{"id":4421,"date":"2026-05-31T19:17:57","date_gmt":"2026-05-31T19:17:57","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=4421"},"modified":"2026-10-09T12:07:15","modified_gmt":"2026-10-09T12:07:15","slug":"settlement-agreement-disrupted-working-relationship","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/vaststellingsovereenkomst-verstoorde-arbeidsrelatie-rechten\/","title":{"rendered":"Settlement Agreement in a Broken Working Relationship: What Are Your Rights?"},"content":{"rendered":"

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A VSO in the context of a disrupted employment relationship often offers a clean way out. Below you can read what rights you have and how to agree a good arrangement.<\/p>\n

Wanneer de werkrelatie tussen jou en je werkgever ernstig beschadigd is geraakt, ligt een settlement agreement<\/a><\/a> (VSO) soms op tafel als uitweg. Maar wat zijn eigenlijk jouw rechten in zo’n situatie? En ben je verplicht om die overeenkomst te tekenen? Het korte antwoord is nee \u2014 maar er speelt veel meer mee dan alleen die handtekening.<\/p>\n

What does a disrupted employment relationship mean in legal terms?<\/h2>\n

Niet elke ruzie of meningsverschil maakt een arbeidsrelatie juridisch ‘verstoord’. In het arbeidsrecht spreekt men van een verstoorde verhouding als er sprake is van een duurzaam en ernstig gebrek aan vertrouwen, waarbij herstel van de samenwerking redelijkerwijs niet meer mogelijk is. Denk aan aanhoudende conflicten, een diepgeworteld verschil van inzicht of een situatie waarin de sfeer volledig is weggezakt.<\/p>\n

De werkgever kan in zo’n geval ontslag proberen te regelen via de kantonrechter op basis van de zogenoemde ‘g-grond’: de verstoorde arbeidsverhouding. Maar dat kost tijd, geld en energie. Vandaar dat werkgevers vaak kiezen voor een vaststellingsovereenkomst als snellere en rustigere route.<\/p>\n

Rights you have as an employee<\/h2>\n

The fact that your employer has presented a settlement agreement (VSO) does not mean that you are in a weak position. On the contrary: as an employee you have clear rights that protect you.<\/p>\n

Cooling-off period after signing<\/h3>\n

Once you have signed a settlement agreement (VSO), you are legally entitled to fourteen days in which to withdraw your decision without giving any reason. This right to a cooling-off period always applies, even if it is not mentioned in the agreement. If this right is not mentioned in the VSO, the cooling-off period is extended to three weeks.<\/p>\n

Right to fair compensation<\/h3>\n

When leaving via a settlement agreement (VSO), you are in most cases entitled to at least the transition payment. This is the statutory severance payment based on your years of service and salary. However, you need not stop there: in negotiations more is often achievable, particularly if the disrupted relationship is (partly) attributable to the employer.<\/p>\n

Recht op juridisch advies<\/h3>\n

You may always \u2014 and it is strongly recommended \u2014 consult a legal adviser before signing. An employer may not put pressure on you to decide immediately. Take the time you need.<\/p>\n

What should you look out for in the agreement?<\/h2>\n

A settlement agreement (VSO) is tailor-made. The wording ultimately determines what you receive and which rights you do or do not retain. At the very least, pay attention to the following points:<\/p>\n