Legal advice on redundancy in Eindhoven: these are your options

Are you looking for legal advice on a reorganisation in Eindhoven? Are you facing a reorganisation and don't know where to start? It is good to know that, as an employee in the Netherlands, you enjoy strong 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 that you know which step makes the most sense in your situation.

What is at stake in a reorganisation

A reorganisation is a significant event for many employees. Your position may be made redundant, you may be asked to sign a settlement agreement, or you may be told that the UWV is going to assess a dismissal permit. What all these routes have in common is this: the choices you make now will largely determine what you receive later — and whether you retain your entitlement to unemployment benefit (WW).

How your employer is permitted to proceed is largely governed by statute. This includes the application of the proportional selection principle, the obligation to redeploy you, and the statutory transition payment. For 2026, a statutory maximum of € 102.000 bruto, or one gross annual salary if that is higher, applies. This represents a considerable sum over which you should not negotiate lightly. For a complete overview of your rights, see also the page on Reorganisation and Redundancy in Eindhoven.

Four routes for legal advice

As an employee you have several ways of obtaining legal advice. Which one suits you best depends on your situation, your memberships, and how complex your case is.

Via je vakbond

Are you a member of FNV, CNV, or another trade union? As a member you are generally entitled to direct legal support in dismissal cases. An additional benefit is that trade unions are often already involved in the negotiations over the social plan, meaning they know exactly what has been agreed and what you can expect. This makes their advice particularly valuable in many cases.

Via your legal expenses insurance

Do you have legal expenses insurance? If so, check carefully whether employment disputes and dismissal cases are covered under your policy. Not every policy covers this automatically. If it is covered, you can engage a specialist employment lawyer to represent you in the proceedings at no additional cost.

Via het Juridisch Loket

The Legal Aid Desk (Juridisch Loket) is easily accessible and free of charge for an initial exploratory consultation. You can obtain a general assessment of your rights and obligations here. Bear in mind that this service does not provide in-depth guidance on more complex cases, but it is a good starting point if you are not yet sure where you stand.

Via a specialist employment lawyer

For a thorough assessment of your situation — particularly if a settlement agreement has been put on the table, if you have doubts about the amount 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 option. An employment lawyer can review documents such as the social plan and the dismissal letter in detail and negotiate improved terms on your behalf.

When should you engage an employment lawyer

Not every dismissal scenario calls for in-depth assistance straight away. However, in the following situations it is advisable to act quickly:

• You have received a settlement agreement and must make a decision within a few days.
• You are unsure whether the transition payment has been calculated correctly, for example in cases of part-time work, irregular allowances, or a lengthy period of employment.
• You suspect that the proportional selection principle (afspiegelingsbeginsel) has not been applied correctly and that you have been put forward for dismissal without proper justification.
• Your employer is putting pressure on you to sign quickly, without giving you the opportunity to seek advice.
• A collective dismissal is taking place and you want to know what additional rights the Collective Dismissal Notification Act (WMCO) gives you.
• The collective labour agreement (cao) arrangements in your sector may differ from the statutory minimum requirements.

Bear in mind: your employer is obliged to inform you of the possibility of seeking legal advice before you sign an agreement. Make use of that opportunity.

Practical tips before you make a decision

In the midst of a reorganisation, it is easy to feel under too much pressure to make quick decisions. These tips will help you keep a clear head:

• Record all conversations with your employer in writing, including agreements made verbally.
• Keep all documents you receive: the reorganisation plan, dismissal letter, social plan, and any settlement agreement.
• Never sign under pressure and only do so after you have sought advice.
• Always check that your entitlement to unemployment benefit (WW) remains intact; an error in the settlement agreement can put this at risk.
• Check whether your collective labour agreement (cao) includes a social plan or dismissal committee, as this affects which procedure is followed.
• Seek advice in good time — some legal deadlines are short, and missing them can mean that your rights lapse.

Local assistance 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 significant organisational changes. This makes knowledge of the local context — collective agreements, social plans, and what is customary in the region during negotiations — a serious advantage. An employment lawyer who is familiar with this environment can therefore assess your case more sharply than a generalist without regional insight.

Legal advice on a reorganisation in Eindhoven

At Arbeidsjurist Eindhoven, we help employees in the region who are dealing with reorganisation, dismissal, or a settlement agreement. We assess your situation concretely, 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 look at which route will deliver the best outcome for you.

Frequently asked questions

Am I always entitled to a transition payment if I am dismissed due to a reorganisation?

In most cases, yes. When your employment contract is terminated at your employer's initiative — including in a reorganisation — you are legally entitled to a transition payment. In 2026, the maximum is €102,000 gross, or one gross annual salary if that is higher. The entitlement applies from your very first working day and also applies to 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 in a reorganisation?

No, absolutely not. Your employer is even legally required to inform you of your right to seek legal advice. Use that opportunity: an error in the settlement agreement can cost you your unemployment benefit (WW) entitlement or result in a severance payment that is too low. 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 reorganisation?

With a settlement agreement (VSO), you agree to the dismissal yourself; no UWV permission is required. In a UWV procedure, the employer applies for a dismissal permit on the grounds of business-economic reasons. As an employee, you can submit a defence in that procedure. Which route is followed depends on the social plan, the collective labour agreement, and the willingness of both parties to reach an agreement. An employment lawyer can help you determine which route offers 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, this is complex: it requires insight into age groups, interchangeable roles, and length of service. An employment lawyer can analyse this for you and, where necessary, lodge an objection if the rules have not been followed correctly.

What if my collective labour agreement deviates from the statutory dismissal rules?

Some collective labour agreements contain different arrangements, such as a dismissal committee instead of the UWV, or an alternative provision in place of the statutory transition payment. From 2026, such an alternative collective labour agreement provision 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 labour agreement and have an employment lawyer assess whether the provision offered is sufficient.

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.