Your employer has presented you with a settlement agreement – and suddenly you feel under pressure to decide quickly. That is understandable, but certainly not wise. With the right approach you can protect your rights and avoid agreeing to terms that could be improved. This article explains step by step what to do as soon as you receive a VSO in Eindhoven.
Don’t sign anything yet: you have more time than you think
An employer sometimes gives the impression that you need to act quickly. Legally speaking, however, you are under no obligation to sign immediately. In fact, once you have signed the VSO, you still have fourteen days under Article 7:670b(2) of the Dutch Civil Code to dissolve the agreement without giving any reason. If that cooling-off period is not mentioned in the document itself, the period is extended to 21 days.
Make use of that time. It is precisely the period in which you seek legal advice, study the contents, and consider whether the terms on offer are fair.
Read the VSO with these five points in mind
Before speaking to a solicitor, it is useful to form your own initial impression. When reading through the agreement, pay attention at least to the following:
- End date and notice period Does the end date used correspond to the statutory or contractual notice period?
- Amount of the redundancy payment — Is a transition payment included, and has it been calculated correctly based on your years of service and salary? As of 1 January 2026, the statutory transition payment is capped at €102,000 gross.
- Release from duties — Are you released from your duties, and if so, under what conditions?
- Holidays and holiday pay — Have any outstanding leave days and accrued holiday pay been included in the final settlement?
- Confidentiality and non-compete clauses — Are there provisions that could restrict your future career prospects?
This is not an exhaustive list, but it will give you an initial feel for the contents. Professional advice is essential for a full assessment.
Why having a VSO reviewed in Eindhoven is so important
A Settlement agreement may sometimes appear to be a standard document, but it rarely is. Employers generally draft the text in their own favour. An employment lawyer not only checks whether the figures are correct, but also whether the wording of certain clauses could cause you problems later — for example when claiming unemployment benefit (WW) or when starting a new job.
Arrange a no-obligation chat and discover how we can help you.
Plan a conversationWhen having a VSO reviewed in Eindhoven, specifically, the local labour market context also plays a role. Whether you work for a large industrial employer in the region or a smaller business in Brabant, the circumstances of your dismissal partly determine what is open to negotiation. A lawyer with knowledge of regional practice will spot opportunities that you might otherwise overlook.
What to do if you want to refuse or amend the VSO
You are always entitled to refuse. You are never obliged to sign a VSO. If you do not, the employer can opt for an alternative route to termination — via the UWV or the subdistrict court — but strict statutory requirements apply to those routes, and they are not always easy to satisfy.
Would you rather improve the agreement than refuse it outright? Then negotiating is a serious option. Consider pushing for a higher redundancy payment, a longer release period, or more favourable neutral wording of the reason for departure. An employment lawyer can conduct those negotiations on your behalf, so that you do not have to face your employer alone.
Practical steps after receiving a VSO
- Read the agreement carefully and note down your questions and concerns.
- Don't respond to your employer straight away – seek legal advice first.
- Contact an employment lawyer, preferably within a few working days of receipt.
- Already signed? Bear in mind that the statutory 14-day cooling-off period is running — make use of it if you have any doubts.
- Check whether the cooling-off period is included in the VSO; if it is missing, 21 days apply.
- Keep all correspondence with your employer, including emails and messages concerning your departure.
- Enquire whether your situation entitles you to additional payments, such as an outplacement budget or compensation for untaken leave.
Why Labour Lawyer Eindhoven
At Arbeidsjurist Eindhoven, we help employees in the region quickly and personally with the assessment of a VSO. We know the local labour market, think through your specific situation with you, and support you throughout any negotiations. You do not have to work it out alone — get in touch without obligation and discover what we can do for you.
Frequently asked questions
How long do I have to have a VSO reviewed?
You are never obliged to sign immediately. If you have already signed the VSO, you have a statutory cooling-off period of 14 days under Article 7:670b(2) of the Dutch Civil Code to terminate the agreement without giving any reason. If the cooling-off period is not stated in the VSO, a period of 21 days applies. Use that time to obtain legal advice.
Do I have to accept a VSO if my employer offers me one?
No, you are never obliged to sign a settlement agreement. You can refuse or request amendments. If you refuse, the employer may attempt to terminate the employment via an alternative route, but strict statutory requirements apply to those routes. Always seek advice before making a decision.
Is the transition payment in my VSO automatically correct?
Not necessarily. The severance payment is calculated on the basis of your years of service and gross monthly salary. In 2026 the statutory maximum is €102,000 gross. Errors in the calculation are common, and with a VSO there is sometimes scope to negotiate more than the statutory severance payment. Always have a lawyer check the calculation.
What happens to my unemployment benefit (WW) if I sign a VSO?
To retain entitlement to unemployment benefit, it is crucial that the VSO is drafted correctly. For example, you must not be seen as having taken the initiative to end the employment yourself, and the end date must align with the applicable notice period. An employment lawyer will check that the wording protects your WW entitlement.
Can I also negotiate the contents of a VSO?
Yes, absolutely. A VSO is a negotiating document. You can negotiate the amount of the redundancy payment, the end date, the reason for departure, an outplacement budget, release from duties, and more. An employment lawyer will support you throughout and knows what it is realistic to achieve in your particular situation.
We're happy to help you brainstorm ideas. For advice tailored to your specific situation, we'd be happy to sit down with you. No rights can be derived from the content of this page and it may contain inaccuracies.
