{"id":27351,"date":"2022-02-21T11:50:57","date_gmt":"2022-02-21T10:50:57","guid":{"rendered":"https:\/\/ru.law\/?p=27351"},"modified":"2024-11-11T08:29:11","modified_gmt":"2024-11-11T07:29:11","slug":"kuendigungsfristen-was-ist-zu-beachten","status":"publish","type":"post","link":"https:\/\/ru.law\/nl\/kuendigungsfristen-was-ist-zu-beachten\/","title":{"rendered":"Opzegtermijnen \u2013 waar moet je rekening mee houden?"},"content":{"rendered":"<p>De <a href=\"https:\/\/ru.law\/nl\/arbeitsrecht-kuendigungsschutz\/#frist\">opzegtermijnen <\/a>in het arbeidsrecht zijn in de <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__622.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7\u00a7 622 e.v. BGB<\/a> vastgelegd in de wet. Hierin is vastgelegd dat werknemers recht hebben op een uniforme wettelijke minimumopzegtermijn van <strong>vier weken<\/strong> v\u00f3\u00f3r de 15e of het einde van een kalendermaand. Een uitzondering hierop vormt de proeftijd: in deze periode kunnen zowel werknemers als werkgevers de arbeidsovereenkomst op elk gewenst moment be\u00ebindigen met een opzegtermijn van twee weken (artikel 622 lid 3 BGB). <\/p>\n\n\n\n<p>Maar wat zijn de opzegtermijnen voor de werkgever? Afhankelijk van de duur van het dienstverband kan de opzegtermijn voor de werkgever worden verlengd&nbsp;<a href=\"https:\/\/dejure.org\/gesetze\/BGB\/622.html\" target=\"_blank\" rel=\"noreferrer noopener\">(\u00a7 622 lid 2 BGB)<\/a>. Als de werknemer bijvoorbeeld twee jaar bij het bedrijf in dienst is, bedraagt de opzegtermijn \u00e9\u00e9n maand tot het einde van de kalendermaand. Als hij er al vijf jaar in dienst is, bedraagt zijn opzegtermijn twee maanden tot het einde van de maand. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>bij 8 jaar bedraagt de opzegtermijn 3 maanden tot het einde van de maand <\/li>\n\n\n\n<li>bij 10 jaar bedraagt de opzegtermijn 4 maanden tot het einde van de maand <\/li>\n\n\n\n<li>bij 12 jaar bedraagt de opzegtermijn 5 maanden tot het einde van de maand <\/li>\n\n\n\n<li>bij 15 jaar bedraagt de opzegtermijn 6 maanden tot het einde van de maand <\/li>\n\n\n\n<li>bij 20 jaar bedraagt de opzegtermijn 7 maanden tot het einde van de maand <\/li>\n<\/ul>\n\n\n\n<p>Deze wettelijke regeling is bedoeld om werknemers te beschermen, vooral degenen die al langere tijd bij hetzelfde bedrijf werken. <\/p>\n\n\n\n<p>In de arbeidsovereenkomst kan ook een opzegtermijn worden overeengekomen. Er dient rekening mee te worden gehouden dat een kortere periode alleen onder bepaalde omstandigheden mogelijk is (<a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__622.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 622 lid 5 BGB<\/a>). Werknemers moeten als uitzendkracht zijn ingehuurd en de werkperiode mag niet langer zijn dan 3 maanden. Van belang is ook dat bij be\u00ebindiging van de arbeidsovereenkomst door de werknemer geen langere opzegtermijn mag worden overeengekomen dan bij be\u00ebindiging door de werkgever (artikel 622 lid 6 BGB). Als er bijvoorbeeld in de arbeidsovereenkomst een opzegtermijn van 3 maanden is overeengekomen, moet deze termijn voor beide partijen gelden. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-abweichung-wann-ist-eine-fristlose-kundigung-moglich\">Afwijking: Wanneer is opzegging zonder opzegtermijn mogelijk? <\/h2>\n\n\n\n<p>Een afwijking van \u00a7 622 BGB is <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__626.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 626 BGB<\/a>. Hier is de regeling voor be\u00ebindiging zonder opzegtermijn wegens een gegronde reden van toepassing. Bij een opzegging zonder opzegtermijn zijn de opzegtermijnen van \u00a7 622 van het Duitse Burgerlijk Wetboek (BGB) niet van toepassing. Het vereist echter een <ins>&quot;<\/ins>belangrijke reden<ins>&quot;<\/ins>. Het is twijfelachtig <ins>In de tussentijd, <\/ins>wat een belangrijke reden is voor buitengewone (onmiddellijke) be\u00ebindiging. Het moet onredelijk zijn dat degene die het contract opzegt zich aan de normale opzegtermijnen houdt. Hiervoor moet er sprake zijn van een ernstige overtreding die niet te rechtvaardigen is. In de regel is het de werkgever <ins>toch <\/ins>Controleer vooraf of een mildere maatregel, zoals een waarschuwing, in aanmerking komt.<\/p>\n\n\n\n<p>De volgende redenen rechtvaardigen een be\u00ebindiging zonder opzegtermijn: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>schending van de gegevensbescherming<\/li>\n\n\n\n<li>Seksuele intimidatie\/dwang<\/li>\n\n\n\n<li>werktijdfraude<\/li>\n\n\n\n<li>diefstal<\/li>\n\n\n\n<li>vakantie zonder toestemming<\/li>\n\n\n\n<li>Ongeoorloofde afwezigheid<\/li>\n\n\n\n<li>Vervalsing van vaccinatie-\/herstelcertificaat<\/li>\n\n\n\n<li>dreiging van geweld<\/li>\n\n\n\n<li>belediging<\/li>\n\n\n\n<li>pesten<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-wir-bei-rogert-amp-ulbrich-wissen-was-zu-beachten-gilt\"><strong>Bij Rogert &amp; Ulbrich weten we waar we op moeten letten!<\/strong><\/h3>\n\n\n\n<p>Weet u niet zeker of uw werkgever de wettelijke opzegtermijnen in acht heeft genomen of dat er een gewichtige reden zit in uw opzegging zonder opzegtermijn? <a href=\"https:\/\/ru.law\/nl\/arbeitsrecht-kuendigungsschutz\/#schritte\">Laat u dan geheel vrijblijvend en kosteloos adviseren<\/a>. Wij bereiden ons voor u binnen&nbsp;<a href=\"https:\/\/ru.law\/nl\/arbeitsrecht-kuendigungsschutz\/#24stunden\">24 uur<\/a>&nbsp;een concept-rechtszaak en een buitengerechtelijke ontslagbrief aan uw werkgever. <strong><a href=\"https:\/\/ru.law\/nl\/arbeitsrecht-kuendigungsschutz\/#erstberatung\">Maak nu gebruik van ons gratis telefonische intakegesprek en stel uw vragen aan onze gespecialiseerde juristen.<\/a><\/strong><\/p>\n\n\n\n<section class=\"wp-block-uagb-columns uagb-columns__wrap uagb-columns__stack-mobile uagb-columns__valign- uagb-columns__gap-10 align uagb-block-bc4eaf7c uagb-columns__columns-1 uagb-columns__max_width-theme contrast blog_beitraege\"><div class=\"uagb-columns__overlay\"><\/div><div class=\"uagb-columns__inner-wrap uagb-columns__columns-1\">\n<div class=\"wp-block-uagb-column uagb-column__wrap uagb-column__background-undefined uagb-block-0a8122d2\"><div class=\"uagb-column__overlay\"><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-das-konnte-sie-auch-interessieren\">Misschien bent u ook ge\u00efnteresseerd in:<\/h3>\n\n\n\n\t\t\t<div class=\"wp-block-uagb-post-grid uagb-post-grid  uagb-post__image-position-top uagb-post__image-enabled uagb-block-327005d6     uagb-post__items uagb-post__columns-3 is-grid uagb-post__columns-tablet-2 uagb-post__columns-mobile-1 uagb-post__equal-height\" data-total=\"0\" style=\"\">\n\n\t\t\t\t\t\t\t\t\t<p class=\"uagb-post__no-posts\">\n\t\t\t\t\t\tGeen bericht gevonden!\t\t\t\t\t<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t<\/div>\n<\/div><\/section>","protected":false},"excerpt":{"rendered":"<p>Die K\u00fcndigungsfristen im Arbeitsrecht sind in den \u00a7\u00a7 622 ff. BGB gesetzlich festgehalten. Dort ist geregelt, dass Arbeitnehmende gem\u00e4\u00df \u00a7 622 Abs. 1 BGB eine [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":27353,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1139],"tags":[1073,1065,1071,1064,1072],"class_list":["post-27351","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitsrecht","tag-fristlose-kuendigung","tag-kuendigung","tag-kuendigungsfrist","tag-kuendigungsschutz","tag-ordentliche-kuendigung"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>K\u00fcndigungsfristen - Was ist zu beachten? - R&amp;U<\/title>\n<meta name=\"description\" content=\"Wurden die gesetzlichen K\u00fcndigungsfristen eingehalten? 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