Free review of your settlement agreement
Free review of your settlement agreement
Checking whether severance pay is correct
Checking whether transition allowance is correct
Checking entitlement to unemployment benefit
Checking key components vso
Settlement Agreement Review
Are you facing dismissal and have been offered a settlement agreement? If so, it is often a wise idea to have a legal check done. At ontslagrechtjuristen.nl, we do that for you free of charge. We are also happy to advise you on your situation.
This is because we believe that people should not be alone when faced with dismissal. Dismissal is often an emotional and uncertain period. Especially then, it is important not to make hasty decisions and not to sign immediately.
A professional review of your settlement agreement by specialist lawyers can make the difference between a fair handling of your dismissal and an agreement that mainly benefits your employer.
Clarity within 24 hours
With us, you get within 24 hours free advice from an experienced dismissal lawyer who will check your settlement agreement on all key elements.
Upload your settlement agreement now and find out quickly and free of charge whether your settlement agreement is correct based on your individual situation.
After the check, we will contact you and discuss your settlement agreement with you.
Why it is important to have your vso checked
Indeed, recent reviews of all our 2025 settlement agreements show that more than 80% of the first VSO proposals contained significant flaws.
This therefore ensures that, as an employee, you do not get what you are entitled to. The consequences are sometimes major. For example, one consequence may be that your unemployment benefit is jeopardised. We also regularly find that our clients sometimes receive three times less severance pay than they are entitled to.
We speak daily to employees who have already signed and passed the statutory cooling-off period (14 days) of the settlement agreement sit. They often experience problems afterwards with hidden obligations that were not included as part of the settlement agreements. For example, a non-compete clause, which prevents them from working elsewhere.
A real-life example
An example from our practice: a 45-year-old manager was offered severance pay totalling €18,000. The manager had to continue working until the end of his employment. The settlement agreement did not state clearly enough that the dismissal followed at the initiative of the employer, which would have resulted in a loss of entitlement to unemployment benefit.
After review by our lawyers, the severance pay was increased to €34,500, relief from work was granted and the manager was entitled to unemployment benefits.
In short, the free audit earned him €16,500 and a number of other favourable terms. This example shows why it is always important to have a free check of your settlement agreement done by a lawyer.
My personal experience: I am an expat and was in the situation of termination of my contract. Mickey helped me out greatly, kept me up to date during the whole process.
The first offer is often put low down by your employer
The initial offer of a settlement agreement is often less than optimal, and for a reason. What we often see is employers offering their settlement agreement to you as cautiously as possible, hoping you will immediately agree to the proposal. In many cases, the compensation is even lower than the legal minimum (the statutory transitional allowance).
By having your settlement agreement reviewed by our dismissal lawyers, you can get an average of 70% to 150% more out of your dismissal deal. This is because our lawyers know exactly where there is room for improvement. They deal with all kinds of dismissal cases on a daily basis, so they are also well placed to compare your case with other cases. They also know how to explain these improvements in the conditions to your employer during negotiations.
Quick clarity: within 24 hours
We understand that there is often pressure and that the situation you are in is unpleasant. That is why we make sure we provide clarity quickly. At redundancy-lawyers.co.uk get inside 24-hour free advice.
Upload your settlement agreement now and find out quickly and free of charge whether your settlement agreement is correct based on your individual situation. After the inspection, we will contact you and discuss your settlement agreement with you. You can find the average progression in the table below.
| Phase-out VSO | Average time & core for you |
|---|---|
| VSO received & submitted | Within 1 day: you get the VSO from your employer and forward it immediately for legal review. |
| Legal audit & advice | 1-2 working days: lawyer reads the VSO, checks all parts and discusses with you what is good and what could be better. |
| Negotiation with employer | A few days to about 2 weeks: lawyer negotiates improvements, such as compensation, end date and terms. |
| Final VSO & signature | Within the reflection period (minimum 14 days): you get the modified VSO, check it and sign when everything is correct. |
| Aftercare & unemployment application | Around end of employment: you use the VSO for your WW application and can still fall back on the lawyer in case of questions. |
The typical structure of a settlement agreement
The opening
The financial part
The financial section deals with the total severance pay you will receive. In addition, this is also the section in which your additional compensation is named. In some cases, the method of calculation is also shown here.
Keep in mind that this is the gross severance pay, not the net severance pay. The subdistrict court formula is used in the calculation.
In addition, agreements on holiday pay, final settlement and any non-statutory benefits will be laid down.
Legal clauses
Finally, there are a number of legal clauses. Consider, for instance, confidentiality of all kinds of knowledge of the organisation, a competition or relation clause and agreements on final discharge. These components are often less taken into account by employees, even though they are very important.
For employees with a permanent contract, a number of more specific arrangements apply in addition to the settlement agreement.
| Legal component in the VSO | Core for you |
|---|---|
| Parties, function and reason for dismissal | True who is in it, what position you had and why the employment ends. |
| End date & notice period | Employment ends on correct date, without loss of pay or service. |
| WW entitlement | Formulation is such that UWV may not refuse your unemployment benefit. |
| Transition / severance pay | Compensation is correctly calculated and there is room for negotiation if necessary. |
| Salary, holidays and other entitlements | Outstanding holidays, bonus, pension and other benefits are properly settled. |
| Exemption from work & company property | Clear whether you still have to work and when you will hand in stuff from the employer. |
| Competition and relationship clause | You will not be unnecessarily restricted in a new job or your own business after being laid off. |
| Confidentiality & reference | Agreed what you can and cannot share and what any reference looks like. |
| Illness, reintegration and file | In case of illness, no loss of pay or benefits due to unfavourable arrangements. |
| Reflection period | You have at least 14 days to go back on your signature. |
| Final discharge | After execution of the agreements, you and the employer have nothing more to claim from each other. |
What makes a settlement agreement legally strong?
A legally strong settlement agreement is characterised by clear, unambiguous wording that leaves no room for interpretation.
The termination reason should be neutrally worded and indicate that the initiative of the dismissal lies with the employer. This will not jeopardise your unemployment benefit.
In addition, the financial provisions should include all items. Think about: untaken holidays, holiday pay, your end-of-year bonus, bonuses you are entitled to, your company laptop, your lease car and more.
What exactly do our lawyers check when reviewing your settlement agreement?
Securing your unemployment benefit
Securing your unemployment benefit is important and forms an important part of our audit.
Our lawyers check whether your VSO is "WW-proof" by verifying that the employer clearly took the initiative for the termination and that you cannot be blamed for the dismissal.
For example, a common mistake our dismissal lawyers often see is the wording: "The parties have agreed to terminate the employment".
This suggests initiative on dismissal by mutual consent and could cause problems when applying for your unemployment benefit.
Control of transitional compensation and severance pay
Our lawyers carefully check the calculation of your severance pay according to the legal transitional compensation.
In addition, we examine the scope for negotiation for above-standard compensation in case of long service, compensation for a difficult labour market position, additional compensation in case of reorganisation, and so on.
In specific dismissal situations (such as reorganisation), special rules often apply that can lead to higher compensation.
Comprehensive check on other parts of your VSO
In addition, our lawyers carry out another systematic check on all other parts of the settlement agreement, such as outstanding holiday pay, unused holiday days, final settlement and bonuses, pension entitlements and other fringe benefits.
Legal clauses receive special attention, including the non-compete clause, confidentiality obligations, final discharge, liability, and repayment obligations for training or bonuses.
In special dismissal situations, such as disturbed labour relations, specific clauses offering protection may be needed.
Practical issues such as work exemption and notice period, company car, laptop and other facilities, references and certificates, and outplacement options are also thoroughly gone through.
For a complete overview, see the table below.
| Audit lawyer | Core for you |
|---|---|
| Legal validity VSO | Agreement is legally valid and clear. |
| WW entitlement | Formulation so UWV does not refuse your WW. |
| Severance Payment | Is the height correct and is there room for more? |
| End date & notice period | No missing wages or service. |
| Open rights | Holidays, bonus, pension well settled. |
| Clauses after dismissal | Competition / relationship clauses don't restrict you unnecessarily. |
| Illness & file | No risk of losing wages or benefits. |
| Final discharge | You do not waive any more rights than necessary. |
| Costs & negotiation | Better conditions and fees. |
Our service is free. No risk.
You don't have to worry about costs: our service is 100% free and without obligation. Is your settlement agreement not correct and you cannot reach an agreement with your employer? Then we will also negotiate for you free of charge.
Your employer will pay our legal costs in that case. This is because we are convinced we are right in that case. So you yourself never pay for our services.
What makes our service unique from other legal services that review your settlement agreement? Many other lawyers also charge you for a comprehensive review of your settlement agreement.
Or pass on costs to you for negotiating with your employer. Often the costs with other legal service providers are €400-€750 for legal review to €500-€1,000 for negotiation.
In short, with us, no risk for you!
Have you already signed your VSO but are still in the reflection period?
The reflection period
There is a legal cooling-off period for a settlement agreement. This cooling-off period applies to employees only and is 14 days.
During the reflection period, you have the right to dissolve the contract without giving reasons.
Important: The employer has no cooling-off period. From the moment the employer signs the agreement, it is final for his side.
Start of reflection period
The cooling-off period starts to run from the moment the settlement agreement is reached, not necessarily from the signing. This may already be the case, for example, when an agreement has been reached in writing via e-mail exchange between the parties.
In a recent ruling by the Rotterdam District Court, it was ruled that an employee invoked the cooling-off period too late because the contract had already been concluded the moment his authorised representative unequivocally agreed to its contents, i.e. even before the physical signing took place.
Extension of the cooling-off period
If the right to terminate is not included in the settlement agreement, the cooling-off period is 21 days.
Even if the employer has not pointed out this right in writing within two days, the reflection period is three weeks. No other kind of extension is legally possible.
| Reflection period | Example & core |
|---|---|
| Legal cooling-off period | You may revoke a signed VSO in writing (without reason) within 14 days. |
| When does the reflection period start? | The period starts from the date you signed the VSO. |
| Example 1 | If you sign on 1 March, the reflection period runs until 15 March. Your withdrawal must reach the employer by that day at the latest. |
| Example 2 | If you sign on 10 June, you can return to your agreement in writing until 24 June. |
| No reflection period in the VSO? | If the cooling-off period is not mentioned in the VSO, it is extended to 21 days. |
| How to revoke? | Within the reflection period, send a clear written statement (e.g. e-mail or letter) that you revoke the VSO. |
Practical tips if you want to do everything yourself
Make sure you are well prepared and have a strategy in place
Good preparation determines the success of your negotiation. Know exactly what you want to accept as a minimum and calculate the statutory transitional compensation as a check yourself. Gather arguments for higher compensation and always remain professional and businesslike, even when emotions run high.
Convincing arguments for more compensation are long service showing loyalty, difficult reassignment due to age or specialisation and special circumstances such as pregnancy or illness.
Consider having us negotiate for you with your employer
Dismissal is drastic, but you what is good to know: you do not have to do it alone. Our lawyers will take the negotiations off your hands completely free of charge.
This way, you don't have to worry about the termination of your contract and whether you will get what you are entitled to. Upload your settlement agreement now and you will know exactly where you stand within 24 hours. Expert, fast and free of charge.
Jurgen Bot's story and scrutiny of his settlement agreement
Very professional and knowledgeable. You can tell they know this stuff inside out. Just a few calls and it was sorted.
Jurgen B.
What happened?
Jurgen B. faced a conflict at work. Tempers kept rising and eventually his employer unilaterally decided that it was better to part ways. However, Jurgen would have liked another improvement process to find out whether a workable situation could still arise.
His employer decided to offer him a settlement agreement containing the minimum compensation, the statutory transitional compensation. Jurgen expressed his disagreement and sought advice from a lawyer. He ended up at Ontslagrechtjuristen.nl.