To calculate redundancy pay for part-time work, you'll generally follow the same principles as for full-time employees, but the amount will be based on your part-time pay. Here's a breakdown of how it's usually calculated: 1. Eligibility: Length of Service: You typically need to have worked for the employer for at least two years continuously to be eligible for statutory redundancy pay. Employment Status: Redundancy pay applies to employees, not usually to self-employed contractors. 2. Statutory Redundancy Pay Calculation: Statutory redundancy pay is calculated based on: Age: Different rates apply depending on your age band. Length of Service: Maximum of 20 years is counted. Weekly Pay: This is capped by a statutory limit. The Formula: After you've established eligibility, the calculation is as follows, with the rates usually updated annually by the government: 12 weeks' pay for each complete year of service where you were aged 18 to 21. 20 weeks' pay for each complete year of service where you were aged 22 to 40. 30 weeks' pay for each complete year of service where you were aged 41 or older. Important Considerations for Part-Time Work: Weekly Pay: This is the crucial part for part-time workers. Your "weekly pay" is usually calculated by averaging your earnings over a specific period (often the 12 weeks before you were given notice). If your hours or pay fluctuate, they'll take an average. If you're paid weekly, it's your actual weekly pay. If you're paid monthly, they'll divide your monthly pay by the number of weeks in that month (usually 52.14 weeks in a year and then divide by 12). The Cap: There's a maximum amount that statutory redundancy pay can be, known as the "statutory cap" or "weekly pay limit." This limit is updated annually. If your average weekly pay is above this cap, your redundancy pay will be capped at this amount multiplied by the relevant number of weeks. Example: Let's say: You've worked part-time for 5 years. You're aged 30. Your average weekly pay is £200. The statutory weekly pay limit is £643 (this is an example figure, always check the current rate). 1. Years of Service: 5 years. 2. Age Band: 22-40, so you get 20 weeks' pay per year of service. 3. Calculation: 5 years 20 weeks/year = 100 weeks' pay. 4. Apply Weekly Pay: 100 weeks £200/week = £20,000. 5. Check against Cap: Since £20,000 is well below the potential maximum you could receive given the weekly pay limit, this would be your statutory redundancy pay. If your average weekly pay was, for example, £800, the calculation would be: 1. Calculation using your pay: 100 weeks £800/week = £80,000. 2. Apply the Cap: If the weekly pay limit is £643, then your statutory redundancy pay would be capped at 100 weeks £643/week = £64,300. 3. Contractual Redundancy Pay: Check your employment contract or any company policies. Many employers offer more than the statutory minimum. If your contract specifies a different calculation or a higher amount, you are usually entitled to that. 4. Notice Period: In addition to redundancy pay, you are entitled to a notice period. This is usually statutory (one week after one month's service, rising to one week for each year of service up to a maximum of 12 weeks after 12 years of service) or longer if specified in your contract. You might work through your notice or be paid in lieu of notice. Where to Get Definitive Information: GOV.UK: This is the official government website for the UK and provides the most up-to-date figures and detailed guidance on redundancy pay. Look for information on "statutory redundancy pay." ACAS (Advisory, Conciliation and Arbitration Service): ACAS provides free and impartial advice on employment rights and disputes. They have excellent resources on their website. Your Employment Contract and Company Handbook: Always refer to these documents as they may offer more favourable terms. In summary, for part-time work, the core principles remain the same. The key difference is how your average weekly pay is calculated, which will then be multiplied by the weeks' pay you are entitled to based on your age and length of service, subject to the statutory cap.

Calculating the transition payment for part-time work

Do you work part-time? If so, your part-time factor is taken into account when calculating the transition payment. Below you can read how to calculate your payment when working part-time.

Are you working part-time and facing dismissal? Then, just like full-time workers, you are entitled to a transition payment. The calculation does not differ fundamentally from that for a full-time employment contract, but there are a few points you need to keep a close eye on — because an error in the monthly salary can easily cost you hundreds of euros.

The basic formula that always applies

Whether you work 40 hours or 20 hours per week, the statutory formula is the same. For each complete year of service you receive one third of your gross monthly salary. For the portion of the employment that is shorter than a full year, the payment is calculated on a pro-rata basis using the salary actually earned during that period.

In concrete terms, the calculation works as follows: for the remaining months and days the formula is (gross salary received over that remaining period ÷ gross monthly salary) × (⅓ gross monthly salary ÷ 12). Add together the amounts for the full years, the individual months and the remaining days, and you have the total transition payment.

The part-time monthly salary as the starting point

This is where the crucial difference lies for part-time workers: the basis you use is your eigen gross monthly salary — that is, the salary corresponding to your part-time position. If you work 24 hours per week instead of 40 hours, your contractual part-time wage is the starting point, not the full-time salary.

The calculation of that part-time monthly salary is based on the hourly wage applicable at the time of dismissal, multiplied by the contractually agreed average number of hours per month. If only a number of hours per week has been agreed, this is converted to a monthly basis. Where the number of hours varies — such as under a min/max contract — you look at the average number of hours worked in the twelve months prior to the dismissal.

Which salary components are included

The gross monthly salary is rarely the only amount that counts. Under the Besluit loonbegrip vergoeding aanzegtermijn en transitievergoeding, other fixed and variable pay components are also added to the reference salary. The same rules apply to part-time workers:

• Vakantiebijslag: you add 1/12 of the annual holiday allowance to the monthly salary.
• Fixed year-end bonus or 13th month: you also add 1/12 of this to the monthly salary.
• Vaste looncomponenten (such as a structural overtime allowance or shift supplement): the average over the past 12 months is included on a per-month basis.
• Variabele looncomponenten (such as bonuses or profit-sharing payments): you take 1/36 of the total over the past 36 months.
• Niet meegeteld: the employer's pension contribution, a lease car, and expense allowances.

Do all these components apply in your situation? If so, the calculation salary can come out considerably higher than your contractual salary alone, and the transition payment rises accordingly.

The statutory maximum in 2026

For all employees — full-time and part-time alike — a statutory cap applies. The maximum transition payment in 2026 is €102,000 gross. If you earn more than €102,000 per year, your gross annual salary serves as the maximum. On a part-time salary you will generally only reach this cap after a very long period of employment, but it is worth bearing in mind.

A practical calculation example for a part-time worker

Suppose: you have been working for the same employer in Eindhoven for 7 years and 4 months, 3 days per week. Your gross part-time monthly salary is €1,800. Adding 8% holiday allowance brings the calculation salary to €1,944.

• For 7 complete years: 7 × ⅓ × €1,944 = € 4.536
• For the remaining 4 months: (4/12) × ⅓ × €1,944 = € 216
• Totaal: €4,752 gross transition payment

This is an indicative calculation example. The Dutch central government provides an official Transition Payment Calculator (Rekenhulp Transitievergoeding) which you can use to obtain an initial indication. Do bear in mind that the Calculator can sometimes differ from the actual outcome, because minor differences in salary components or rounding may lead to a different amount.

Common mistakes with part-time employment

In practice, things frequently go wrong with part-time workers. Employers sometimes use an incorrect monthly salary or wrongly leave certain salary components out of account. Always check the following before you agree to your employer's proposal:

• Has the correct part-time monthly salary been used, and not an incorrect hourly rate?
• Has the holiday allowance (8%) been included in the reference salary?
• Is any fixed supplement or year-end bonus taken into account?
• Is the end date of the employment correct, including the notice period?
• Have any previous consecutive contracts with the same employer been included?
• Is the number of years of service correct, including any preceding temporary contracts?

An error on any one of these points can quickly result in a significantly lower payment than you are entitled to. Not sure? Have the calculation checked by a specialist before you sign anything.

The transition payment as a statutory minimum

It is worth knowing that the statutory transition payment is a floor, not a ceiling. Particularly in the case of dismissal via a settlement agreement, there is often room to negotiate more: think of a higher payment, release from work duties with continued pay, or the removal of a non-compete clause. As a part-time worker in the Eindhoven region or elsewhere in Brabant, you are in principle just as well protected as someone working full time.

Why Employment Lawyer Eindhoven

At Arbeidsjurist Eindhoven, we know how error-prone the calculation of the transition payment for part-time work can be in practice. Together with you, we look at the correct salary basis, check whether all components have been included, and verify whether your employer's offer is correct. That way you will never be faced with any surprises. Would you like to know what you are entitled to? Contact us without obligation for a personal consultation.

Frequently asked questions

Will I receive a lower transition payment as a part-time worker than a full-time worker?

Not necessarily less in proportion to your salary. The formula is the same for everyone: one third of a gross monthly salary per full year of service. Because your part-time salary is lower than a full-time salary, the absolute amount will generally be lower. However, the accrual is proportionally identical.

What is the maximum transition payment in 2026?

The maximum transition payment in 2026 is € 102,000 gross. If you earn more than € 102,000 per year, your gross annual salary serves as the maximum. This amount is indexed annually on the basis of wage developments.

Is my holiday pay included in the calculation of the transition payment?

Yes. The holiday allowance (generally 8% of the gross monthly salary) is included in the reference salary. You add 1/12 of the annual holiday allowance to your monthly salary before calculating the payment. The same applies to a fixed 13th month or year-end bonus.

How does the calculation work if my hours vary?

Where working hours are variable — for example under a min/max contract or a zero-hours contract — you calculate the average number of hours worked in the 12 months prior to the dismissal. You then multiply that average by the hourly rate to arrive at the reference salary for the transition payment.

What if I have had several successive fixed-term contracts on a part-time basis?

Successive contracts with the same employer are in principle added together when calculating the length of service, unless there was a break of more than six months between them. The years of service you built up under fixed-term contracts therefore count in full towards your total transition payment.

We are happy to think along with you. For advice tailored to your situation, we would be glad to talk. No rights can be derived from the content of this page and it may contain inaccuracies.