In a recent case, a shop manager was fired for serious cause, as she did not comply with the store policies (e.g. she took clothing and returned them late). However, the Labour Court judged that the facts at hand did not justify a dismissal for serious cause, as the employer had not taken into account certain circumstances (e.g. the fact that the shop manager had never received warnings, that her sales records were good and that the store policies were not very clear). As a result, the Labour Court condemned the employer to pay the employee the legal termination indemnity. The Labour Court also condemned the employer to an indemnity for unjustified dismissal of 17 weeks’ salary. In the past, it was rather difficult for (white collar) employees to obtain, in addition to the legal termination indemnity, damages for unfair dismissal, of which, the relatively low amount was often set by the judge. However, things have changed since 1 April 2014, and the employer is obligated to duly motivate the dismissal under penalty of an indemnity ranging from 3 to 17 weeks’ salary. To our knowledge, this is the first time that a Labour Court imposed the maximum penalty (17 weeks’ salary) in that regard to an employer.