[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fjurisprudentie-grensoverschrijdend-gedrag":3,"menu:\u002Fnl-nl:":83,"sites:htmlblocks":324,"footer:nl-nl":1523,"subsites":1603,"cite-subsites":5164,"cite-footer:nl-nl":5641,"suggested:nl-nl":5680},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"owner":54,"show_related_pages":60,"related_pages":61,"related_sites":81,"in_subsite":60,"contact_page_url":7,"banner_message":82},30745,"jurisprudentie-grensoverschrijdend-gedrag","Jurisprudentie grensoverschrijdend gedrag",null,"\u003Cp>Waarschijnlijk is het beeld dat slachtoffers van seksuele intimidatie vaker hun baan verliezen dan de daders grosso modo nog ongewijzigd. Toch lijken rechters nu wel mee te gaan in de zaak die slachtoffers schetsen.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fjurisprudentie-grensoverschrijdend-gedrag","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30745\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Gezondheid en Veiligheid","gezondheid-en-veiligheid",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fjurisprudentie-grensoverschrijdend-gedrag\u002F","index, follow","website","summary_large_image","2026-01-29T17:22:35.185963+01:00","2026-04-07T15:38:07.785033+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch2>Jurisprudentie arbeidsrecht rond seksueel grensoverschrijdend gedrag\u003C\u002Fh2>\u003Cp>Het is misschien te vroeg om van een echte trendbreuk te spreken. Waarschijnlijk is het beeld dat slachtoffers van seksuele intimidatie vaker hun baan verliezen dan de daders grosso modo nog ongewijzigd. Opmerkelijk is wel dat een paar jaar geleden de kantonrechter de lat vaak erg hoog legde om schorsing of ontslag op staande voet te billijken van werknemers die seksueel grensoverschrijdend gedrag hadden getoond ten opzichte van collega’s.\u003C\u002Fp>\u003Cp>Zie bijvoorbeeld de zaak van de leidinggevende bij een bank uit 2015\u002F2016, die zijn ontslag op staande voet ongedaan wist te maken en met succes loondoorbetaling (plus wettelijke verhoging en wettelijke rente) vorderde. Zijn misdragingen jegens vrouwelijke én mannelijke collega's tijdens kroegbezoek waren volgens de kantonrechter weliswaar ongepast, maar niet als seksuele intimidatie te beschouwen. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBAMS:2016:9934\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBAMS:2016:9934\u003C\u002Fa>)\u003C\u002Fp>\u003Cp>Anno 2022 lijken rechters wel mee te gaan in de zaken die slachtoffers van seksueel grensoverschrijdend gedrag inbrengen. De tijd (en nader onderzoek) zal leren of dat komt doordat werkgevers beter voorbereid zijn qua gedragscodes en procedurele stappen, of omdat kantonrechters het maatschappelijk rumoer over grensoverschrijdend gedrag laten meewegen.\u003C\u002Fp>\u003Ch3>Schorsing blijft in stand\u003C\u002Fh3>\u003Cp>In ieder geval ving een planontwikkelaar die op een bedrijfsuitje volgens een collega en getuigen grenzen overschreden had bot. Zijn eis om zijn werk te hervatten is door de kortgedingrechter niet gehonoreerd. Werkgever had na melding van het voorgevallene met de Planontwikkelaar gesproken, een onderzoek aangekondigd en hem hangende het onderzoek vrijgesteld van werk met behoud van salaris. In de arbeidsovereenkomst is verwezen naar een bedrijfscode, waarin onder meer is opgenomen dat ongewenste omgangsvormen niet getolereerd worden en waarin sancties op deze omgangsvormen genoemd zijn.\u003C\u002Fp>\u003Cp>De kortgedingrechter vond dat de Planontwikkelaar de periode tot de bodemprocedure over einde van de arbeidsovereenkomst beste kon overbruggen en wees de vorderingen af. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBDHA:2022:7761\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBDHA:2022:7761\u003C\u002Fa>)\u003C\u002Fp>\u003Ch3>Ontslag op staande voet houdt stand\u003C\u002Fh3>\u003Cp>Ook een manager in een zorginstelling slaagde er niet in om zijn ontslag op staande voet wegens seksueel grensoverschrijdend gedrag ongedaan te maken. In de uitspraak (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBLIM:2022:5823\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBLIM:2022:5823\u003C\u002Fa>, juli 2022) citeert de kantonrechter in Limburg uitvoerig de verklaringen van betrokken vrouwelijke medewerkers én van de manager zelf en besluit “Kortom, een gang van zaken die naadloos past in de MeToo-traditie zoals we die kennen”(r.o. 4.39).\u003C\u002Fp>\u003Cp>Conclusie is dan ook dat het ontslag op staande voet rechtsgeldig is gegeven, dat de werkgever geen vergoedingen hoeft te betalen en terecht een gefixeerde vergoeding heeft ingehouden bij de eindafrekening. De manager wordt in het ongelijk gesteld en moet de kosten van het geding betalen.\u003C\u002Fp>\u003Cp>Hof Arnhem Leeuwarden bevestigde in 2022 het oordeel van de kantonrechter in locatie Utrecht van rechtbank Midden Nederland uit 2021 dat het ontslag op staande voet van de mannelijke collega rechtsgeldig was. De man had de borst van zijn vrouwelijke collega aangeraakt en betiteld als dubbele airbags. “De opmerking over de dubbele airbags is al zeer dubieus, ook als rekening wordt gehouden met de (niet vaststaande) context waarin die opmerking volgens [verzoeker] is.” En “Hoe dan ook, de aanraking van de borst tegen de wil van [naam 1] is zonder meer grensoverschrijdend en zeer ernstig (uit r.o.3.18). Het Hof weegt uitdrukkelijk mee dat het ziekenhuis niet alleen een duidelijk en toegankelijk beleid op het gebied van ongewenste omgangsvormen had, maar ook op actieve wijze onder de aandacht had gebracht. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:GHARL:2022:5205\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:GHARL:2022:5205\u003C\u002Fa>)\u003C\u002Fp>\u003Cp>De derde uitspraak betreft een praktijkondersteuner in een huisartsenpraktijk, die in strijd met de Beroepscode met twee (kwetsbare) patiënten privécontact zocht. Dat de man (gedeeltelijk) arbeidsongeschikt was vanwege een verbroken relatie maakte niet dat het ontstag op staande voet niet rechtsgeldig was. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBNNE:2022:1524\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBNNE:2022:1524\u003C\u002Fa>)\u003C\u002Fp>\u003Cp>Ook de manager van een restaurantvestiging in een grote horecaonderneming kwam tevergeefs in geweer tegen ontslag op staande voet wegens zijn seksueel grensoverschrijdend gedrag jegens een jongere vrouwelijke ondergeschikte. De kantonrechter citeerde uitvoerig uit de omschrijvingen van seksuele intimidatie in de Service Manual van de vestiging en het Personeelshandboek dat op de arbeidsovereenkomst van toepassing was. Dat de werkgever eerst de bedrijfsjurist en enige collega’s een intern onderzoek heeft laten doen, maakt niet dat het ontslag niet onverwijld is gegeven. Alle vorderingen van de manager (verzoeker) worden afgewezen, terwijl hij aan de werkgever een gefixeerde schadevergoeding moet betalen, net als de proceskosten. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBMNE:2022:2259\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBMNE:2022:2259\u003C\u002Fa>)\u003C\u002Fp>\u003Ch3>Vergelijk je salaris\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Deel het in de Salaris-Enquête en help jezelf en je collega's\u003C\u002Fli>\u003Cli>Je salaris vergelijken met vakgenoten? Doe de Salaris-Check\u003C\u002Fli>\u003C\u002Ful>","light",{"text":43,"link":44},"Contact",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,[50],{"id":51,"slug":52,"name":53},2,"labour-law","Labour Law",{"id":51,"first_name":55,"last_name":56,"email":57,"image":58,"function":59},"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[62,65,69,73,77],{"id":63,"short_title":7,"title":25,"url":64},2937,"\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid",{"id":66,"short_title":7,"title":67,"url":68},30743,"Grensoverschrijdend gedrag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fgrensoverschrijdend-gedrag",{"id":70,"short_title":7,"title":71,"url":72},30744,"Seksueel grensoverschrijdend gedrag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fseksueel-grensoverschrijdend-gedrag",{"id":74,"short_title":7,"title":75,"url":76},2936,"Seksuele Intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie",{"id":78,"short_title":7,"title":79,"url":80},30732,"Stagediscriminatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fminderjarigen-en-jongeren\u002Fstagediscriminatie",[],"\u003Cp>Loonwijzer is WageIndicator. 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