The answer to this pressing question was given by our employment law specialist, Jan Dop LL.M., in the Algemeen Dagblad of 12 December 2018. In the interview, he points out that problems during and after office parties are often caused by excessive drinking. He also addresses the question whether alcohol abuse can be a reason for dismissal and what can be done when an employee calls in sick but is just hung over.
You can find more information on our website about what you, as an employer, can do against alcohol abuse at work and how you assure that a company holiday party where alcohol is served remains feast for everyone. You can also contact Jan Dop, LL.M via e-mail (jan.dop@russell.nl) or the contact form below:
Celebrating the end of the year with a Christmas party for your employees is a fine tradition. Unfortunately, this can also lead to unpleasant legal problems. How can you prevent that?
What shall we do with the drunken employee? Sack him? That isn’t always allowed. Alcohol abuse may be the result of an addiction and in that case the prohibition on termination during illness may apply. What do you have to take into account when dismissing an employee due to alcohol consumption?
The statutory minimum hourly wage changes every six months. What are the new amounts as of 1 July 2026?
Can you dismiss your employee with immediate effect after a minor offence, such as the theft of a (very) low-value product? Yes, you can! However, a recently published decision shows it does not go without a risk!
Employees have a right to privacy in their private lives. This also applies to sick employees. However, they must also comply with their reintegration obligations and provide accurate information about their illness. What options does the employer have to check whether they are actually doing this?
Statutory directors enjoy less protection against dismissal, but there must still be reasonable grounds for the dismissal. Otherwise, the employer must pay fair compensation. This can be substantial, as a recent ruling has shown. Why was the employer required to pay this compensation?
