{"id":4831,"date":"2026-06-01T13:19:01","date_gmt":"2026-06-01T13:19:01","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/kennisbank\/transitievergoeding-ontslag-kantonrechter-eindhoven\/"},"modified":"2026-06-15T09:54:19","modified_gmt":"2026-06-15T09:54:19","slug":"transition-payment-dismissal-sub-district-court-eindhoven","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/transitievergoeding-ontslag-kantonrechter-eindhoven\/","title":{"rendered":"Redundancy Payment on Dismissal via Eindhoven District Court"},"content":{"rendered":"

<\/p>\n

Transition payment upon dismissal via the subdistrict court<\/h2>\n

If you are dismissed and the procedure goes through the subdistrict court, you are in most cases entitled to a transition payment<\/a>. However, with this dismissal route there are a few points to be aware of that determine how much your payment will be and whether you may even be entitled to more. This article explains exactly how that works.<\/p>\n

When does dismissal proceed via the subdistrict court<\/h2>\n

Not every dismissal follows the same route. The reason for dismissal determines the path your employer must take. If the reason relates to you personally \u2014 such as underperformance, a disrupted working relationship, or frequent sick leave \u2014 your employer must submit a dissolution request to the subdistrict court. Only in cases of business economic reasons or long-term incapacity for work does the procedure run via the UWV.<\/p>\n

The subdistrict court then assesses whether the stated reason for dismissal is sufficiently substantiated and whether your employer also considered whether redeployment to another role was possible. If the substantiation is insufficient, the court rejects the request and you simply remain in employment.<\/p>\n

How the subdistrict court procedure unfolds, step by step<\/h2>\n

Het helpt om te weten wat je kunt verwachten als jouw werkgever een ontbindingsprocedure start. De procedure verloopt globaal in vier stappen en duurt gemiddeld zo’n acht weken.<\/p>\n

    \n
  • Verzoekschrift:<\/strong> your employer submits a dissolution request to the subdistrict court, setting out the reason for the dismissal.<\/li>\n
  • Verweerschrift:<\/strong> you are given the opportunity to respond in writing. You can contest the dismissal or alternatively request a fair compensation payment on top of the transition payment.<\/li>\n
  • Zitting:<\/strong> both parties may present their position orally. The judge asks questions and weighs up the arguments.<\/li>\n
  • Beschikking:<\/strong> the subdistrict court delivers its ruling. If the dismissal is granted, the court also determines the end date and the amount of any compensation.<\/li>\n<\/ul>\n

    Both you and your employer may lodge an appeal within three months of the ruling. For an appeal you are required to engage a lawyer.<\/p>\n

    Your right to a transition payment upon dissolution<\/h2>\n

    As soon as the subdistrict court dissolves your employment contract, you are legally entitled to a transition payment. The amount depends on two factors: the length of your employment and your gross salary. The calculation is straightforward: you receive one third of a gross monthly salary for each full year worked. In 2026 the maximum transition payment is \u20ac102,000 gross. If you earn more than \u20ac102,000 per year, your annual salary serves as the cap.<\/p>\n

    It makes no difference to this entitlement whether you had a permanent or fixed-term contract. Nor does the subdistrict court formula \u2014 which was widely used in the past \u2014 play any role in the current procedure. It has been replaced by the statutory transition payment.<\/p>\n

    Additional compensation for a combined reason for dismissal<\/h2>\n

    Soms kan jouw werkgever de ontslagreden niet hard genoeg maken met \u00e9\u00e9n enkele grond. De rechter kan het ontslag dan toch toewijzen als meerdere ontslaggronden samen voldoende gewicht hebben, bijvoorbeeld disfunctioneren \u00e9n een verstoorde arbeidsverhouding. Maar let op: in dat geval wordt jij als werknemer beloond voor dit ‘halve bewijs’. De kantonrechter kan dan een aanvullende vergoeding toekennen van maximaal de helft van de transitievergoeding bovenop het bedrag waar je al recht op hebt.<\/p>\n

    In addition, the court may award a fair compensation payment if your employer has acted seriously culpably. Examples include a serious breach of obligations or prolonged harassment. There is no statutory maximum for this fair compensation payment.<\/p>\n

    When your right to a transition payment lapses<\/h2>\n

    There are exceptions in which you are not<\/em> entitled to a transition payment upon dismissal via the subdistrict court:<\/p>\n

      \n
    • The court rules that you acted with serious culpability, for example in cases of serious dereliction of duty or theft.<\/li>\n
    • You have reached the state pension (AOW) age at the time of dismissal.<\/li>\n
    • You were under 18 years of age and worked a maximum of twelve hours per week.<\/li>\n<\/ul>\n

      In very exceptional circumstances, the subdistrict court may nonetheless award a (partial) transition payment, even where some degree of culpability on your part is involved. This is, however, a rare exception.<\/p>\n

      Practical tips if your employer submits a dissolution request<\/h2>\n

      Have you received a dissolution request or been summoned to a hearing at the court in Oost-Brabant? Do not act hastily. A few practical points to bear in mind:<\/p>\n

        \n
      • Always respond in writing with a statement of defence; silence will be interpreted as consent.<\/li>\n
      • Check whether your employer has substantiated the grounds for dismissal sufficiently with a concrete file of evidence.<\/li>\n
      • Request the transition payment in your statement of defence if your employer has not explicitly mentioned it.<\/li>\n
      • Ask whether your employer has investigated whether redeployment within the organisation is possible.<\/li>\n
      • In cases of serious culpability on the part of your employer, do not shy away from claiming the fair compensation either.<\/li>\n
      • Always have the calculated transition payment checked; errors in the monthly salary or length of service are not uncommon.<\/li>\n
      • Engage an employment lawyer in good time; once the court order has been issued, the deadline for lodging an appeal runs quickly.<\/li>\n<\/ul>\n

        End date and payment following the court order<\/h2>\n

        If the subdistrict court grants the dissolution request, the end date will be determined. The starting point is the notice period that would normally apply, but the duration of the dismissal proceedings may be deducted from this. A minimum notice period of one month always remains. If your employer has acted with serious culpability, the duration of the proceedings will not be deducted.<\/p>\n

        After the end date, your employer must pay the transition payment within one month. If this does not happen, you have three months to enforce payment through separate court proceedings by way of a petition. This limitation period cannot be extended, so do not wait too long.<\/p>\n

        Why Employment Lawyer Eindhoven<\/h2>\n

        A dismissal procedure through the subdistrict court is a serious matter, and the outcome can have significant consequences for your income and future. At Arbeidsjurist Eindhoven, we know the local practice and help you maintain a clear overview in a complex situation. We assess your case, draft a strong statement of defence, and safeguard your right to a correct transition payment \u2014 and more where possible.<\/p>\n

        Would you like to know where you stand? Contact us without obligation for an initial consultation. We are here for employees in Eindhoven and the wider Brabant region.<\/p>\n

        \n

        Frequently asked questions<\/h2>\n
        \nAm I always entitled to a transition payment if the subdistrict court approves my dismissal?<\/summary>\n
        \n

        Yes, in most cases you are. Once the subdistrict court dissolves the employment contract at your employer's request, you are entitled by law to a transition payment. The main exception is if the court rules that you have acted in a seriously culpable manner \u2014 for example, in cases of theft or serious misconduct. There is also no entitlement to a transition payment upon reaching the state pension age (AOW), or in the case of an employment contract with a minor working a maximum of twelve hours per week.<\/p>\n<\/div>\n<\/details>\n

        \nHow much is the transition payment for a dismissal via the subdistrict court in 2026?<\/summary>\n
        \n

        The transition payment amounts to one third of a gross monthly salary for each full year of service. In 2026, the statutory maximum is \u20ac102,000 gross. If you earn more than \u20ac102,000 gross per year, your annual salary is the maximum. The calculation is based on your length of service and your gross salary, including holiday pay and fixed allowances.<\/p>\n<\/div>\n<\/details>\n

        \nCan I receive a higher payment than the standard transition payment through the subdistrict court?<\/summary>\n
        \n

        Yes, in two situations. First, if the subdistrict court bases the dismissal on multiple grounds that are each individually insufficient: the court may then award an additional payment of up to half of the transition payment. Second, if your employer has acted in a seriously culpable manner: the subdistrict court may then award a fair compensation on top of the transition payment, for which no statutory maximum applies.<\/p>\n<\/div>\n<\/details>\n

        \nWhat can I do if my employer does not pay the transition payment after the court order?<\/summary>\n
        \n

        Your employer is required to pay the transition payment within one month of the end date of the employment contract. If this does not happen, you have three months to enforce payment through a petition procedure before the subdistrict court. Please note: this three-month limitation period cannot be extended or interrupted. Do not wait too long, and engage an employment lawyer if necessary.<\/p>\n<\/div>\n<\/details>\n

        \nCan I defend myself if my employer files a dissolution request with the subdistrict court?<\/summary>\n
        \n

        Absolutely. As an employee, you will be given the opportunity to submit a written statement of defence. In it, you can contest the grounds for dismissal, indicate that redeployment was not investigated, or request fair compensation yourself if your employer has acted in a seriously culpable manner. It is advisable to seek assistance from an employment lawyer, so that you do not lose any rights and your position is as strong as possible.<\/p>\n<\/div>\n<\/details>\n<\/section>","protected":false},"excerpt":{"rendered":"

        Dismissed via the sub-district court in Eindhoven? Read what your transition payment entails, how the procedure works, and when you are entitled to an extra payment.<\/p>","protected":false},"author":2,"featured_media":4567,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"class_list":["post-4831","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-transitievergoeding"],"yoast_head":"\nTransitievergoeding bij ontslag via kantonrechter<\/title>\n<meta name=\"description\" content=\"Hoe zit het met je transitievergoeding bij ontslag via de kantonrechter in Eindhoven? Ontdek je rechten. 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