{"id":4981,"date":"2026-06-13T09:56:41","date_gmt":"2026-06-13T09:56:41","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=4981"},"modified":"2026-08-12T10:02:54","modified_gmt":"2026-08-12T10:02:54","slug":"legal-advice-reorganisation-eindhoven","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/juridisch-advies-reorganisatie-eindhoven\/","title":{"rendered":"Legal advice on redundancy in Eindhoven: these are your options"},"content":{"rendered":"

Are you looking for legal advice on a reorganisation in Eindhoven? Are you facing a reorganisation and don't know where to start? It is good to know that, as an employee in the Netherlands, you enjoy strong legal protection \u2014 and that there are several concrete options for obtaining legal advice. In this article we set out the most important routes for you, so that you know which step makes the most sense in your situation.<\/p>\n

What is at stake in a reorganisation<\/h2>\n

A reorganisation is a significant event for many employees. Your position may be made redundant, you may be asked to sign a settlement agreement, or you may be told that the UWV is going to assess a dismissal permit. What all these routes have in common is this: the choices you make now will largely determine what you receive later \u2014 and whether you retain your entitlement to unemployment benefit (WW).<\/p>\n

Hoe jouw werkgever te werk mag gaan, ligt grotendeels vast in de wet. Denk aan de toepassing van het Reflection principle<\/a>, de verplichting tot herplaatsing en de wettelijke transitievergoeding. Voor 2026 geldt een wettelijk maximum van \u20ac 102.000 bruto<\/strong>, or one gross annual salary if that is higher, applies. This represents a considerable sum over which you should not negotiate lightly. For a complete overview of your rights, see also the page on Reorganisation and Redundancy in Eindhoven<\/a>.<\/p>\n

Four routes for legal advice<\/h2>\n

As an employee you have several ways of obtaining legal advice. Which one suits you best depends on your situation, your memberships, and how complex your case is.<\/p>\n

Via je vakbond<\/h3>\n

Are you a member of FNV, CNV, or another trade union? As a member you are generally entitled to direct legal support in dismissal cases. An additional benefit is that trade unions are often already involved in the negotiations over the social plan, meaning they know exactly what has been agreed and what you can expect. This makes their advice particularly valuable in many cases.<\/p>\n

Via your legal expenses insurance<\/h3>\n

Do you have legal expenses insurance? If so, check carefully whether employment disputes and dismissal cases are covered under your policy. Not every policy covers this automatically. If it is covered, you can engage a specialist employment lawyer to represent you in the proceedings at no additional cost.<\/p>\n

Via het Juridisch Loket<\/h3>\n

The Legal Aid Desk (Juridisch Loket) is easily accessible and free of charge for an initial exploratory consultation. You can obtain a general assessment of your rights and obligations here. Bear in mind that this service does not provide in-depth guidance on more complex cases, but it is a good starting point if you are not yet sure where you stand.<\/p>\n

Via a specialist employment lawyer<\/h3>\n

Voor een grondige beoordeling van jouw situatie \u2014 zeker als er een vaststellingsovereenkomst op tafel ligt, als je twijfelt aan de hoogte van de transitievergoeding of als het afspiegelingsbeginsel mogelijk niet correct is toegepast \u2014 is een gespecialiseerde arbeidsjurist de meest directe en effectieve keuze. Een arbeidsjurist kan documenten zoals het Social Plan<\/a> en de ontslagbrief inhoudelijk toetsen en namens jou onderhandelen over betere voorwaarden.<\/p>\n

When should you engage an employment lawyer<\/h2>\n

Not every dismissal scenario calls for in-depth assistance straight away. However, in the following situations it is advisable to act quickly:<\/p>\n

    \n
  • You have received a settlement agreement and must make a decision within a few days.<\/li>\n
  • You are unsure whether the transition payment has been calculated correctly, for example in cases of part-time work, irregular allowances, or a lengthy period of employment.<\/li>\n
  • You suspect that the proportional selection principle (afspiegelingsbeginsel) has not been applied correctly and that you have been put forward for dismissal without proper justification.<\/li>\n
  • Your employer is putting pressure on you to sign quickly, without giving you the opportunity to seek advice.<\/li>\n
  • A collective dismissal is taking place and you want to know what additional rights the Collective Dismissal Notification Act (WMCO) gives you.<\/li>\n
  • The collective labour agreement (cao) arrangements in your sector may differ from the statutory minimum requirements.<\/li>\n<\/ul>\n

    Bear in mind: your employer is obliged to inform you of the possibility of seeking legal advice before you sign an agreement. Make use of that opportunity.<\/p>\n

    Practical tips before you make a decision<\/h2>\n

    In the midst of a reorganisation, it is easy to feel under too much pressure to make quick decisions. These tips will help you keep a clear head:<\/p>\n

      \n
    • Record all conversations with your employer in writing, including agreements made verbally.<\/li>\n
    • Keep all documents you receive: the reorganisation plan, dismissal letter, social plan, and any settlement agreement.<\/li>\n
    • Never sign under pressure and only do so after you have sought advice.<\/li>\n
    • Always check that your entitlement to unemployment benefit (WW) remains intact; an error in the settlement agreement can put this at risk.<\/li>\n
    • Check whether your collective labour agreement (cao) includes a social plan or dismissal committee, as this affects which procedure is followed.<\/li>\n
    • Seek advice in good time \u2014 some legal deadlines are short, and missing them can mean that your rights lapse.<\/li>\n<\/ul>\n

      Local assistance in Eindhoven and the Brainport region<\/h2>\n

      De arbeidsmarkt in Eindhoven en de bredere Brainport-regio is dynamisch. Grote technologiebedrijven en hun toeleveranciers maken regelmatig ingrijpende organisatiewijzigingen door. Dat maakt kennis van de lokale context \u2014 cao’s, sociaal plannen en wat er in de regio gebruikelijk is bij onderhandelingen \u2014 een serieus voordeel. Een arbeidsjurist die vertrouwd is met deze omgeving kan jouw zaak dan ook scherper beoordelen dan een generalist zonder regionaal inzicht.<\/p>\n

      Legal advice on a reorganisation in Eindhoven<\/h2>\n

      At Arbeidsjurist Eindhoven, we help employees in the region who are dealing with reorganisation, dismissal, or a settlement agreement. We assess your situation concretely, explain your options in plain language, and support you in negotiations with your employer. No legal jargon \u2014 just practical advice that works for your situation in Eindhoven and Brabant.<\/p>\n

      Get in touch for a no-obligation initial consultation. Together we will look at which route will deliver the best outcome for you.<\/p>\n

      \n

      Frequently asked questions<\/h2>\n
      \nAm I always entitled to a transition payment if I am dismissed due to a reorganisation?<\/summary>\n
      \n

      In most cases, yes. When your employment contract is terminated at your employer's initiative \u2014 including in a reorganisation \u2014 you are legally entitled to a transition payment. In 2026, the maximum is \u20ac102,000 gross, or one gross annual salary if that is higher. The entitlement applies from your very first working day and also applies to fixed-term contracts, provided the dismissal is not attributable to you. Always have the calculation checked, as errors are made more often than you might think.<\/p>\n<\/div>\n<\/details>\n

      \nDo I have to sign a settlement agreement immediately in a reorganisation?<\/summary>\n
      \n

      No, absolutely not. Your employer is even legally required to inform you of your right to seek legal advice. Use that opportunity: an error in the settlement agreement can cost you your unemployment benefit (WW) entitlement or result in a severance payment that is too low. Always have the agreement reviewed by an employment lawyer before you sign.<\/p>\n<\/div>\n<\/details>\n

      \nWhat is the difference between a settlement agreement and a UWV dismissal procedure in a reorganisation?<\/summary>\n
      \n

      With a settlement agreement (VSO), you agree to the dismissal yourself; no UWV permission is required. In a UWV procedure, the employer applies for a dismissal permit on the grounds of business-economic reasons. As an employee, you can submit a defence in that procedure. Which route is followed depends on the social plan, the collective labour agreement, and the willingness of both parties to reach an agreement. An employment lawyer can help you determine which route offers the most favourable outcome for you.<\/p>\n<\/div>\n<\/details>\n

      \nCan I check for myself whether the proportional selection principle has been applied correctly?<\/summary>\n
      \n

      You can ask your employer for access to the personnel data used in applying the proportional selection principle. The employer is required to demonstrate this. In practice, this is complex: it requires insight into age groups, interchangeable roles, and length of service. An employment lawyer can analyse this for you and, where necessary, lodge an objection if the rules have not been followed correctly.<\/p>\n<\/div>\n<\/details>\n

      \nWhat if my collective labour agreement deviates from the statutory dismissal rules?<\/summary>\n
      \n

      In sommige cao’s zijn afwijkende afspraken gemaakt, zoals een ontslagcommissie in plaats van het UWV, of een vervangende voorziening in plaats van de wettelijke transitievergoeding. Zo’n vervangende cao-voorziening is per 2026 alleen nog toegestaan bij ontslag om bedrijfseconomische redenen en moet gericht zijn op het voorkomen of verkorten van werkloosheid of een redelijke financi\u00eble vergoeding bieden. Check altijd jouw cao en laat een arbeidsjurist beoordelen of de geboden voorziening voldoende is.<\/p>\n<\/div>\n<\/details>\n<\/section>","protected":false},"excerpt":{"rendered":"

      Reorganisation and redundancy in Eindhoven? Discover your legal options as an employee and when to engage an employment lawyer. Practical advice for your situation.<\/p>","protected":false},"author":2,"featured_media":4677,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[26],"tags":[],"class_list":["post-4981","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-reorganisatie"],"yoast_head":"\nJuridisch advies reorganisatie Eindhoven: jouw opties<\/title>\n<meta name=\"description\" content=\"Juridisch advies bij reorganisatie in Eindhoven: dit zijn je opties bij dreigend ontslag. 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