{"id":4665,"date":"2026-05-31T21:53:15","date_gmt":"2026-05-31T21:53:15","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=4665"},"modified":"2026-05-31T21:53:15","modified_gmt":"2026-05-31T21:53:15","slug":"tuition-fee-agreement-settlement-agreement-eindhoven","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/studiekostenbeding-vaststellingsovereenkomst-eindhoven\/","title":{"rendered":"To have a training costs clause set aside in a settlement agreement in Eindhoven"},"content":{"rendered":"<p>Have you been offered a settlement agreement (vaststellingsovereenkomst) and does your employment contract also contain a training costs clause? If so, you may be facing a substantial repayment to your employer. Fortunately, this is far from always justified, and the settlement agreement negotiation is precisely an opportunity to get this clause off the table. In this article you can read when a training costs clause is valid, when it is not, and how to deal with it when employment is terminated by mutual consent.<\/p>\n<h2>What is a tuition fee clause and when does it apply<\/h2>\n<p>A training costs clause is an arrangement in your employment contract or a separate training agreement, under which you reimburse your employer for training costs paid on your behalf if you leave employment within a certain period. The employer invests in your knowledge and expects you to put that knowledge to use within the organisation for a number of years.<\/p>\n<p>Zo&#8217;n beding is juridisch gezien niet in een apart wetsartikel vastgelegd, maar de Hoge Raad heeft al in 1983 (het Muller\/Van Opzeeland-arrest) bepaald aan welke eisen het moet voldoen om geldig te zijn. Sindsdien is er ook in de rechtspraak een duidelijk kader ontstaan.<\/p>\n<p>To be legally valid, a training costs clause must meet at least three conditions:<\/p>\n<ul>\n<li>It must be recorded in writing how long the employer is deemed to benefit from the training (the so-called benefit period).<\/li>\n<li>The repayment obligation must decrease on a sliding scale the longer you remain employed after completing the training.<\/li>\n<li>The financial consequences must have been clearly explained to you in advance; you must not be faced with any surprises.<\/li>\n<\/ul>\n<p>Furthermore, the clause must have been agreed in writing before the training commenced. If you never signed anything before the training started, your employer cannot hold you to it after the fact.<\/p>\n<h2>When is a tuition fee clause void<\/h2>\n<p>Sinds 1 augustus 2022 gelden er aanvullende wettelijke beperkingen door de invoering van de Wet transparante en voorspelbare arbeidsvoorwaarden. Deze wet heeft artikel 7:611a van het Burgerlijk Wetboek uitgebreid. De kern: als de opleiding verplicht is op grond van wet of cao om jouw functie goed uit te kunnen oefenen, moet de werkgever die opleiding kosteloos aanbieden. Een studiekostenbeding voor zo&#8217;n verplichte opleiding is dan van rechtswege nietig.<\/p>\n<p>In short: if your training was necessary for the performance of your current role and that obligation follows from the law or an applicable collective labour agreement (cao), you do not have to repay those costs \u2013 even if a clause to that effect appears in your contract.<\/p>\n<p>Please note: there is a difference between training that is <em>required<\/em> for your role and training you undertake for career progression or personal development. If you are pursuing a course on your own initiative or for a different role in the future, a training costs clause remains possible in principle. <em>noodzakelijk<\/em> is voor je functie en een opleiding die je volgt voor doorgroei of persoonlijke ontwikkeling. Volg je een studie op eigen initiatief of voor een andere functie in de toekomst, dan blijft een studiekostenbeding in beginsel mogelijk.<\/p>\n<h2>The study costs clause in a settlement agreement<\/h2>\n<p>At a <a href=\"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/settlement-agreement\/\">settlement agreement<\/a> the study costs clause comes into play in a particular way. Your employer is taking the initiative for the dismissal. That very fact works in your favour during negotiations.<\/p>\n<p>The Supreme Court has ruled that an employer may act contrary to the principles of reasonableness and fairness if they hold you to a repayment arrangement while they themselves took the initiative to terminate the employment. This makes the study costs clause a serious point of negotiation in many cases involving a settlement agreement where your employer is the driving force behind the dismissal.<\/p>\n<h3>Set-off against the final settlement<\/h3>\n<p>Be alert to set-off as well. Employers sometimes quietly set off study costs against the final settlement payment. This is permissible in principle, but only to the extent that you retain at least the statutory minimum wage. Your employer may never withhold your salary in full on account of study costs. Make sure, therefore, that the settlement agreement explicitly sets out what will happen with the study costs clause, so that any surprises at the final settlement stage are avoided.<\/p>\n<h2>How to negotiate away the tuition fee clause<\/h2>\n<p>The good news is that in a settlement agreement you have every opportunity to negotiate over the study costs clause. Employees often focus solely on the severance payment when assessing a settlement agreement, but a high payment is of little value if you are subsequently left with a substantial study debt to repay. Always include the clause explicitly in the negotiation process.<\/p>\n<p>Practical tips for your approach:<\/p>\n<ul>\n<li>Check whether the study costs clause was agreed in writing and before the start of the course; if not, the clause may already be invalid.<\/li>\n<li>Establish whether the course was compulsory for your role under statute or a collective labour agreement (cao); if so, the clause may be void pursuant to Article 7:611a of the Dutch Civil Code.<\/li>\n<li>Consider whether the clause contains a sliding scale and whether the repayment period has already (partly) expired.<\/li>\n<li>Make it an explicit point in the negotiation that the initiative for the dismissal lay with the employer; this weakens their position when seeking to enforce the clause.<\/li>\n<li>Stipulating in the settlement agreement that the study costs are waived in full or in part is open to discussion in many cases, particularly where the employer has an interest in a swift resolution.<\/li>\n<li>Have the settlement agreement reviewed by an employment lawyer before you sign; that way you can be certain there are no hidden set-off provisions in it.<\/li>\n<\/ul>\n<h2>Fixed-term contract and the study costs clause<\/h2>\n<p>Werk je op basis van een tijdelijk contract en heeft je werkgever besloten dit niet te verlengen? Dan is het terugvorderen van studiekosten extra kwetsbaar. Rechters houden er rekening mee of je contract bepaalde of onbepaalde tijd was. Bij een tijdelijk dienstverband mag je werkgever je meer expliciet informeren over de financi\u00eble risico&#8217;s van het studiekostenbeding. Doet hij dat niet, dan kan het beding buiten toepassing worden gelaten.<\/p>\n<h2>Why Employment Lawyer Eindhoven<\/h2>\n<p>A study costs clause in a settlement agreement is a frequently encountered stumbling block for employees in the Eindhoven and Brabant region. The landscape is complex: when is such a clause valid, when is it void, and what is open to negotiation? Arbeidsjurist Eindhoven can help you answer those questions in concrete terms. We assess your situation, test the clause against current legislation and regulations, and support you in negotiations with your employer. Contact us without obligation for an initial consultation; you will quickly know where you stand.<\/p>\n<section class=\"pcai-faq\">\n<h2>Frequently asked questions<\/h2>\n<details class=\"pcai-faq-item\" style=\"border:1px solid #e2e8f0;border-radius:10px;margin:0 0 .6em;padding:.15em .35em;background:#fff;\">\n<summary style=\"cursor:pointer;padding:.85em 1em;font-weight:600;\">Do I always have to repay study costs in a settlement agreement?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding:0 1em 1em;\">\n<p>No, that is not automatically the case. If your employer took the initiative to proceed with the dismissal, it may be contrary to reasonableness and fairness to hold you to the repayment obligation. Moreover, the negotiation of the settlement agreement provides an opportunity to agree that the study costs clause will lapse or that the costs will be waived.<\/p>\n<\/div>\n<\/details>\n<details class=\"pcai-faq-item\" style=\"border:1px solid #e2e8f0;border-radius:10px;margin:0 0 .6em;padding:.15em .35em;background:#fff;\">\n<summary style=\"cursor:pointer;padding:.85em 1em;font-weight:600;\">When is a study costs clause void under the 2022 legislation?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding:0 1em 1em;\">\n<p>Since 1 August 2022, Article 7:611a paragraph 4 of the Dutch Civil Code provides that a study costs clause is void if the training was compulsory under statute or a collective labour agreement in order for you to perform your role properly. The employer must offer such compulsory training free of charge and may not recover the costs from you.<\/p>\n<\/div>\n<\/details>\n<details class=\"pcai-faq-item\" style=\"border:1px solid #e2e8f0;border-radius:10px;margin:0 0 .6em;padding:.15em .35em;background:#fff;\">\n<summary style=\"cursor:pointer;padding:.85em 1em;font-weight:600;\">What is a sliding scale in a study costs clause?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding:0 1em 1em;\">\n<p>A sliding scale means that the repayment obligation gradually decreases the longer you remain employed after completing the training. For example: in the first year you repay 100%, in the second year 66%, and in the third year 33%. If such a scale is absent, the clause may be invalid.<\/p>\n<\/div>\n<\/details>\n<details class=\"pcai-faq-item\" style=\"border:1px solid #e2e8f0;border-radius:10px;margin:0 0 .6em;padding:.15em .35em;background:#fff;\">\n<summary style=\"cursor:pointer;padding:.85em 1em;font-weight:600;\">May my employer set off study costs against my final settlement payment in a settlement agreement?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding:0 1em 1em;\">\n<p>Set-off is permissible in principle, but only if, after the set-off, you still receive at least the statutory minimum wage. Your employer may not withhold your salary in full. Always ensure that the settlement agreement explicitly records what will happen with the study costs clause and the final settlement payment.<\/p>\n<\/div>\n<\/details>\n<details class=\"pcai-faq-item\" style=\"border:1px solid #e2e8f0;border-radius:10px;margin:0 0 .6em;padding:.15em .35em;background:#fff;\">\n<summary style=\"cursor:pointer;padding:.85em 1em;font-weight:600;\">What if I never signed the study costs clause before the training began?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding:0 1em 1em;\">\n<p>A study costs clause must be agreed in writing before the training has commenced. If you signed nothing prior to the start of the training, the clause may not be legally valid and you can dispute the repayment obligation. Your employer cannot compel you to sign something after the fact.<\/p>\n<\/div>\n<\/details>\n<\/section>","protected":false},"excerpt":{"rendered":"<p>Does your VSO include a study costs clause? Find out when you can have this waived or negotiated, and what the rules are in Eindhoven.<\/p>","protected":false},"author":2,"featured_media":4669,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9],"tags":[],"class_list":["post-4665","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-vaststellingsovereenkomst"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.6 (Yoast SEO v28.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Studiekostenbeding in je VSO laten vervallen<\/title>\n<meta name=\"description\" content=\"Studiekostenbeding laten vervallen in je vaststellingsovereenkomst in Eindhoven? 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