{"id":3641,"date":"2025-03-21T09:36:11","date_gmt":"2025-03-21T09:36:11","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=3641"},"modified":"2026-06-14T18:51:40","modified_gmt":"2026-06-14T18:51:40","slug":"severance-pay-reorganisation","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/ontslagvergoeding-reorganisatie\/","title":{"rendered":"A higher severance payment in a reorganisation"},"content":{"rendered":"

A higher severance payment in a reorganisation? There is often room to negotiate. Imagine you have been working for the same company for twenty years. You know your colleagues, you know exactly how everything works, and suddenly you are told that the company is going to reorganise. Your position is being made redundant and you receive notice of dismissal. Shortly afterwards, a dismissal proposal arrives (settlement agreement<\/a>Many employers stick to the statutory<\/p>\n

The first offer is not always the best<\/h2>\n

Many employers adhere to the legal transitional allowance<\/a> when reorganising. This is a fixed amount per year of employment. However, there is often room for negotiation, especially if the employer has an interest in handling the dismissal quickly and smoothly.<\/p>\n

For instance, a social plan<\/a> may include a higher severance payment than the legal transitional compensation. This is often done to benefit employees and avoid conflicts.<\/p>\n

Why would an employer pay a higher severance payment?<\/h2>\n

An employer often has an interest in a swift and smooth resolution. An employee who contests the dismissal, goes to court, or langdurig ziek<\/a> can lead to additional costs and delays. That is why many employers are willing to pay more, for example when:<\/p>\n