{"id":5041,"date":"2026-03-06T13:03:47","date_gmt":"2026-03-06T13:03:47","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/kennisbank\/sociaal-plan-philips\/"},"modified":"2026-06-13T18:24:31","modified_gmt":"2026-06-13T18:24:31","slug":"philips-social-plan","status":"publish","type":"post","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/kennisbank\/sociaal-plan-philips\/","title":{"rendered":"Wat is het Sociaal Plan van Philips?"},"content":{"rendered":"

The Philips Social Plan 2025\u20132028 is there to support you if you lose your job due to a reorganisation. This plan sets out clear afspraken<\/a> regarding guidance, support in finding new work, and a ontslagvergoeding<\/a>. The plan applies to everyone with a permanent contract at Philips who falls under the collective labour agreement.<\/p>\n

Guidance and work-to-work programmes<\/a><\/h2>\n

Do you have to leave Philips? Then you receive help to find a new job quickly. You can choose from various guidance programmes. Philips pays for this guidance up to 4,000 euros (excluding VAT). You can also follow up to 7,000 euros (excluding VAT) of training to improve your chances on the labour market. You may even start a course up to a year after your dismissal if you do not yet have work by then.<\/p>\n

Redeployment and a suitable position<\/h2>\n

Philips first checks whether there is another suitable position for you within the company. A suitable position resembles your old role or is at most one level lower. If you refuse such a position without good reason, this can affect your right to a payment.<\/p>\n

Severance pay at Philips<\/h2>\n

The severance pay at Philips is set out in the Social Plan 2025-2028 and is based on the statutory transition payment.<\/p>\n

De statutory transition payment<\/a> amounts to one third of a monthly salary for each year of service, with a proportionate amount for shorter periods. The salary concept includes the gross monthly salary, holiday allowance, a portion of overtime and shift supplements, and the average variable salary over the last 36 months.<\/p>\n

In het Philips Social Plan<\/a> this statutory payment is multiplied by a correction factor of 1.85. In the case of voluntary departure, a factor of 1.2 applies, and under the voluntary redundancy scheme 0.9. For employees who were already in service on 1 July 2015, a favourable transitional arrangement applies if this results in a higher payment.<\/p>\n

Reimbursement of legal advice costs in the Philips social plan<\/h2>\n

If the employment is terminated in the context of a social plan at Philips, a contribution towards legal advice is in many cases made available. Within that framework, Philips reimburses an amount of \u20ac500 to \u20ac750 excluding 21% VAT for independent legal assistance.<\/p>\n

When an employee seeks advice from Arbeidsjurist Eindhoven<\/a>, this payment is used directly to cover the costs of the advice. For the employee, this means that having the settlement agreement checked and discussed<\/a> is in most cases entirely free of charge.<\/p>\n

Extra tips from Arbeidsjurist Eindhoven<\/h2>\n