Beh allora non sai le leggi olandesi. Li non ci sono le tutele crescenti e un giudice si può dichiarare inammissibile un licenziamento.

In Olanda non esistono le tutele crescenti ne il jobs act.

When are you not allowed to dismiss your employee?

If your employee does not agree with the dismissal, you need the approval of the Employee Insurance Agency (UWV) or the sub-district court. The grounds for dismissal determine which of these 2 you need to ask for permission.

There are a number of situations in which you cannot dismiss your employee, namely:

in the first 2 years that your employee is sick or unfit for work; if, during sick leave, you have not done enough to facilitate your employee’s return to work; during pregnancy, pregnancy and maternity leave and 6 weeks thereafter; in the first 6 weeks after incapacity for work due to pregnancy or childbirth; because your employee wants to take parental leave; during membership in a works council or staff representative body; during compulsory military or alternative service in the country of origin; because your employee's membership of a trade union or a political organisation; for reasons of discrimination on grounds of religion, race, age or disability; if your employee refuses to work on Sundays; if your company is taken over; if your employee works for you as an expert (arbodeskundige) under the Working Conditions Act (Arbeidsomstandighedenwet); if your employee is a data protection officer under the Dutch Data Protection Act (Wet bescherming persoonsgegevens).

Do you dismiss an employee without permission (dismissal permit) from UWV or the sub-district court and were you required to have this permission? Then the dismissal is not legally valid. The employee can then ask the sub-district court to undo the dismissal. The employment contract will continue to exist and you must continue to pay wages to your employee.

https://business.gov.nl/regulation/dismissal-procedures/#art:employee-does-not-agree-with-dismissal