Can Missing Targets Lead to Dismissal?
Can You Be Dismissed for Missing Your Targets?
In many roles, especially in sales, targets are central to performance. But what happens if you consistently fail to meet them? Can your job be at risk?
This blog explores when missing targets may lead to dismissal and what obligations your employer has before taking such a step.
Missing targets doesn’t automatically mean dismissal
Targets are common in performance-based roles. Achieving them may lead to bonuses or other rewards. But if you fail to hit your goals, does that automatically mean you're underperforming?
The answer is: not necessarily. Dutch courts have dealt with this question in various rulings, and the outcomes show that dismissal based solely on missed targets is not always justified.
When do missed targets become a performance issue?
In one case, a managing consultant was expected to meet her targets independently, given her senior position. When she failed to do so, the court agreed that her performance could be questioned.
In contrast, another case saw the court side with the employee. There, the employer had not proven that the targets were realistic, nor had they provided adequate support or guidance. The employee had not been given a fair opportunity to improve. The conclusion? Failing to meet targets alone does not equal poor performance unless other criteria are met.
What does your employer have to prove?
Before dismissal based on performance can be considered, your employer must show:
The targets were realistic and clearly communicated
You were given a reasonable timeframe to improve
You received proper support such as coaching, training, or feedback
If these conditions are not met, dismissal is unlikely to hold up in court.
Not just for sales roles
Although this issue is common in sales positions, the same legal standards apply in all roles. If your employer is dissatisfied with your performance, you’re entitled to a genuine chance to improve. All relevant communication and agreements should be documented by both sides.
This blog was written by Mr. Stijn Blom
Employment law attorney at expatlawyer.nl B.V. Stijn has extensive experience in employment law and supports entrepreneurs on a daily basis with a wide range of employment law issues. From dismissal cases to drafting watertight agreements and regulations – with his practical and personal approach, he helps employers and employees move forward. Want to know more? Visit Stijn’s page.
Expatlawyer.nl is happy to think along with you if you have questions about the topic of dismissal? Feel free to get in touch.
June 2025
