This page contains the most important terms and clauses used in Dutch employment law (labour law) concerning dismissal (contract termination). It is written for expats and non-Dutch speakers.
Are you considering resignation? On this page we'll explain how to resign under Dutch law. We provide tips to prevent losing legal rights, keep your unemployment benefits and negotiate about your severance payment.
Are you confronted with dismissal? Employees who are laid off under Dutch law, are well protected. Make sure you know about your legal rights. Here is how to secure your unemployment benefits and increase your severance payment.
Does your employer intend to terminate your employment contract? It's good to know employees are well protected under Dutch law. We'll explain in which cases your contract can be terminated, what a termination agreement is and what your rights are.
Am I entitled to severance pay if I'm dismissed under Dutch law? And what's the difference between the transition payment and the severance payment? We'll explain when you're entitled to compensation and inform you about how much it can be.
The notice period is the duration from the moment you resign (employee initiative) or are dismissed (employer initiative) until your actual termination date. Dutch employment contracts that are terminated have a notice period that depends on the duration of your labour agreement.
Garden leave is a practise whereby an employee who has resigned or had their employment contract terminated is exempt from work during the notice period, while remaining on the payroll. It is often used to prevent an employee from leaking sensitive information to a competitor.