Redundancy can catch you off guard from one day to the next. You hear that roles are being cut, that jobs are going, or that you’ve been handed a settlement agreement to sign. That is precisely the moment when it matters to know when to bring in an employment lawyer during a redundancy process in Eindhoven, so you’re not left facing nasty surprises after the fact. Getting legal advice early can literally make the difference between a decent exit package and missing out on rights you’re fully entitled to.
What’s legally at stake during a redundancy
During a redundancy, an employer cannot simply decide who leaves. The law sets clear requirements for the dismissal procedure. For instance, in the case of dismissal on business-economic grounds, the employer must demonstrate to the UWV (Employee Insurance Agency) that the redundancies are economically necessary, that the mirror principle (afspiegelingsbeginsel) has been applied correctly, and that redeployment within a reasonable period is not possible. Only once all those conditions have been met will the UWV grant a dismissal permit.
Redeployment is a particularly important point to watch. Your employer is obliged to genuinely investigate whether another suitable role within the organisation is available for you, even if that requires retraining. Only if that demonstrably proves impossible does dismissal become an option. These are rules that are regularly applied incorrectly or incompletely in practice, and that is precisely where an employment lawyer can make a real difference for you.
When is it sensible to bring in an employment lawyer?
There is no fixed threshold at which you must seek legal advice, but there are situations in which you would be well advised to do so promptly. At the very least, do not wait until you have already signed something. Below you will find the moments at which an employment lawyer in Eindhoven can be of most value during a redundancy.
- You receive a settlement agreement (VSO). An employer may pressure you to sign quickly, but you are under no obligation to do so. An error in the VSO could cost you your entitlement to unemployment benefit or result in a redundancy payment that is too low.
- You have doubts about the order of dismissals. If you suspect that the mirror principle has not been applied correctly, that is a concrete ground to challenge the dismissal.
- You receive a UWV response form. After the employer submits a dismissal application to the UWV, you are usually given fourteen days to respond. That response can be crucial and requires a targeted approach.
- The redeployment obligation appears not to have been taken seriously. If your employer has made little or no effort to offer you an alternative role, you can challenge this.
- Your social plan contains unclear or unfavourable terms. An employment lawyer can assess whether the arrangements are reasonable and where there is room to negotiate.
- You are ill or pregnant. In certain circumstances, additional protection rules apply that an employer must observe.
What an employment lawyer does for you during a redundancy
An employment lawyer looks at your situation from every angle. This begins with reviewing the dismissal letters, the VSO, or the social plan you have received. The lawyer then checks whether the procedure has been followed correctly: has the mirror principle been applied as required, has the redeployment obligation been genuinely fulfilled, and are the calculations for the statutory redundancy payment correct?
Plan een vrijblijvend gesprek en ontdek wat we voor je kunnen betekenen.
Plan een gesprekIn 2026, the statutory redundancy payment (transitievergoeding) is capped at €102,000 gross, or one full gross annual salary if that is higher. It accrues at one third of a month’s salary per complete year of service. This sounds straightforward, but mistakes are made in practice — for instance, when variable pay components are excluded from the calculation. An employment lawyer will check this carefully.
Where necessary, this is followed by negotiation with your employer for better terms: a higher payment, outplacement support, a longer notice period, or an adjusted end date. All with the aim of ensuring you come through the redundancy process as well as possible, without losing out on any of your entitlements.
Practical steps if you can see redundancy coming
Even if you have not yet received any official notification but the signs are already there, there are steps you can take. The better prepared you are, the stronger your position once the formal process begins.
- Read your employment contract and any applicable collective agreement carefully for relevant provisions.
- Keep all written communications from your employer regarding the redundancy, including emails and records of meetings.
- Make a note of the dates and content of any verbal communications as soon as possible after the conversation.
- Do not sign any document until you fully understand it or have obtained legal advice.
- Check whether you have legal expenses insurance that covers employment law matters.
- Contact an employment lawyer in good time, even if you think it will all be fine — early insight prevents costly mistakes further down the line.
Redundancy in the Eindhoven and Brainport region
The Brainport region is home to major names such as ASML, Philips, and Signify, as well as countless SMEs in manufacturing, logistics, and professional services. Redundancies affect employees at every level and in every sector. The rules are the same for everyone, but how they play out differs from one situation to the next. Whether you work for a multinational or a local employer in Eindhoven: your rights in the event of redundancy and dismissal on business-economic grounds in Eindhoven are enshrined in law and deserve to be taken seriously.
Why Arbeidsjurist Eindhoven?
At Arbeidsjurist Eindhoven, your situation comes first — not a standard checklist. We know the local labour market, understand what is happening with employers in the region, and speak in plain language. Whether you’ve received a VSO, have doubts about the order of dismissals, or simply want to know where you stand: we’ll help you quickly and concretely. Get in touch for a no-obligation initial consultation. That way, you’ll know exactly where you stand and what the best next step is.
Frequently asked questions
When should I bring in an employment lawyer during a redundancy?
As early as possible, and in any case before you sign anything. As soon as you receive a settlement agreement, a UWV response form, or an official notice of dismissal, it is wise to seek legal advice straight away. At that stage, an employment lawyer can still make a real difference to the outcome.
How much redundancy pay am I entitled to if I am dismissed as part of a redundancy?
In 2026, the statutory redundancy payment accrues at one third of a month's salary per complete year of service. The legal maximum is €102,000 gross, or one gross annual salary if that is higher. The statutory redundancy payment is a legal minimum: through negotiation, it is sometimes possible to agree a higher payment.
Can my employer dismiss me without considering redeployment?
No. In cases of dismissal on business-economic grounds, a redeployment obligation applies. Your employer must demonstrably have investigated whether another suitable role within the organisation is available for you, including with retraining if necessary. Only if that proves impossible can the UWV grant permission for dismissal.
Do I have to sign a settlement agreement if my employer asks me to?
No, you are never obliged to sign a settlement agreement. Employers sometimes apply pressure to get a quick decision, but you have every right to take your time and seek legal advice. A poorly drafted VSO can cost you your entitlement to unemployment benefit or a portion of your redundancy payment.
What does an employment lawyer actually do for me during a redundancy in Eindhoven?
An employment lawyer assesses whether the dismissal procedure has been followed correctly, checks the calculation of your statutory redundancy payment, reviews the social plan, and — where necessary — negotiates on your behalf with your employer for better terms. This means you are in a stronger position without having to wade through all the legal rules yourself.
We are happy to think along with you. For advice tailored to your situation we would gladly sit down with you. No rights can be derived from the content of this page and it may contain inaccuracies.
