Are you facing a redundancy and don’t know where to start? It’s worth knowing that as an employee in the Netherlands you enjoy robust legal protection — and that there are several concrete options for obtaining legal advice. In this article we set out the most important routes for you, so you know which step makes the most sense for your situation.
What is at stake in a redundancy
For many employees, a redundancy is a significant upheaval. Your role may be made redundant, you may be asked to sign a settlement agreement, or you may be told that the UWV (Employee Insurance Agency) will be assessing a dismissal permit. What all these routes have in common is this: the choices you make now will largely determine what you receive — and whether you retain your entitlement to unemployment benefit (WW).
How your employer is permitted to proceed is largely set out in law. This includes the application of the proportional selection principle (afspiegelingsbeginsel), the obligation to consider redeployment, and the statutory transition payment. For 2026, the statutory maximum is €102,000 gross, or one gross annual salary if that figure is higher. This is a considerable sum over which you should not negotiate lightly. For a full overview of your rights, also see the page on Redundancy and dismissal for business-economic reasons in Eindhoven.
Four routes to legal advice
As an employee, you have several ways of obtaining legal advice. Which suits you best depends on your situation, your memberships, and how complex your case is.
Through your trade union
Are you a member of FNV, CNV, or another trade union? If so, as a member you are generally entitled to direct legal support in dismissal cases. An added advantage is that trade unions are often already involved in negotiations over the social plan, meaning they know exactly what has been agreed and what you can expect. This frequently makes their advice particularly valuable.
Through your legal expenses insurance
Do you have legal expenses insurance? Check carefully whether employment disputes and dismissal cases are covered under your policy. Not every policy covers this automatically. If it does, you can engage a specialist lawyer to represent you in the proceedings at no additional cost.
Through the Legal Advice Desk (Juridisch Loket)
The Juridisch Loket is accessible and free of charge for an initial orientation consultation. Here you can obtain a broad assessment of your rights and obligations. Bear in mind that this service does not provide in-depth support for more complex cases, but it is a good starting point if you are not yet sure where you stand.
Through a specialist employment lawyer
For a thorough assessment of your situation — particularly if a settlement agreement is on the table, if you have doubts about the level of the transition payment, or if the proportional selection principle may not have been applied correctly — a specialist employment lawyer is the most direct and effective choice. An employment lawyer can review documents such as the social plan and dismissal letter in detail, and negotiate better terms on your behalf.
Plan een vrijblijvend gesprek en ontdek wat we voor je kunnen betekenen.
Plan een gesprekWhen should you engage an employment lawyer?
Not every dismissal scenario requires in-depth assistance straight away. However, in the following situations it is advisable to act promptly:
- You have received a settlement agreement and must decide within a matter of days.
- You are uncertain whether the transition payment has been calculated correctly — for example, in cases involving part-time work, irregular supplements, or a long period of service.
- You suspect that the proportional selection principle has not been applied correctly and that you have been wrongly put forward for dismissal.
- Your employer is putting pressure on you to sign quickly, without giving you the opportunity to seek advice.
- A collective redundancy is taking place and you want to know what additional rights the Collective Redundancy (Notification) Act (WMCO) affords you.
- The collective agreement (cao) in your sector may deviate from the statutory minimum requirements.
Remember: your employer is obliged to draw your attention to the possibility of seeking legal advice before you sign any agreement. Make use of that opportunity.
Practical tips before you make a decision
In the turmoil of a redundancy, it is easy to feel under pressure to make decisions quickly. These tips will help you keep a clear head:
- Record all conversations with your employer in writing, including any verbal agreements.
- Keep all documents you receive: the redundancy plan, dismissal letter, social plan, and any settlement agreement.
- Never sign under pressure — and only sign once you have taken advice.
- Always check that your entitlement to unemployment benefit (WW) remains intact; an error in the settlement agreement can jeopardise this.
- Check whether your collective agreement includes a social plan or a redundancy committee, as this affects which route will be followed.
- Seek advice in good time — some legal deadlines are short, and missing them can mean your rights lapse.
Local support in Eindhoven and the Brainport region
The labour market in Eindhoven and the wider Brainport region is dynamic. Large technology companies and their suppliers regularly undergo far-reaching organisational changes. Knowledge of the local context — collective agreements, social plans, and what is customary in the region during negotiations — is therefore a genuine advantage. An employment lawyer who is familiar with this environment can assess your case with greater precision than a generalist without regional insight.
Why Arbeidsjurist Eindhoven?
At Arbeidsjurist Eindhoven, we help employees in the region who are dealing with redundancy, dismissal, or a settlement agreement. We assess your situation in concrete terms, explain your options in plain language, and support you in negotiations with your employer. No legal jargon — just practical advice that works for your situation in Eindhoven and Brabant.
Get in touch for a no-obligation initial consultation. Together we will explore which route offers you the best outcome.
Frequently asked questions
Am I always entitled to a transition payment when dismissed due to redundancy?
In most cases, yes. When your employment contract is terminated at the employer's initiative — including in a redundancy — you are entitled by law to a transition payment. In 2026, the maximum is €102,000 gross, or one gross annual salary if that figure is higher. The entitlement applies from the very first working day and also covers fixed-term contracts, provided the dismissal is not attributable to you. Always have the calculation checked, as errors are made more often than you might think.
Do I have to sign a settlement agreement immediately during a redundancy?
No, absolutely not. Your employer is in fact obliged to draw your attention to your right to seek legal advice. Take that opportunity: an error in the settlement agreement can cost you your unemployment benefit entitlement or result in an inadequate severance payment. Always have the agreement reviewed by an employment lawyer before you sign.
What is the difference between a settlement agreement and a UWV dismissal procedure in a redundancy?
With a settlement agreement (VSO) you consent to the dismissal yourself; no UWV permit is required. In a UWV procedure, the employer applies for a dismissal permit on business-economic grounds. As an employee, you can submit a defence in that procedure. Which route is followed depends on the social plan, the collective agreement, and the willingness of both parties to reach an agreement. An employment lawyer can help you determine which route is likely to produce the most favourable outcome for you.
Can I check for myself whether the proportional selection principle has been applied correctly?
You can ask your employer for access to the personnel data used in applying the proportional selection principle. The employer is required to demonstrate this. In practice it is complex: it requires an understanding of age groups, interchangeable roles, and length of service. An employment lawyer can analyse this on your behalf and, if necessary, lodge an objection if the rules have not been followed correctly.
What if my collective agreement deviates from the statutory dismissal rules?
Some collective agreements contain different provisions, such as a redundancy committee instead of the UWV, or an alternative arrangement in place of the statutory transition payment. From 2026, such an alternative arrangement under a collective agreement is only permitted in cases of dismissal for business-economic reasons and must be aimed at preventing or shortening unemployment, or at providing a reasonable financial payment. Always check your collective agreement and have an employment lawyer assess whether the arrangement on offer is adequate.
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.
