Reorganisation and Economic Dismissal in Eindhoven

Are you affected by a reorganisation at your employer in the Eindhoven area? We explain your rights and make sure you do not agree to a proposal that is too low.

  • Explanation of the mirror-image principle and redundancy selection
  • We check your payment and the social plan
  • Personal advice, often on the same day
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In brief

  • A reorganisation takes place for business-economic reasons
  • Your employer uses the mirror-image principle to determine who is selected for dismissal
  • Upon dismissal you are entitled to a transition payment
  • A social plan can lead to a higher payment
  • Your employer has a duty to redeploy you
  • Do not simply agree to a proposal — have it reviewed first

What does a reorganisation mean for you

In a reorganisation, your employer restructures the organisation for business-economic reasons. Think of a reduced workload, a deteriorating financial position, or a new way of working. As a result, positions may be abolished and dismissal for business-economic reasons may follow.

If you are declared redundant, the mirror-image principle (afspiegelingsbeginsel) determines whether that is justified. Within interchangeable roles, employees are ranked by age group, and those who joined most recently leave first. We check whether your employer has applied this correctly, because an error could make your dismissal unlawful.

Arbeidsjurist in Eindhoven bespreekt een reorganisatie met een werknemer
Werknemer laat het sociaal plan bij een reorganisatie controleren

Your payment and the social plan

If your employer dismisses you for business-economic reasons, you are entitled to the statutory transition payment. If there is a social plan, your payment may be higher than the statutory minimum. We calculate exactly what you are entitled to.

Your employer will often offer dismissal by means of a Settlement agreement. Always have that proposal reviewed before signing. We look at the payment, the notice period, and your entitlement to unemployment benefit (WW), so that you know whether everything is in order before you sign.

You do not have to face this alone

A reorganisation can feel unsettling. We support employees and employers in the Eindhoven region every day and know where there is room to negotiate. Contact us without obligation to discuss your options.

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Frequently asked questions about reorganisation

A reorganisation refers to a process where a company or organisation changes its structure, operations, or business model. This can involve various actions, such as: Restructuring: This might involve selling off parts of the business, merging with another company, or divesting assets. Downsizing: This can mean reducing the workforce, closing branches, or cutting back on certain operations. Changing management: New leadership might be brought in to oversee the changes. Altering departments or divisions: The way the company is organised into teams or business units could be modified. Shifting strategy: The company's overall goals and how it plans to achieve them might be redefined. Reorganisations are typically undertaken to improve efficiency, reduce costs, adapt to changing market conditions, enhance profitability, or address financial difficulties.
In a reorganisation, your employer restructures the organisation for business-economic reasons, for example due to a reduced workload, a deteriorating financial position, or a new way of working. As a result, positions may be abolished and dismissal for business-economic reasons may follow.
How does my employer determine who is declared redundant?
Your employer applies the mirror-image principle (afspiegelingsbeginsel). Within interchangeable roles, employees are divided into age groups, and those who joined most recently leave first. In this way, the age distribution remains proportionate.
Am I entitled to a transition payment in a reorganisation?
Yes. If your employer dismisses you for business-economic reasons, you are entitled to the statutory transition payment. Under a social plan, the payment may be higher than the statutory minimum.
Do I have to agree to dismissal in a reorganisation?
No, not just like that. Your employer either requests permission from UWV or offers you a settlement agreement. Always have a proposal reviewed, as there is often room to improve the terms.

Knowledge base reorganisation

Articles about reorganisation and dismissal, click to open

In-depth information on reorganisation, business-economic dismissal and your rights, written by our employment lawyers in Eindhoven.

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Facing a reorganisation?

Employment law is personal. Discuss your reorganisation without obligation with an employment lawyer in Eindhoven and we will look at your situation together.

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