Employment Lawyer Transition Payment Eindhoven: When to Get One Involved

Employment lawyer for transition payment matters in Eindhoven: when should you seek advice?

You are entitled to a transition payment — but do you know whether the amount is correct? Or whether there is more to negotiate? An employment lawyer specialising in transition payments in Eindhoven can help you at precisely the moment it really matters. In this article you can read when you need legal assistance and what you stand to gain from it.

What the transition payment in 2026 entails

De transition payment is the statutory payment you receive when your employer takes the initiative to terminate the employment contract. The calculation is straightforward: you accrue entitlement from your very first working day. The amount depends on your gross monthly salary and the length of your employment.

The following statutory principles apply for 2026:

• You receive one third of a monthly salary for each full year worked.
• Partial years of service also count on a pro-rata basis.
• The statutory maximum in 2026 is €102,000 gross, or one year's salary if that is higher.

This maximum was increased as of 1 January 2026 compared with the previous year, based on the annual indexation to contractual wage developments. Nevertheless, knowing the calculation method does not automatically mean that your employer has determined the amount correctly.

Situations in which you are better off not negotiating yourself

Many employees think when facing dismissal: it seems straightforward, I'll handle it myself. That is understandable, but employment law is full of details that can have significant consequences. Below are situations in which it is wise to consult an employment lawyer straight away:

• You have received a settlement agreement. The calculation of the payment regularly contains errors, and a settlement agreement includes legal clauses with far-reaching consequences for, among other things, your entitlement to unemployment benefit (WW).
• You are unsure whether the amount being offered is correct. Employers do not always include all salary components, such as holiday allowance, bonuses, or shift allowances.
• You are being dismissed during illness or following a reorganisation. In such situations, special rules apply regarding protection against dismissal and the level of the payment.
• Your employer refuses to pay or pays late. After the end of your employment, a strict limitation period of three months applies within which you must enforce your right through the subdistrict court.
• You want more than the statutory minimum payment. In a settlement agreement, the transition payment is a point for negotiation; an experienced employment lawyer will typically achieve more here.

What an employment lawyer concretely does for you

An employment lawyer specialising in transition payments looks beyond just the figure at the bottom of the page. He or she reviews the complete dismissal arrangement, identifies inaccuracies in the calculation, and assesses the other provisions in the agreement. Think of the release from work, the non-competition clause, the end date, and the wording around the neutral reason for dismissal, which is important for your unemployment benefit (WW).

In addition, an employment lawyer negotiates on your behalf for better terms. In most cases, the cost of legal assistance is incorporated into the negotiation, so that you do not have to bear those costs yourself. This makes seeking help early on a sensible choice in most cases — financially as well.

Practical steps when you receive notice of dismissal

Not sure where to begin? Follow these steps:

• Do not put anything in writing and do not sign anything until you have taken legal advice.
• Keep all communications with your employer, including messages sent by email or app.
• Note down your exact start date, type of contract, and all salary components you receive.
• Consult an employment lawyer as soon as possible; do not wait until just before a deadline.
• Ask whether a contribution towards legal costs can be included in the arrangement.
• Also have the timing of payment checked: the transition payment must be made no later than one month after the end of the employment.

The earlier you act, the stronger your position

A common mistake is waiting until the situation has already reached an impasse. Once you agree to a proposal or send an email indicating your consent, negotiating becomes considerably more difficult. It is therefore advisable to involve an employment lawyer before any form of agreement is on the table. The earlier you act, the more scope there is to reach a better outcome.

This applies not only to long periods of employment or high salaries. Even with a contract of a few years or a modest salary, the outcome can be meaningfully different with the right guidance. Every situation deserves a fair assessment.

Why Employment Lawyer Eindhoven

At Arbeidsjurist Eindhoven we support employees in the Eindhoven and Brabant region with expert advice on transition payments and dismissal arrangements. We know the local labour market, are transparent about costs, and always assess your situation on an individual basis. Have you been dismissed or have you received a settlement agreement? Contact us without obligation. We are happy to think through with you what you may be entitled to claim and how we can achieve that together.

Frequently asked questions

When should I engage an employment lawyer regarding my transition payment?

It is advisable to engage an employment lawyer as early as possible — preferably as soon as you know you are being dismissed or have received a settlement agreement. The earlier you obtain legal advice, the more room there is to negotiate. In any event, do not wait longer than necessary, as after the end of your employment a limitation period of three months applies within which to claim the transition payment through the subdistrict court.

What is the maximum transition payment in 2026?

In 2026 the statutory maximum transition payment is €102,000 gross. If your annual salary exceeds this amount, your annual salary serves as the statutory maximum. The maximum is indexed annually on the basis of contractual wage developments.

Do I have to pay the costs of an employment lawyer myself for the transition payment?

Not always. In most cases, a contribution towards legal assistance is included in the arrangements negotiated with the employer when concluding a settlement agreement. It is then the employer who pays the costs of your legal support. Discuss this during your first contact with your employment lawyer.

Can I receive a higher payment than the statutory transition payment?

Yes, that is certainly possible in the case of dismissal by means of a settlement agreement. The transition payment applies as the statutory minimum, but the employer and employee are free to agree a higher severance payment. An employment lawyer can conduct the negotiations on your behalf in order to achieve the most favourable outcome possible.

What if my employer fails to pay the transition payment, or pays it late?

The employer is obliged to pay the transition payment no later than one month after the end of the employment relationship. If this does not happen, you are entitled to statutory interest on the outstanding amount. If payment continues to be withheld, you can enforce your right through the subdistrict court. Please note: a limitation period of three months applies. Engage an employment lawyer in good time.

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.