A company in restructuring concluded a collective bargaining agreement, according to which, the working place of some employees was modified: they have to go to work in another business seat of the company located 89 km away from the initial place of work. One of the employees concerned refused such a change and continued to present at the former working place. After several warnings and a meeting with the employee, the employer decided to dismiss the employee for serious cause, without any notice or indemnity in lieu. The Labour Court of Appeal of Brussels ruled in favor of the employer. The Court judged that the dismissal for serious cause was justified as the change in working place was agreed upon through a collective bargaining agreement, by which all employees of the company are bound. Furthermore, the employment contract of the employee concerned contained a “mobility clause”, which explicitly foresaw that the employee could be employed in any other business seat of the company in Belgium. By refusing the working place-change, the employee committed an act of insubordination, which – in the opinion of the Labour Court of Appeal, justified a dismissal for serious cause.