Employment Lawyer for Redundancy in Eindhoven: When to Get One Involved

A reorganisation can take you completely by surprise. You hear that positions are being abolished, that dismissals are taking place, or that a settlement agreement is being put in front of you. That is precisely the moment when it is important to know when to engage an employment lawyer during a reorganisation in Eindhoven, so that you are not caught off guard after the fact. Early legal advice can literally make the difference between a good exit arrangement and missing out on rights you are genuinely entitled to.

What is legally at stake in a reorganisation

During a reorganisation, an employer cannot simply decide who leaves. The law sets clear requirements for the dismissal procedure. For example, in the case of dismissal on economic grounds, the employer must demonstrate to the UWV that the dismissals are economically necessary, that the proportional selection principle (afspiegelingsbeginsel) has been correctly applied, 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 an important point of attention in this regard. Your employer is required to make a genuine investigation into whether another suitable position is available for you within the organisation, even if this requires training. Only if that demonstrably proves impossible is dismissal warranted. These are rules that are regularly applied incorrectly or incompletely in practice, and that is precisely where an employment lawyer can make a difference for you.

When is it wise to engage an employment lawyer

There is no fixed threshold at which you must seek legal advice, but there are situations in which it is wise to do so promptly. Do not, in any event, wait until you have already signed something. Below you will find the moments at which an employment lawyer during a reorganisation in Eindhoven can be of most benefit to you.

• You receive a settlement agreement (VSO). An employer may put pressure on you to sign quickly, but you are not obliged to do so. A mistake in the settlement agreement can cost you your right to unemployment benefit (WW) or result in a severance payment that is too low.
• You have doubts about the order of dismissal. If you suspect that the proportional selection principle has not been applied correctly, that is a concrete ground on which to challenge the dismissal.
• You receive a UWV response form. After the dismissal application has been submitted to the UWV, you are generally given fourteen days to respond. That response can be crucial and requires a targeted approach.
• The duty to redeploy you does not appear to have been taken seriously. If your employer has made little or no effort to offer you a different 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.
• Je bent ziek of zwanger. In certain situations, additional protection rules apply that an employer must observe.

What the employment lawyer does for you in a reorganisation

An employment lawyer examines your situation from every angle. This begins with assessing the dismissal letters, the settlement agreement or the social plan you have received. The lawyer then checks whether the procedure was followed correctly: was the proportional selection principle applied as it should have been, was the duty to redeploy you genuinely fulfilled, and are the transition payment calculations correct?

In 2026 the transition payment amounts to a maximum of €102,000 gross, or one full gross annual salary if that is higher. It accrues at one third of a monthly salary for each full year of service. This sounds straightforward, but in practice mistakes are made — for example when variable pay components are left out of the calculation. An employment lawyer will check this carefully.

This is followed, where necessary, 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 that you come through the reorganisation as well as possible, without losing any of your rights.

Practical steps if you can see a reorganisation coming

Even if you have not yet received any official notice but the signs are already apparent, there are steps you can take. The more prepared you are, the stronger your position will be once the formal process begins.

• Read your employment contract and any applicable collective labour agreement (CAO) carefully for relevant provisions.
• Keep all written communications from your employer regarding the reorganisation, including emails and records of meetings.
• Note down 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 the situation is not too serious; early insight prevents costly mistakes further down the line.

Reorganisation 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 services. Reorganisations affect employees at every level and in every sector. The rules are the same for everyone, but the implications differ from situation to situation. Whether you work for a multinational or a local employer in Eindhoven: your rights upon Reorganisation and Redundancy in Eindhoven are enshrined in law and deserve to be taken seriously.

Assistance from an employment lawyer during a reorganisation in Eindhoven

At Arbeidsjurist Eindhoven, your individual situation takes centre stage — not a one-size-fits-all action plan. We know the local labour market, we understand what is happening with employers in the region, and we speak in plain language. Whether you have received a settlement agreement (VSO), have doubts about the order of dismissal, or simply want to know where you stand: we will help you quickly and concretely. Contact us without obligation for an initial consultation. That way you will know exactly where you stand and what the best next step is.

Frequently asked questions

When should I engage an employment lawyer during a reorganisation?

As early as possible, and in any event before you sign anything. As soon as you receive a settlement agreement (vaststellingsovereenkomst), a UWV defence form, or an official notice of dismissal, it is advisable to seek legal advice immediately. An employment lawyer can still make a real difference to the outcome at that stage.

How much is my transition payment if I am dismissed in a reorganisation?

In 2026, the transition payment amounts to one third of a monthly salary for each full year of service. The statutory maximum is €102,000 gross, or one gross annual salary if that is higher. The transition payment is a statutory minimum: through negotiation it is sometimes possible to agree a higher payment.

May my employer dismiss me without considering redeployment?

No. In the case of dismissal on economic grounds, there is a legal obligation to explore redeployment. Your employer must be able to demonstrate that they have investigated whether another suitable position is available for you within the organisation, with retraining if necessary. Only if that proves impossible may 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 put pressure on you to decide quickly, but you have the right to take your time and seek legal advice. An incorrectly drafted settlement agreement can cost you your entitlement to unemployment benefit (WW) or part of your severance payment.

What does an employment lawyer actually do for me during a reorganisation in Eindhoven?

An employment lawyer assesses whether the dismissal procedure has been followed correctly, checks the calculation of your transition payment, reviews the social plan, and negotiates on your behalf with your employer for better terms where necessary. This puts you in a stronger position without having to navigate all the legal rules yourself.

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.