Dutch Civil Code) was central and the termination itself is still under review on appeal. These cases fall into two categories.<\/p>\n<p>Option 1: The subdistrict court denied the request to terminate the employment contract (185 cases). The court of appeals subsequently ruled to terminate the employment contract in 88 cases (48%); in 84 cases, the denial was upheld (45%). Among these cases, termination was ultimately ordered about as often as the rejection was upheld.<\/p>\n<p>Scenario Two: The subdistrict court ordered the termination, and the employee is challenging it (376 cases). The court of appeals ruled in 97 cases that the termination was unjustified (26%); in 262 cases, the decision was upheld (70%). Reversing a termination is therefore considerably more difficult than securing one in the first place.<\/p>\n<p>The remaining cases in both tracks have mixed outcomes or outcomes that cannot be clearly classified. These cases remain included in the total count but are not classified as confirmed successes or confirmed failures.<\/p>\n<div class=\"chart-container\">\n<div class=\"chart-title\">What the court decides, by initial situation<\/div>\n<div class=\"chart-subtitle\">Proportion of cases reviewed: termination retroactively in 48% of cases following a dismissal, corrected dismissal ruling in 26% of cases following an award<\/div>\n<div class=\"chart-wrap\" style=\"height:240px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartUitkomsten\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. Final decisions by courts of appeals on an employer\u2019s motion in which the termination is in dispute. Dismissed at first instance: n=185 (dismissal upheld 84, termination granted retroactively 88, other or unclear 13). Granting in first instance: n=376 (termination upheld 262, dismissal ruling corrected 97, other 17, including 15 cases with a modified termination date or basis in which the termination remains in effect).<\/div>\n<\/div>\n\n<h2>What happens if the appeal is successful?<\/h2>\n<p>The legal framework set forth in Article 7:683 of the Dutch Civil Code specifies the consequences of a successful appeal, which therefore vary depending on the type of appeal. If the court of appeals finds that the subdistrict court judge wrongfully rejected the request for termination, it will itself determine the date on which the employment contract will ultimately terminate (paragraph 5). If the court of appeals finds that the subdistrict court wrongly terminated the employment contract, that termination is not automatically reversed: the court of appeals may order the reinstatement of the employment contract or award the employee fair compensation (paragraph 3). Reinstatement may be ordered with retroactive effect; this occurred in 32 cases.<\/p>\n<p>Furthermore, the points of review vary depending on the question. The court of appeals assesses whether the subdistrict court judge was correct in dissolving the contract based on the facts as they existed at that time (ex tunc). As to whether the employment relationship must still be terminated following a rejection, and the choice between reinstatement and compensation, the court of appeals generally assesses the situation as of the time of its own decision (ex nunc). By that time, more than half a year\u2014or even longer\u2014has often passed since the first instance, and that lapse of time can work against reinstatement.<\/p>\n<p>This study cannot determine whether this pattern fully explains the difference between 48% and 26%. After all, which cases are brought to the appellate court is a decision made by the parties themselves, and that selection may vary depending on the legal route taken. The figures describe the outcomes, not the cause.<\/p>\n\n<h2>When does reinstatement under the employment contract take place?<\/h2>\n<p>An employee who wants to return to their job after termination files a motion for reinstatement with the court of appeals. This occurred in 321 of the 376 cases in route two; the motion was granted in 40 cases (12%), 32 of which were granted retroactively. There is a clear reason for this low rate: of the 281 requests for reinstatement that were denied, 81% were rejected at the preliminary stage because the court upheld the termination.<\/p>\n<p>Those who do win that preliminary hearing have a serious chance of being reinstated. Of the 97 cases involving a revised dismissal ruling, reinstatement was requested in 79; it was granted in 40 of those, well over half. On balance, of those 97 employees, 40 received reinstatement and 57 received fair compensation in lieu of reinstatement, with a median of \u20ac24,500 in the latter group.<\/p>\n<div class=\"chart-container\">\n<div class=\"chart-title\">Reinstatement of the Employment Contract: From Request to Grant<\/div>\n<div class=\"chart-subtitle\">Cases in which an employee challenges an employer\u2019s termination that has been upheld; each bar falls within the bar above it<\/div>\n<div class=\"chart-wrap\" style=\"height:220px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartHerstel\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. Reinstatement was requested in 321 of 376 cases; granted in 40 of those (12%); in 32 of those 40, the reinstatement was retroactive.<\/div>\n<\/div>\n<div class=\"chart-container\">\n<div class=\"chart-title\">What does an employee receive if the court rules in their favor?<\/div>\n<div class=\"chart-subtitle\">The 97 cases in which the court of appeals ruled that the termination was unjustified<\/div>\n<div class=\"chart-wrap\" style=\"height:200px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartRemedie\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. Compensation instead of reinstatement: median of \u20ac24,500 (n=54 with known amounts).<\/div>\n<\/div>\n\n<h2>If it&#8217;s just a matter of settlement<\/h2>\n<p>Then there\u2019s the largest overlooked category. In 425 of the 1,050 final decisions\u2014four out of ten\u2014the termination itself is no longer in dispute, and the appeal centers on the settlement, which is almost always financial: fair compensation, a transition payment, or some other amount. When people hear \u201cappeal in a dismissal case,\u201d they think of a fight to keep their job, but in most cases, it\u2019s actually about money.<\/p>\n<p>In that route as well, the contested decision is usually upheld: in 315 cases (74%). In 60 cases (14%), a change in compensation was recorded. When the court sets an amount in such cases, the median is \u20ac22,500.<\/p>\n<p>  Taking all final decisions together, the court awarded fair compensation in 290 cases, with a median of \u20ac30,000. That is double the median we previously found across all courts and (also) including other types of equitable compensation in our <a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\">study on equitable compensation<\/a>.<\/p>\n\n<h2>What does this mean for your business?<\/h2>\n<p>Back to the deciding question, for each procedural objective. For employers whose requests have been denied, published case law points to a realistic path forward: in nearly half of the cases, the court of appeals ultimately decides the outcome.  <\/p>\n<p>For an employee who wants his job back, the situation is twofold. The first hurdle (unjustified termination) is high: in only a quarter of cases does the court overturn the termination ruling. However, those who manage to clear that first hurdle and have requested reinstatement are granted it in well over half of the cases. At the same time, keep in mind that even then, the outcome may be a settlement rather than reinstatement.<\/p>\n<p>For the party contesting only the settlement, a change in the compensation amount occurs in one out of every seven cases. In all proceedings, time is a factor: from the filing of the appeal to the court\u2019s decision, there is a median of 179 days\u2014nearly half a year on top of the first-instance proceedings. And a historical success rate does not equate to an individual\u2019s chances of success in litigation: these figures help to inform a reasoned discussion about what pursuing the case further can realistically achieve\u2014no more and no less.<\/p>\n\n<div class=\"auteur\">\n<h2>About the Author<\/h2>\n<p>Stijn Blom is an employment law attorney and the founder of <a href=\"https:\/\/arbeidsadvocaat.nl\/over-ons\/\">Arbeidsadvocaat.nl<\/a>. He represents employers and employees in termination proceedings, both at the trial court level and on appeal. Are you unsure about appealing a termination order? <a href=\"https:\/\/arbeidsadvocaat.nl\/en\/contact\/\">Schedule a no-obligation consultation<\/a><\/p>\n<\/div>\n<div class=\"verantwoording\">\n<h2>Research Accountability<\/h2>\n<p>This study is based on 1,050 published final decisions by courts of appeals pursuant to Article 7:683 of the Dutch Civil Code, collected via rechtspraak.nl over the period from July 3, 2015, through July 29, 2026 (as of September 20, 2026); interim rulings were excluded from the outcome analyses. The two main categories consist of the 563 cases involving an initial employer\u2019s petition (7:671b) in which the termination itself is at issue on appeal; cases with a mixed outcome or one that cannot be unambiguously coded are included in the denominator but not counted as a success or failure. When calculated based solely on cases with unambiguous decisions, the core percentages are 51% and 27%. Compensation adjustments were measured based on the decision in each individual case; amounts from the first instance and the appeal are not linked, so the financial change per case cannot be calculated, and the direction of any change in compensation is not recorded. Data extraction and structuring were performed using AI (Anthropic Claude, batch processing), followed by checks, data cleansing, and random manual validation. 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Is it worth pursuing the case further? Both the employer whose request for termination was denied and the employee whose employment contract was terminated are asking this same question. We analyzed 1,050 published final decisions by the courts of appeals in termination cases (July 2015 through [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":7392,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"categories":[5],"tags":[],"class_list":["post-7391","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-niet-gecategoriseerd"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7391","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=7391"}],"version-history":[{"count":3,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7391\/revisions"}],"predecessor-version":[{"id":7398,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7391\/revisions\/7398"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media\/7392"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=7391"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/categories?post=7391"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/tags?post=7391"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}