{"id":2793,"date":"2026-10-06T14:34:20","date_gmt":"2026-10-06T11:34:20","guid":{"rendered":"https:\/\/dyclegal.com\/?p=2793"},"modified":"2026-10-05T12:20:20","modified_gmt":"2026-10-05T09:20:20","slug":"transition-payment-netherlands","status":"publish","type":"post","link":"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/","title":{"rendered":"Transition Payment in the Netherlands: Your Rights"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Transition Payment in the Netherlands: Your Rights in 2026<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents \/ \u0130\u00e7indekiler<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #352f4d;color:#352f4d\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #352f4d;color:#352f4d\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_does_a_transition_payment_cover\" >What does a transition payment cover?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Who_is_entitled_and_when_are_there_exceptions\" >Who is entitled, and when are there exceptions?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Employer_dismissal_and_an_unrenewed_temporary_contract\" >Employer dismissal and an unrenewed temporary contract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Resignation_renewal_offers_and_other_exclusions\" >Resignation, renewal offers and other exclusions<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#How_is_the_transition_payment_calculated\" >How is the transition payment calculated?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Which_salary_components_matter\" >Which salary components matter?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Hypothetical_worked_example\" >Hypothetical worked example<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_is_the_maximum_in_2026\" >What is the maximum in 2026?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Transition_payment_and_a_settlement_agreement_the_important_distinction\" >Transition payment and a settlement agreement: the important distinction<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_should_you_negotiate_or_check\" >What should you negotiate or check?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_if_you_are_on_sick_leave_or_work_fewer_hours\" >What if you are on sick leave or work fewer hours?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Can_an_employer_deduct_training_or_outplacement_costs\" >Can an employer deduct training or outplacement costs?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Gross_versus_net_tax_and_unemployment_benefits\" >Gross versus net: tax and unemployment benefits<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#When_must_it_be_paid_and_what_if_it_is_missing\" >When must it be paid, and what if it is missing?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_should_international_employees_check\" >What should international employees check?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Frequently_asked_questions\" >Frequently asked questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Do_I_need_two_years_of_service\" >Do I need two years of service?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Can_I_negotiate_more_than_the_statutory_calculation\" >Can I negotiate more than the statutory calculation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Does_finding_another_job_immediately_cancel_the_payment\" >Does finding another job immediately cancel the payment?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Is_a_poor-performance_dismissal_enough_to_refuse_payment\" >Is a poor-performance dismissal enough to refuse payment?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Does_the_payment_include_all_my_remaining_holiday_entitlement\" >Does the payment include all my remaining holiday entitlement?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#What_should_I_do_if_the_employers_figure_looks_wrong\" >What should I do if the employer&#8217;s figure looks wrong?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Discuss_your_payment_or_exit_offer_with_DYC_Legal_Consultancy\" >Discuss your payment or exit offer with DYC Legal Consultancy<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Related_Articles_and_Official_Sources\" >Related Articles and Official Sources<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Related_DYC_articles\" >Related DYC articles<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/dyclegal.com\/en\/blogs\/transition-payment-netherlands\/#Official_sources\" >Official sources<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n\n\n\n<p class=\"wp-block-paragraph\">A transition payment in the Netherlands is statutory compensation generally owed when an employer dismisses an employee or decides not to renew a fixed-term contract, subject to legal exceptions. It normally equals one-third of the relevant gross monthly salary for each year of service, with a proportional amount for shorter periods and a statutory cap. If employment ends through a settlement agreement, the compensation must be negotiated and recorded rather than assumed to arise automatically under the statutory rules.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Author: Av. Derya Yurteri \u00c7etin<\/strong>, whose work at DYC Legal Consultancy includes Dutch employment and immigration law, explains the payment, the calculation and the decisions employees should check before accepting an exit offer.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Key rules<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accrual starts on the first day of employment; qualifying short contracts count.<\/li>\n\n\n\n<li>The formula uses the relevant gross salary and actual service period.<\/li>\n\n\n\n<li>The 2026 cap is \u20ac102,000 gross, or one gross annual salary if higher.<\/li>\n\n\n\n<li>A VSO requires an express agreement on severance.<\/li>\n\n\n\n<li>A statutory payment claim must reach the court within three months after employment ends.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">See the <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/transition-payment-after-dismissal\/\" rel=\"nofollow noopener\" target=\"_blank\">official transition-payment guidance<\/a>, <a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/transitievergoeding\" rel=\"nofollow noopener\" target=\"_blank\">UWV maximum<\/a> and <a href=\"https:\/\/www.rechtspraak.nl\/onderwerpen\/ontslag\/verzoekschriftprocedure-werknemer\" rel=\"nofollow noopener\" target=\"_blank\">court filing rules<\/a>.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_does_a_transition_payment_cover\"><\/span>What does a transition payment cover?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Dutch term <strong>transitievergoeding<\/strong> describes a statutory payment connected to the end of employment. It supports the move to another job, but it is not a reimbursement that requires you to produce training invoices. You decide how to use it, as explained in the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/heb-ik-recht-op-een-vergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">government guidance on entitlement and use<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When checking an offer, put the payment on its own line. Salary through the termination date, outstanding holiday allowance, unused leave and other contractual entitlements need their own assessment. An offer described as a \u201ctotal package\u201d can make it difficult to see what compensation is actually being offered.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Paying compensation also does not, by itself, establish that a dismissal is lawful. The legal route and reason remain separate questions. The <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/transition-payment-after-dismissal\/\" rel=\"nofollow noopener\" target=\"_blank\">official employment guidance<\/a> distinguishes the payment obligation from the requirement for a valid dismissal reason.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Who_is_entitled_and_when_are_there_exceptions\"><\/span>Who is entitled, and when are there exceptions?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Employer_dismissal_and_an_unrenewed_temporary_contract\"><\/span>Employer dismissal and an unrenewed temporary contract<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employees dismissed through the appropriate employer-led route generally qualify. A fixed-term contract can also create entitlement when the employer chooses not to continue it; you do not need a permanent position. See the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/moet-ik-als-werkgever-ook-een-transitievergoeding-betalen-als-ik-een-tijdelijk-contract-niet-verleng\" rel=\"nofollow noopener\" target=\"_blank\">government explanation of non-renewal<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There is no general two-year waiting period. Qualifying service begins on day one, including a probationary period. Permanent, temporary and on-call contracts fall within the framework, according to <a href=\"https:\/\/ondernemersplein.overheid.nl\/personeel\/ontslaan\/transitievergoeding\/\" rel=\"nofollow noopener\" target=\"_blank\">Ondernemersplein\u2019s employment guidance<\/a>. The amount for a short employment period will naturally be smaller.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Resignation_renewal_offers_and_other_exclusions\"><\/span>Resignation, renewal offers and other exclusions<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ordinary voluntary resignation usually does not qualify. An exception may apply where the employer&#8217;s seriously culpable conduct causes the employee to leave. This is a demanding legal test: an unhappy working relationship is not enough to establish it. Before resigning, preserve the relevant correspondence and obtain advice on the evidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Other exclusions concern seriously culpable employee conduct, retirement-related termination, employer insolvency and certain renewal offers. A qualifying CAO provision may replace the statutory payment for dismissal on economic grounds. A CAO is a collective labour agreement; a social plan or individual contract should not simply be assumed to displace the law. The <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/heb-ik-recht-op-een-vergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">official list of entitlement exceptions<\/a> is the starting point for checking your circumstances.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_is_the_transition_payment_calculated\"><\/span>How is the transition payment calculated?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Start by confirming the employment dates and the salary used for the calculation. Do not rely only on the headline salary printed in the settlement proposal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The core formula is:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Relevant gross monthly salary \u00f7 3 \u00d7 complete years of service.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For the remaining period, the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/hoe-hoog-is-de-transitievergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">government calculation guidance<\/a> gives this formula:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>(Gross salary over the remaining period \u00f7 relevant gross monthly salary) \u00d7 (one-third of that monthly salary \u00f7 12).<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Keep full years and the remaining period separate so that the same service is not counted twice. An online calculator can provide an estimate, but its output depends on the dates and salary components entered.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_salary_components_matter\"><\/span>Which salary components matter?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Holiday allowance and an applicable fixed year-end payment need attention. Relevant overtime, shift allowances, bonuses and profit-related payments may also enter the calculation. Their averaging rules differ, so neither the latest payslip nor the most recent bonus alone necessarily supplies the right figure. The <a href=\"https:\/\/open.overheid.nl\/documenten\/ronl-9649735a-9b9c-408c-a030-26c08f5bfb66\/pdf\" rel=\"nofollow noopener\" target=\"_blank\">official WAB brochure<\/a> explains the components and reference periods.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Collect your contract, salary amendments, payslips and bonus records. If you worked under consecutive contracts or changed employer within a group, ask whether earlier service counts. Do not reset the start date automatically because a new document was signed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Hypothetical_worked_example\"><\/span>Hypothetical worked example<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Assume an employee has a \u20ac3,000 basic gross monthly salary, receives 8% holiday allowance, has no other relevant components and completes five years plus four full salary months. Assume those remaining months produce \u20ac12,960 in relevant gross salary and no exclusion or cap affects the result.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Step<\/th><th>Calculation<\/th><th>Gross amount<\/th><\/tr><\/thead><tbody><tr><td>Relevant monthly salary<\/td><td>\u20ac3,000 + \u20ac240<\/td><td>\u20ac3,240<\/td><\/tr><tr><td>Five complete years<\/td><td>\u20ac3,240 \u00f7 3 \u00d7 5<\/td><td>\u20ac5,400<\/td><\/tr><tr><td>Remaining period<\/td><td>(\u20ac12,960 \u00f7 \u20ac3,240) \u00d7 (\u20ac1,080 \u00f7 12)<\/td><td>\u20ac360<\/td><\/tr><tr><td>Total<\/td><td>\u20ac5,400 + \u20ac360<\/td><td><strong>\u20ac5,760<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">This illustrates the formula rather than predicting an individual entitlement. Different dates, variable remuneration or qualifying service can change the result. Ask for the employer&#8217;s calculation in writing so you can identify any difference at its source.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1000\" height=\"667\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/all-you-need-to-know-transition-payment.jpg\" alt=\"all you need to know about transition payment\" class=\"wp-image-2447\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/all-you-need-to-know-transition-payment.jpg 1000w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/all-you-need-to-know-transition-payment-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/all-you-need-to-know-transition-payment-768x512.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_the_maximum_in_2026\"><\/span>What is the maximum in 2026?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For 2026, the statutory ceiling is <strong>\u20ac102,000 gross<\/strong>. If the relevant gross annual salary is higher, the ceiling is one gross annual salary. <a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/transitievergoeding\" rel=\"nofollow noopener\" target=\"_blank\">UWV confirms both limits<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is a ceiling applied to the calculated statutory payment, not an amount everyone receives. It also does not automatically cap separately negotiated VSO compensation. Check the official figure again if employment will end in a later year, because the statutory maximum is adjusted annually.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transition_payment_and_a_settlement_agreement_the_important_distinction\"><\/span>Transition payment and a settlement agreement: the important distinction<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>vaststellingsovereenkomst<\/strong>, usually shortened to VSO, is an agreement to end employment by mutual consent. In this route, statutory transition-payment entitlement is not automatic; the parties agree on severance. The statutory calculation remains a useful comparison when assessing an offer. <a href=\"https:\/\/www.uwv.nl\/en\/individuals\/dismissal-and-redundancy\/if-you-agree-to-your-dismissal-or-redundancy\" rel=\"nofollow noopener\" target=\"_blank\">UWV explains the difference between mutual consent and employer notice with employee consent<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Those routes should not be confused. In <strong>opzegging met instemming<\/strong>, the employer gives notice and the employee consents in writing; statutory entitlement will generally remain relevant. The legal mechanism matters more than the heading used by HR.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_should_you_negotiate_or_check\"><\/span>What should you negotiate or check?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ask for a breakdown showing compensation, salary through the end date, leave, holiday allowance, bonuses and any proposed deductions. Review the notice period, payment date, release of claims, restrictions on future work and any contribution towards legal advice. A larger headline amount can be less useful if employment ends earlier or valuable claims are waived.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The statutory figure is a benchmark, not a promise that every employer will pay a particular multiple. Negotiation depends on the documents, dismissal position and applicable arrangements. The <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/drawing-up-a-settlement-agreement\/\" rel=\"nofollow noopener\" target=\"_blank\">official VSO guidance<\/a> also confirms that an employee does not have to accept the proposal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Following conclusion of a VSO, employees generally have 14 days to withdraw in writing; this becomes 21 days if the agreement omits the required reflection-period information. Keep evidence of delivery. Read DYC\u2019s <a href=\"https:\/\/dyclegal.com\/en\/blogs\/netherlands-settlement-agreements\/\">guide to settlement agreements in the Netherlands<\/a> for the wider document review.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_if_you_are_on_sick_leave_or_work_fewer_hours\"><\/span>What if you are on sick leave or work fewer hours?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Illness does not automatically remove entitlement. Reduced pay during sickness should not automatically become the salary base for this calculation. The <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/transition-payment-after-dismissal\/\" rel=\"nofollow noopener\" target=\"_blank\">official guidance on illness and calculation<\/a> uses the relevant contractual wage, including where actual sickness pay was lower.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether employment may lawfully end is a separate issue. A VSO during sickness can affect continued salary and benefit rights; receive individual advice before agreeing. DYC\u2019s <a href=\"https:\/\/dyclegal.com\/en\/blog\/vso-settlement-during-sick-leave-netherlands\/\">article on settlement agreements during sick leave<\/a> addresses that wider risk.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A partial transition payment may arise where a reduction in working hours is substantial and expected to be permanent. <a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/transitievergoeding\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u2019s partial-dismissal guidance<\/a> identifies a reduction of at least 20%, permanence and documentation in a contract. A temporary schedule change should not be treated as automatically qualifying.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_an_employer_deduct_training_or_outplacement_costs\"><\/span>Can an employer deduct training or outplacement costs?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Certain qualifying costs can be deducted, but an employer cannot simply subtract every course or HR expense. Ask what was spent, why, when, and on which legal basis. Ordinary costs to improve performance in the existing role and costs tied to reintegration obligations are excluded under the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/hoe-hoog-is-de-transitievergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">government deduction guidance<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Prior written agreement is generally relevant, although collective arrangements and qualifying dual education have specific exceptions. The <a href=\"https:\/\/open.overheid.nl\/documenten\/ronl-9649735a-9b9c-408c-a030-26c08f5bfb66\/pdf\" rel=\"nofollow noopener\" target=\"_blank\">WAB brochure\u2019s deduction conditions<\/a> explain those distinctions. Ask for an itemised justification rather than accepting a single unexplained \u201ctraining deduction\u201d.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Gross_versus_net_tax_and_unemployment_benefits\"><\/span>Gross versus net: tax and unemployment benefits<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The calculated payment is gross. Your employer normally withholds payroll tax, and the final income-tax result depends on your personal situation. There is no reliable universal percentage for converting an offer into a net amount. The payment can also affect income-related allowances, as explained by the <a href=\"https:\/\/www.belastingdienst.nl\/wps\/wcm\/connect\/nl\/werk-en-inkomen\/content\/ontslagvergoeding\" rel=\"nofollow noopener\" target=\"_blank\">Belastingdienst guidance on severance taxation<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tax and unemployment benefits are different systems. <a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/transitievergoeding\" rel=\"nofollow noopener\" target=\"_blank\">UWV states that a transition payment need not be reported as income for WW and the other listed benefits<\/a>. That does not establish WW eligibility: the termination route, notice period and other conditions still need checking. A package combining wages and compensation requires attention to each component.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"When_must_it_be_paid_and_what_if_it_is_missing\"><\/span>When must it be paid, and what if it is missing?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Government guidance says the statutory payment should arrive within one month after dismissal. A qualifying instalment arrangement can spread payment over a maximum of six months; statutory interest applies from one month after employment ends to the unpaid amount. See the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/heb-ik-recht-op-een-vergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">official payment timetable<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the statutory amount is unpaid or disputed, the application must <strong>reach the kantonrechter within three months after employment ends<\/strong>, according to the <a href=\"https:\/\/www.rechtspraak.nl\/onderwerpen\/ontslag\/verzoekschriftprocedure-werknemer\" rel=\"nofollow noopener\" target=\"_blank\">Dutch courts\u2019 employee procedure guidance<\/a>. This is the subdistrict court. Contacting HR is not the same as submitting a court application; do not assume reminders or negotiations preserve the deadline.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A contractual claim for unpaid VSO compensation may require a different route. Identify the legal basis before relying on a deadline. If you also dispute the dismissal itself, act promptly because other termination claims can have shorter time limits.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1000\" height=\"667\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-much-transition-payment-i-get.jpg\" alt=\"how much transition payment can i get\" class=\"wp-image-2449\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-much-transition-payment-i-get.jpg 1000w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-much-transition-payment-i-get-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-much-transition-payment-i-get-768x512.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_should_international_employees_check\"><\/span>What should international employees check?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A severance payment does not itself extend an employment-based residence permit. For highly skilled migrants, <a href=\"https:\/\/ind.nl\/en\/residence-permits\/work\/highly-skilled-migrant\" rel=\"nofollow noopener\" target=\"_blank\">current IND guidance<\/a> provides up to three months to find new work, with up to six months for qualifying cases from 22 May 2026, including holders who have had the permit for at least two years. The search period starts when the contract ends and cannot exceed permit validity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The official guidance also contains an exception for victims of labour exploitation. Earlier unemployment and other permit categories require their own assessment. Check your permit history, expiry date and current IND conditions before choosing a termination date; do not infer your immigration position from the number of salary months in an offer.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Do_I_need_two_years_of_service\"><\/span>Do I need two years of service?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. Qualifying accrual starts with the first employment day. Short service affects the amount, not a general waiting period; <a href=\"https:\/\/ondernemersplein.overheid.nl\/personeel\/ontslaan\/transitievergoeding\/\" rel=\"nofollow noopener\" target=\"_blank\">official transition-payment guidance<\/a> confirms this.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_I_negotiate_more_than_the_statutory_calculation\"><\/span>Can I negotiate more than the statutory calculation?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">You can propose additional VSO compensation. There is no guaranteed multiplier; assess the full offer and your legal position using the <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/drawing-up-a-settlement-agreement\/\" rel=\"nofollow noopener\" target=\"_blank\">official settlement framework<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Does_finding_another_job_immediately_cancel_the_payment\"><\/span>Does finding another job immediately cancel the payment?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Finding a different job does not by itself appear among the <a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/heb-ik-recht-op-een-vergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">statutory exclusions<\/a>. Check any VSO clause that changes compensation if you start elsewhere before the agreed end date.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Is_a_poor-performance_dismissal_enough_to_refuse_payment\"><\/span>Is a poor-performance dismissal enough to refuse payment?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Poor performance and seriously culpable conduct are different concepts. An employer\u2019s description needs legal assessment against the <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/transition-payment-after-dismissal\/\" rel=\"nofollow noopener\" target=\"_blank\">entitlement rules<\/a>; it does not settle the issue on its own.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Does_the_payment_include_all_my_remaining_holiday_entitlement\"><\/span>Does the payment include all my remaining holiday entitlement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ask for separate figures. The <a href=\"https:\/\/business.gov.nl\/staff\/dismissing-staff\/drawing-up-a-settlement-agreement\/\" rel=\"nofollow noopener\" target=\"_blank\">VSO guidance on final settlement<\/a> identifies outstanding payments such as holiday pay, so an unexplained package total is insufficient for a useful comparison.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_should_I_do_if_the_employers_figure_looks_wrong\"><\/span>What should I do if the employer&#8217;s figure looks wrong?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Request the dates, salary base and deductions, compare them with your records, and obtain advice. If a statutory claim is needed, protect the <a href=\"https:\/\/www.rechtspraak.nl\/onderwerpen\/ontslag\/verzoekschriftprocedure-werknemer\" rel=\"nofollow noopener\" target=\"_blank\">three-month court deadline<\/a> while discussing the calculation.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1000\" height=\"667\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-to-calculate-transition-payment.jpg\" alt=\"transition payment calculation hollanda ge\u00e7i\u015f \u00f6demesi\" class=\"wp-image-2451\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-to-calculate-transition-payment.jpg 1000w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-to-calculate-transition-payment-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2025\/05\/how-to-calculate-transition-payment-768x512.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Discuss_your_payment_or_exit_offer_with_DYC_Legal_Consultancy\"><\/span>Discuss your payment or exit offer with DYC Legal Consultancy<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Prepare your employment contract and amendments, payslips, bonus information, proposed VSO or termination letter, social plan and the employer&#8217;s calculation. Include any stated response deadline and, where relevant, your residence-permit details.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/dyclegal.com\/en\/contact\/\">Contact DYC Legal Consultancy about your transition payment or settlement offer<\/a> to discuss the calculation, documents, available options and next steps before committing to an agreement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Related_Articles_and_Official_Sources\"><\/span>Related Articles and Official Sources<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Related_DYC_articles\"><\/span>Related DYC articles<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/netherlands-settlement-agreements\/\">Settlement agreements in the Netherlands<\/a>: the broader exit terms to review.<\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blog\/vso-settlement-during-sick-leave-netherlands\/\">VSO during sick leave<\/a>: salary and benefit concerns during illness.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Official_sources\"><\/span>Official sources<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.rijksoverheid.nl\/vraag-en-antwoord\/ontslag\/hoe-hoog-is-de-transitievergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">Rijksoverheid calculation guidance<\/a>: salary and proportional calculation.<\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/transitievergoeding\" rel=\"nofollow noopener\" target=\"_blank\">UWV transition-payment guidance<\/a>: current cap and partial dismissal.<\/li>\n\n\n\n<li><a href=\"https:\/\/www.rechtspraak.nl\/onderwerpen\/ontslag\/verzoekschriftprocedure-werknemer\" rel=\"nofollow noopener\" target=\"_blank\">Dutch court filing guidance<\/a>: procedure and deadlines.<\/li>\n\n\n\n<li><a href=\"https:\/\/www.belastingdienst.nl\/wps\/wcm\/connect\/nl\/werk-en-inkomen\/content\/ontslagvergoeding\" rel=\"nofollow noopener\" target=\"_blank\">Belastingdienst severance-tax guidance<\/a>: withholding and allowances.<\/li>\n\n\n\n<li><a href=\"https:\/\/ind.nl\/en\/residence-permits\/work\/highly-skilled-migrant\" rel=\"nofollow noopener\" target=\"_blank\">IND highly skilled migrant guidance<\/a>: job-search conditions.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Legal information:<\/strong> This article gives general information, not individual legal advice. The contract, CAO, termination route, salary records and personal circumstances may change the assessment. Recheck annual limits and administrative rules when acting. Sources checked: <strong>5 October 2026<\/strong>.s\u0131nda y\u0131ll\u0131k s\u0131n\u0131rlar ve idari kurallar yeniden kontrol edilmelidir. Kaynaklar\u0131n kontrol tarihi: <strong>5 Ekim 2026<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Transition Payment in the Netherlands: Your Rights in 2026 A transition payment in the Netherlands is statutory compensation generally owed when an employer dismisses an employee or decides not to renew a fixed-term contract, subject to legal exceptions. It normally equals one-third of the relevant gross monthly salary for each year of service, with a [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":2790,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[],"class_list":["post-2793","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogs"],"_links":{"self":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2793","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/comments?post=2793"}],"version-history":[{"count":1,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2793\/revisions"}],"predecessor-version":[{"id":2794,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2793\/revisions\/2794"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/media\/2790"}],"wp:attachment":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/media?parent=2793"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/categories?post=2793"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/tags?post=2793"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}