Casino Peppermill manager fired – court upholds dismissal
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4 Feb 2026 •
Reading time: 2 minutes A court in Limburg has ruled that the immediate dismissal of a Casino Peppermill branch manager was lawful.
A career and trust shattered
The manager at the center of this dispute had served Casino Peppermill since August 2021, overseeing operations at a key branch. But in the summer of 2025, internal scrutiny uncovered troubling signs. Casino management detected anomalies that prompted an internal investigation, including off-clock hours logged and missing cash from the till. Subsequent analysis of surveillance footage allegedly showed the manager removing money directly from the register.
Rather than waiting, his employer swiftly terminated his contract on 27 August 2025, citing the gravity of the conduct. The casino also filed a criminal complaint, signaling that this was not merely a dispute over hours or performance, but a criminal breach of trust. At the time of the internal investigation, Peppermill representatives told local media the manager had admitted to wrongdoing and that the company intended to pursue recovery of losses.
The former manager disputed the timing and severity of the dismissal. He did not contest that the theft itself occurred, but argued his firing was not immediate and that mitigating personal circumstances should have prevented an instant sacking.
Legal battle unfolds in Limburg
Under Dutch labour law, immediate dismissal must be justified by an “urgent reason” that makes continuation of the employment relationship untenable. Theft of significant sums is typically considered such a reason, but procedural fairness still matters.
The ex-manager’s legal team suggested the casino slowed in acting after first suspecting wrongdoing on 20 August 2025, giving the company several days before terminating him. They also argued that personal hardship should have influenced the court’s decision.
However, the judge rejected these claims. The court determined that Casino Peppermill had only obtained solid evidence on 25 August 2025, and that notifying the manager two days later constituted prompt action under the law. In an unusually direct dismissal defence, the judge stated that the “urgent reason” was evident and that stolen funds in excess of €30,000 justified the immediate termination.
Notably, the court did grant one concession to the former manager: he must still receive his salary slip for August 2025. He was also ordered to pay €949 in court costs.
When trust is fundamentally broken, especially through proven theft, employers are entitled to act decisively. The court’s judgment underscores the importance of timely investigations, documented evidence, and proportional response.