{"id":4993,"date":"2026-06-13T09:56:37","date_gmt":"2026-06-13T09:56:37","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?p=4993"},"modified":"2026-08-02T09:02:40","modified_gmt":"2026-08-02T09:02:40","slug":"reflection-principle-incorrectly-applied-steps","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/afspiegelingsbeginsel-onjuist-toegepast-stappen\/","title":{"rendered":"Mirror Principle Applied Incorrectly Here Are Your Steps"},"content":{"rendered":"<p>Word je ontslagen bij een reorganisatie en heb je het gevoel dat jouw werkgever de spelregels niet correct heeft gevolgd? Dan is de kans re\u00ebel dat het <a href=\"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/reflection-principle-dismissal-eindhoven\/\">Reflection principle<\/a> onjuist is toegepast. Dat is geen klein detail: het gaat om een wettelijk verplichte methode die bepaalt wie als eerste voor ontslag in aanmerking komt. Weet je wat je rechten zijn, dan kun je tijdig handelen.<\/p>\n<h2>What the mirror principle entails and why it matters<\/h2>\n<p>The mirror principle is the statutory method used in cases of dismissal on business-economic grounds to determine which employee must be put forward first. The principle is straightforward: the age distribution within a group of interchangeable roles must, as far as possible, remain the same after the reorganisation as it was before. Your employer is therefore not free to choose who leaves.<\/p>\n<p>To do this, the employer divides all employees within a category of interchangeable roles into five age groups: 15 to 25 years, 25 to 35 years, 35 to 45 years, 45 to 55 years, and 55 years and older. Within each age group, the principle of last in, first out then applies: the employee with the shortest length of service is the first to be put forward for dismissal.<\/p>\n<p>It is important to know that interchangeability concerns the roles themselves, not the individuals who perform them. The level of education or the performance of an individual employee is not in itself a reason to select someone else.<\/p>\n<h2>Common errors in its application<\/h2>\n<p>In practice, things regularly go wrong. Employers sometimes make choices \u2014 whether deliberately or not \u2014 that influence the outcome of the proportional selection. If you recognise any of the following situations, further investigation is certainly worthwhile:<\/p>\n<ul>\n<li><strong>Incorrect job classification:<\/strong> the employer defines the boundaries of a job group too broadly or too narrowly, causing you to end up in a different category than you should.<\/li>\n<li><strong>Incorrect assessment of interchangeability:<\/strong> roles that are comparable in terms of content, knowledge, and remuneration are wrongly classified as non-interchangeable.<\/li>\n<li><strong>Incorrect age group classification:<\/strong> an employee is placed in the wrong age category, causing the order of dismissal to shift.<\/li>\n<li><strong>Foute peildatum:<\/strong> the employer uses an incorrect date to calculate lengths of service and ages.<\/li>\n<li><strong>External workers overlooked:<\/strong> uitzendkrachten, zzp&#8217;ers en andere ingeleende medewerkers moeten als eerste worden losgelaten, v\u00f3\u00f3rdat vaste werknemers aan bod komen. Wordt die volgorde omgedraaid, dan klopt de hele afspiegeling niet.<\/li>\n<li><strong>Unjustified reliance on indispensability:<\/strong> an employer may disregard at most 10% of the employees being considered for dismissal on the grounds of special skills, but this is subject to strict conditions.<\/li>\n<\/ul>\n<h2>Your options if the mirroring has not been applied correctly<\/h2>\n<p>Do you suspect that the proportional selection principle was applied incorrectly in your dismissal? If so, you have two opportunities to take action: during the UWV procedure and afterwards.<\/p>\n<h3>Step 1: submitting a defence to the UWV<\/h3>\n<p>As soon as your employer applies to the UWV for a dismissal permit, you will be given the opportunity to submit a defence. You will be sent a form for this purpose and will have a period of fourteen days. Use that opportunity. In your defence, set out clearly and concretely why the proportional selection is incorrect: which roles have wrongly been left out of consideration, which colleague should actually have been put forward for dismissal earlier, or why your age-group classification is incorrect. A well-substantiated defence can result in the UWV refusing the dismissal permit.<\/p>\n<h3>Step 2: going to the subdistrict court after a permit has been granted<\/h3>\n<p>Has the dismissal permit been granted nonetheless and have you since been dismissed? That is not the end of the matter. Within two months of your last working day you can submit an application to the subdistrict court. You then request reinstatement of your employment contract or, if that is no longer realistic, an equitable compensation on top of the transition payment. Judges have ruled in several cases that an incorrectly applied proportional selection principle constitutes an insufficiently reasonable ground for dismissal, with far-reaching financial consequences for the employer.<\/p>\n<h3>Step 3: negotiating the settlement agreement<\/h3>\n<p>Has your employer offered you a settlement agreement instead of going through the UWV route? In that case, a demonstrable error in the proportional selection gives you extra room to negotiate. Your legal position is stronger and you can negotiate a higher payment or better departure terms. Never sign a settlement agreement without first having checked the proportional selection calculation.<\/p>\n<h2>Practical tips to strengthen your position<\/h2>\n<ul>\n<li>Always ask for the complete personnel list \u2014 including names, ages, lengths of service, and job titles \u2014 that your employer submitted to the UWV.<\/li>\n<li>Vergelijk jouw functie met die van collega&#8217;s: zijn er medewerkers met kortere dienstverbanden of in dezelfde leeftijdsgroep die niet zijn voorgedragen?<\/li>\n<li>Check whether there are external workers or temporary contracts that should have been ended before your turn came.<\/li>\n<li>Pay attention to the reference date your employer uses for calculating age and length of service.<\/li>\n<li>Make a note of everything and keep all correspondence: emails, letters, and verbal communications can serve as evidence.<\/li>\n<li>Seek legal advice in good time, and certainly before the deadline for submitting a defence or lodging an appeal expires.<\/li>\n<\/ul>\n<h2>When deviation from the mirror principle is permitted<\/h2>\n<p>Het afspiegelingsbeginsel is niet absoluut. Er zijn situaties waarin je werkgever er rechtmatig van mag afwijken, maar de lat ligt hoog. Denk aan de zogenoemde hardheidsclausule voor gedetacheerde medewerkers, of het onmisbaarheidscriterium wanneer een werknemer aantoonbaar unieke en niet te missen kennis heeft. Daarnaast kan een cao een eigen ontslagcommissie instellen die in plaats van het UWV toetst. In al die gevallen geldt: de afwijking moet inhoudelijk zijn onderbouwd en getoetst worden door een bevoegde instantie. Een &#8216;creatieve&#8217; functie-indeling die alleen is bedoeld om een bepaalde werknemer te sparen of te ontslaan, is geen geldige afwijking.<\/p>\n<p>Would you like to know more about the broader context of dismissal in a reorganisation? If so, please also read our overview article on <a href=\"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/reorganisation\/\">Reorganisation and Redundancy in Eindhoven<\/a>.<\/p>\n<h2>Assistance when the mirror principle has been applied incorrectly<\/h2>\n<p>At Arbeidsjurist Eindhoven we are familiar with the local labour market and the reorganisation cases arising in the Brainport region. Together with you, we examine whether the proportional selection principle has been applied correctly, assist you in drafting a defence to the UWV, or guide you through proceedings before the subdistrict court. Feel free to contact us without obligation: we are happy to think through your situation with you, without any commitment on your part.<\/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;\">How do I know whether the mirror principle (afspiegelingsbeginsel) has been incorrectly applied in my dismissal?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding: 0 1em 1em;\">\n<p>Vraag de werkgever om de personeelslijst met leeftijden, dienstverbanden en functies die bij het UWV is ingediend. Controleer vervolgens of jij correct in de juiste leeftijdsgroep bent ingedeeld, of er collega&#8217;s zijn met een korter dienstverband in dezelfde groep die niet zijn voorgedragen, en of externe krachten al zijn losgelaten voordat vaste medewerkers aan bod kwamen. Bij twijfel is het verstandig een arbeidsjurist te raadplegen.<\/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 can I do if the UWV has already granted a dismissal permit even though the mirror principle was not applied correctly?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding: 0 1em 1em;\">\n<p>You can submit an application to the subdistrict court within two months of your last working day on the basis of Article 7:682 of the Dutch Civil Code. You can then request reinstatement of your employment contract or, if that is no longer possible, an equitable compensation in addition to the transition payment. Please note: this deadline is strict and begins to run on your last working day, not on the date of notice.<\/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 deviate from the mirror principle if I am indispensable to the company?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding: 0 1em 1em;\">\n<p>In principle yes, but the threshold is high. The employer must be able to demonstrate that you possess such exceptional knowledge or skills that your dismissal would seriously harm the organisation. Furthermore, a maximum of 10% of the employees eligible for dismissal may be excluded on these grounds, and strict conditions apply. A simple preference for a colleague is not a valid reason to deviate from the mirror principle.<\/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;\">Can I also take action if my employer has offered me a settlement agreement?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding: 0 1em 1em;\">\n<p>Absolutely. If the mirror principle has demonstrably been applied incorrectly, your legal position is stronger and you have additional room to negotiate. You can seek a higher payment or better terms. Never sign a settlement agreement without first having checked the mirror-principle calculation, because upon signing you generally relinquish all further claims.<\/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;\">Which roles are taken into account when calculating the mirror principle?<\/summary>\n<div class=\"pcai-faq-answer\" style=\"padding: 0 1em 1em;\">\n<p>Het gaat om zogenoemde uitwisselbare functies: functies die naar inhoud, vereiste kennis en vaardigheden, competenties, niveau en beloning vergelijkbaar zijn. De beoordeling is objectief en gaat over de functies zelf, niet over de individuele werknemers die ze uitoefenen. Externe medewerkers zoals uitzendkrachten en zzp&#8217;ers tellen ook mee in het personeelsoverzicht, maar zij moeten als eerste worden losgelaten voordat vaste werknemers aan bod komen.<\/p>\n<\/div>\n<\/details>\n<\/section>","protected":false},"excerpt":{"rendered":"<p>Has the reflection principle been incorrectly applied in your dismissal? Find out what steps you can take as an employee in Eindhoven and what this means for you.<\/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-4993","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-reorganisatie"],"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>Afspiegelingsbeginsel onjuist toegepast? 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An employment lawyer in Eindhoven checks the calculation.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/reflection-principle-incorrectly-applied-steps\/","og_locale":"en_GB","og_type":"article","og_title":"Afspiegelingsbeginsel onjuist toegepast dit zijn jouw stappen","og_description":"Afspiegelingsbeginsel onjuist toegepast? Dit zijn je stappen om je ontslag aan te vechten. 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