{"id":4974,"date":"2026-06-13T12:38:37","date_gmt":"2026-06-13T12:38:37","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=4974"},"modified":"2026-08-05T09:53:00","modified_gmt":"2026-08-05T09:53:00","slug":"redundancy-during-reorganisation-eindhoven-what-are-your-rights","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/ontslag-bij-reorganisatie-eindhoven-wat-zijn-jouw-rechten\/","title":{"rendered":"Redundancy during a reorganisation in Eindhoven: what are your rights?"},"content":{"rendered":"

Are you facing dismissal during a reorganisation in Eindhoven or the Brabant region? Then you'll want to know your legal standing. The rules surrounding business-economic dismissal are laid down by law and offer you, as an employee, more protection than you might think.<\/p>\n

Dismissal for economic reasons occurs when a company dismisses an employee due to financial difficulties or restructuring.<\/h2>\n

An employer cannot simply dismiss you because the company is reorganising. There must be a valid, substantiated reason. Consider demonstrable financial problems, a structural reduction in work, or an organisational change that leads to job redundancies. Only if the job redundancies are structural and redeployment proves impossible, can an employer initiate the dismissal procedure.<\/p>\n

Most business-related dismissal procedures go through the UWV. Sometimes an employer opts for a settlement agreement to bypass the formal UWV route. In both cases, the same legal safeguards apply to you as an employee. You can read more about the background of this procedure on the page about Reorganisation and Redundancy in Eindhoven<\/a>.<\/p>\n

The reflection principle determines who leaves<\/h2>\n

Jouw werkgever mag bij een reorganisatie niet willekeurig bepalen wie er moet vertrekken. De wet schrijft het Reflection principle<\/a> voor: een verplichte rekenmethode waarmee wordt bepaald welke werknemers boventallig worden.<\/p>\n

In de praktijk betekent dit dat werknemers met een uitwisselbare functie worden ingedeeld in vijf leeftijdsgroepen. Vervolgens moeten de ontslagen zo worden verdeeld dat de leeftijdsopbouw van het personeelsbestand na de reorganisatie zoveel mogelijk gelijk blijft aan de situatie daarvoor. Binnen elke leeftijdsgroep geldt het principe van ‘last in, first out’: de werknemer met het kortste dienstverband komt als eerste in aanmerking voor ontslag.<\/p>\n

Always check if your employer has correctly applied the mirror principle. An error in the calculation may mean that the dismissal cannot be upheld by the UWV or the court.<\/p>\n

Your employer's duty to redeploy<\/h2>\n

Before your employer is allowed to dismiss you, they are obliged to actively investigate whether a suitable position is available for you within their own organisation or the company group. This is called the duty to redeploy. It concerns a duty of endeavour: the employer does not have to guarantee redeployment, but must have made demonstrably serious attempts.<\/p>\n

A suitable position is one that aligns with your education, work experience, and abilities. The period within which your employer must seek re-placement opportunities is equal to the statutory notice period and ranges from a minimum of one to a maximum of four months. If your employer fails to meet this obligation, the UWV or the sub-district court will, in principle, not approve the dismissal.<\/p>\n

Your right to a transition payment during a reorganisation<\/h2>\n

If you are dismissed via the UWV (Employee Insurance Agency) or sign a settlement agreement during a reorganisation, you are in almost all cases entitled to a transition payment. You accrue this right from your first day of employment. The payment amounts to one-third of a month's salary per full year worked.<\/p>\n

In 2026, the statutory maximum transition payment will be set at \u20ac102,000 gross. If you earn more than \u20ac102,000 per year, your gross annual salary will apply as the maximum. Please note: a collective labour agreement may sometimes stipulate an alternative provision instead of the transition payment in the case of business-related dismissal, provided that it aims to prevent or shorten unemployment and includes a reasonable financial component.<\/p>\n

Practical steps if you are declared redundant<\/h2>\n

Are you being told your job is being made redundant? If so, take the time to assess your position carefully. Here are the best steps to take:<\/p>\n