Redundancy at ASML due to a reorganisation, what can you expect?

ASML is reorganising in 2026, which will affect many employees in the Brainport region of Eindhoven and Veldhoven. On 11 May 2026, ASML and the trade unions FNV, CNV, De Unie and VHP2 reached a negotiated agreement on a continuous social plan that will be valid for two years from 1 June 2026. The principle is that as many forced redundancies as possible will be prevented through redeployment, and if this is not possible, then work-to-work support will be provided with a severance payment. If you are affected by the reorganisation, have your position and your compensation assessed before you sign anything.

What is happening with ASML's reorganisation

ASML announced in early 2026 that a reorganisation could affect approximately 1,700 jobs, of which around 1,400 would be in the Netherlands, primarily management positions within the technology and IT departments. Following consultations with trade unions, the number of compulsory redundancies is expected to be significantly lower, well under 1,000, and no compulsory redundancies have been agreed until 1 May next year. A reorganisation of this magnitude proceeds via Redundancy, after consulting the works council and within the rules of the mirroring principle and the redeployment obligation.

The ASML social plan in broad outline

The social plan applies to employees with permanent contracts within salary scales 1 to 16 and runs for two years from 1 June 2026.

Ontslag bij de ASML-reorganisatie voorkomen

You may potentially become redundant if your role ceases to exist, if there are fewer job openings available, or if your role changes significantly. If there are fewer positions available, the principle of reflection will determine who becomes redundant. Redundant employees will be given priority for all vacancies within ASML.

Redeployment scheme and voluntary departure

Anyone not made redundant after the reflection period can register as a replacement within ten working days and thus prevent a colleague's forced dismissal. The replacement is entitled to 80 percent of their own severance pay. In addition, ASML may offer a voluntary redundancy scheme.

redeployment and outplacement

If no suitable position is found, you will be made definitively redundant. You will then remain employed for nine months, and for the Tech and IT transition until 30 April 2027. There will be job-to-job support via the mobility centre and Randstad RiseSmart, in principle for a maximum of six months and, with twenty years of service or more, for a maximum of twelve months, with a training budget of up to 5,000 euros.

The termination payment at ASML

If your employment is terminated on ASML's initiative, this will be done via a settlement agreement with a severance pay of one month's salary per year of service.

• A minimum of four months' salary, irrespective of tenure.
• Extra monthly salaries based on your age, not cumulative. From 50 years of age one month, from 53 years of age two, from 56 years of age three and from 60 years of age four monthly salaries.
• The monthly salary includes fixed salary components, such as holiday allowance, thirteenth month's salary and certain allowances, and for higher scales the average STI bonus.
• The maximum compensation is €400,000 gross, or a maximum of 24 monthly salaries, whichever is higher.
• There is a cap towards the state pension age, but the reimbursement is never lower than the statutory minimum. transition payment.

If you do not agree to a mutual termination, ASML will request permission from the UWV. The procedural time will be deducted from the notice period, with a minimum of one month.

Free legal advice via your ASML budget

The social plan gives you, as an ASML employee, a budget of €1,250 excluding VAT for legal advice. We will not charge you more than this budget, so having your settlement agreement reviewed and receiving advice on your situation will cost you nothing. Your legal check is therefore free of charge. Contact us without obligation, and we will explain how to use this budget.

Further conditions and supplementary provisions

• An anniversary payment that you would have received within six months (12.5 years) or twelve months (25 or 40 years) of departure will still be paid out in the final settlement.
• ASML does not claim repayment from a study agreement.
• As a general rule, the non-competition and non-solicitation clauses will expire. An exception applies to roles in core engineering, sales, and sourcing, where these clauses will continue to apply but the period has been reduced from twelve to nine months.
• For LTI, STI, the share purchase plan, and the profit-sharing scheme, specific arrangements apply upon departure.

What you should do as an ASML employee

• Check if your redundancy has been correctly declared and if the mirroring principle has been applied correctly.
• Have the settlement agreement and the calculation of your termination pay reviewed before you sign it.
• Please note your right to unemployment benefit and the correct wording and notice period.
• See whether a redundancy package or voluntary redundancy would be more advantageous for you.

Our employment lawyers in Eindhoven know the region and the tech sector and help ASML employees daily with dismissals and settlement agreements. Employment law is about people, and we stand by your side. Contact us for a no-obligation consultation to discuss your situation.

Frequently asked questions about the ASML reorganisation

Will I receive a higher compensation than the statutory transition payment?

Often. The severance pay is one month's salary per year of service with a minimum of four months' salary and age allowances, and is never lower than the statutory transitional payment.

Can I be forced to resign during a reorganisation?

The premise is to prevent forced redundancies as much as possible through redeployment and outplacement, with the agreement that there will be no forced redundancies until May 1st of the following year.

Should I sign the settlement agreement straight away?

No. Let the agreement be reviewed first. You have fourteen days' cooling-off period, but it is advisable to have it checked beforehand to see if the compensation is correct and whether you will keep your unemployment benefit.

Does my non-competition clause still apply after leaving ASML?

As a general rule, the non-competition and non-solicitation clauses will lapse. For core engineering, sales and sourcing roles, an exception applies, and where the clause remains in effect, the duration has been shortened to nine months.

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.