It can of course happen: your employer would rather not have you anymore, or you have to dismiss an employee. And however annoying that may be, you’d better be prepared for it. Dismissal under a contract for an indefinite period of time is not allowed just like that. To do so, your boss, or you as an employer, must have approval from the subdistrict court or the UWV. There must be a good reason for the dismissal in order to get this approval. Often these are things like dysfunction or business economical reasons. Do you want to know exactly what the conditions for dismissal are? Call us directly on 040- 303 51 13 or leave your details on the contact page. You can also reach us via Whatsapp!
It can also happen that you notice that your boss wants to fire you, but that the high word is not out yet. A good example of such a situation is the placement in an improvement trajectory or the hardening of the conversations. In such a case, there is still plenty you can do to prevent dismissal, such as creating a strong file. Want to know exactly what you can do and what your rights are? Then click here, or contact us to submit your question about an imminent dismissal.
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If an employee’s contract is terminated via the subdistrict court or the UWV, this employee is entitled to transition compensation. The transition allowance amounts to the number of years worked times one-third of the monthly salary. With a average income of 2,623 euros, and 10 years worked, the transition allowance would therefore be approximately 8,743 euros. The maximum is 83,000 euros, or one year’s salary if income exceeds 83,000 euros. However, the transition allowance can be much higher, for example in the event of dismissal by mutual consent. This is then called a severance payment.
If the dismissal of an employee does not go through the subdistrict court or the UWV, a more favourable severance payment can be negotiated. In the settlement agreement, the agreements that are made about the dismissal of an employee, for example, a transition compensation by a factor of 2 or 3 can be included. This means that the transition allowance will be 2 or 3 times higher. Employment lawyer Eindhoven can help you with this. We litigate, negotiate and represent your interests in all matters relating to the dismissal.
A settlement agreement is therefore drawn up when employee and employer agree on the dismissal. Agreements about the dismissal are then made between employee and employer, which are then recorded on paper. In this way, a dismissal is negotiated and can be very beneficial for you. Labour law specialist Eindhoven will examine your situation and the proposal for the settlement agreement and will negotiate for you the best possible conditions for your dismissal, but will also check whether there are any unexpected errors in the agreement, for example, as a result of which you will not be able to apply for unemployment benefit. Please contact us now for a no-obligation meeting to present your situation, or click here for more information about the settlement agreement.
We would like to get to know you and of course you want to know who we are. We will find out soon enough if we can offer you what you expect. Our employment advisers will be happy to welcome you for an initial consultation.
Legal advice is not a simple push of a button, but the result of a thorough inventory of your wishes and possibilities. We list important aspects together with you. The employment lawyer will take the time to do this in the first introductory meeting, which is always completely free of charge and without obligation. You are not attached to anything!
If it ‘clicks’ between you and the employment lawyer and we can be of good service to you, you will receive a suitable proposal from us. We always base the advisory process on your goals and possibilities. We attach more importance to a realistic approach than to creating too high expectations. If you are in agreement with this, then we will proceed with the advice and guidance energetically. That is the starting point of our clear legal services.
From this moment on, we relieve you of your worries and make sure that everything is taken care of from start to finish. We handle your labour issue quickly and well. This active way of working has more than proved itself in the meantime.
Before, during and after the advisory process, we would like to be your point of contact. For a long time now, our cooperation has only resulted in satisfied customers. For our customers, we take that one extra step that makes all the difference in many things. Your case is in good hands with us.
Both employer and employee can, before you go to court or the UWV, first propose to dissolve the contract by mutual consent. This is called dismissal by mutual consent. In the event of dismissal by mutual consent, agreements are made about the dismissal between the employee and the employer, for example about the severance pay. These agreements are laid down on paper in a termination agreement. Also known in legal jargon as the settlement agreement.
Then you are not entitled to a ww benefit. Prevent yourself from resigning. Of course, you may also want to resign yourself. Employees often do not know exactly what their rights and obligations are when they want to resign. For example, do you have to submit a letter of resignation? What is the notice period? And are you entitled to severance or transition compensation? Employment law specialist Eindhoven answers all these questions.
Do you have questions about the terms of employment of your contract? Would you like to know exactly where you stand and what your rights and obligations are? Employment law specialist Eindhoven advises employees about their terms of employment, so that you will not be faced with any surprises. Call us directly on 040- 303 51 13 or leave your details on the contact page. You can also reach us via Whatsapp!