{"id":2305,"date":"2025-07-12T15:58:54","date_gmt":"2025-07-12T13:58:54","guid":{"rendered":"https:\/\/www.ontslagrechtjuristen.nl\/?page_id=2305"},"modified":"2025-12-29T21:59:05","modified_gmt":"2025-12-29T19:59:05","slug":"transition-allowance","status":"publish","type":"page","link":"https:\/\/www.ontslagrechtjuristen.nl\/en\/transitievergoeding\/","title":{"rendered":"Severance Pay"},"content":{"rendered":"<div id=\"cs-content\" class=\"cs-content\"><div class=\"x-section e2305-e1 m1s1-0 m1s1-1 m1s1-2 m1s1-3\"><div class=\"x-bg\" aria-hidden=\"true\"><div class=\"x-bg-layer-lower-image\"><\/div><div class=\"x-bg-layer-upper-color\"><\/div><\/div><div class=\"x-div x-container max width e2305-e2 m1s1-a m1s1-b m1s1-c m1s1-d m1s1-e\"><div class=\"x-row x-container max width e2305-e3 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-v m1s1-w m1s1-x m1s1-1e m1s1-1f\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e4 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-24\"><div class=\"x-text x-text-headline e2305-e5 m1s1-2m m1s1-2n m1s1-2o m1s1-2p m1s1-2q m1s1-2r m1s1-2s m1s1-2t m1s1-2u m1s1-2v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><h1 class=\"x-text-content-text-primary\">When are you entitled to transitional pay? (2026)<\/h1>\n<\/div><\/div><\/div><div class=\"x-text x-content e2305-e6 m1s1-3z m1s1-40 m1s1-41 m1s1-42 m1s1-43 m1s1-44 banner-description\"><p>Are you facing dismissal? Then there's a good chance you're entitled to a transition payment. This statutory payment was introduced by the government in 2015 with the Work and Security Act. It helps employees transition to new work. In this article, you'll read everything you need to know: from the conditions and calculation to tax benefits. After reading this article, you'll know exactly where you stand.<\/p><\/div><a class=\"x-anchor x-anchor-button e2305-e7 m1s1-4m m1s1-4n m1s1-4o m1s1-4p get-started\" tabindex=\"0\" href=\"https:\/\/ebook.ontslagrechtjuristen.nl\/ontslag-en-nu\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">Download free e-book<\/span><\/div><\/div><\/a><div class=\"x-text x-content e2305-e8 m1s1-40 m1s1-41 m1s1-43 m1s1-44 m1s1-45 banner-description\"><\/div><figure class=\"x-div x-container max width e2305-e9 m1s1-a m1s1-b m1s1-e m1s1-f m1s1-g\"><div class=\"x-div e2305-e10 m1s1-a m1s1-b m1s1-c m1s1-d m1s1-e m1s1-h m1s1-i m1s1-j m1s1-7\"><div class=\"x-anchor x-anchor-toggle has-graphic e2305-e11 m1s1-4n m1s1-4p m1s1-4q m1s1-8\" tabindex=\"0\" role=\"button\" data-x-toggle=\"1\" data-x-toggleable=\"e2305-e11\" data-x-toggle-overlay=\"1\" data-x-effect=\"{&quot;durationBase&quot;:&quot;300ms&quot;}\" aria-controls=\"e2305-e11-modal\" aria-expanded=\"false\" aria-haspopup=\"true\" aria-label=\"Toggle Modal Content\"><div class=\"x-anchor-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf04b;\"><\/i><\/span><\/div><\/div><\/div><\/figure><\/div><\/div><\/div><\/div><\/div><div class=\"x-section e2305-e13 m1s1-1 m1s1-3 m1s1-4 m1s1-5\"><div class=\"x-row x-container max width e2305-e14 m1s1-q m1s1-r m1s1-s m1s1-u m1s1-y m1s1-z m1s1-10 m1s1-11 m1s1-12 m1s1-1g m1s1-1h\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e15 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-row e2305-e16 m1s1-q m1s1-s m1s1-v m1s1-10 m1s1-11 m1s1-13 m1s1-14 m1s1-15 m1s1-1i\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e17 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-25 m1s1-26 m1s1-27\"><div class=\"x-text x-text-headline e2305-e18 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-2t m1s1-2u m1s1-2v m1s1-2w\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\">What compensation are you entitled to upon dismissal?<\/p>\n<\/div><\/div><\/div><\/div><div class=\"x-col e2305-e19 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-25 m1s1-28 m1s1-29\"><div class=\"x-text x-text-headline has-graphic x-hide-md x-hide-sm x-hide-xs e2305-e20 m1s1-2m m1s1-2n m1s1-2q m1s1-2s m1s1-2x m1s1-2y m1s1-2z m1s1-30 m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xe5ce;\"><\/i><\/span><div class=\"x-text-content-text\"><h3 class=\"x-text-content-text-primary\"><\/h3>\n<\/div><\/div><\/div><!DOCTYPE html>\n<html lang=\"nl\">\n<head>\n    <meta charset=\"UTF-8\">\n    <meta name=\"viewport\" content=\"width=device-width, initial-scale=1.0\">\n    <style>\n        .input-container {\n            display: flex;\n            align-items: center;\n            border: 1px solid #ccc;\n            border-radius: 10px;\n            padding: 8px 10px;\n            background-color: white;\n            width: auto;\n        }\n\n        .input-container input {\n            border: none;\n            outline: none;\n            font-size: 14px;\n            color: black;\n            flex: 1;\n            min-width: 120px;\n        }\n\n        .input-container i {\n            margin-right: 8px;\n            color: #4caf50;\n        }\n    <\/style>\n<\/head>\n<body>\n\n<div class=\"input-container\">\n    <i class=\"fas fa-euro-sign\"><\/i>\n    <input type=\"text\" placeholder=\"Gross salary\">\n<\/div>\n\n<script src=\"https:\/\/kit.fontawesome.com\/a076d05399.js\" crossorigin=\"anonymous\"><\/script>\n\n<\/body>\n<\/html>\n<\/div><div class=\"x-col e2305-e22 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-25 m1s1-28 m1s1-29\"><div class=\"x-text x-text-headline has-graphic x-hide-md x-hide-sm x-hide-xs e2305-e23 m1s1-2m m1s1-2n m1s1-2q m1s1-2s m1s1-2x m1s1-2y m1s1-2z m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-36\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf0f4;\"><\/i><\/span><div class=\"x-text-content-text\"><h3 class=\"x-text-content-text-primary\"><\/h3>\n<\/div><\/div><\/div><!DOCTYPE html>\n<html lang=\"nl\">\n<head>\n    <meta charset=\"UTF-8\">\n    <meta name=\"viewport\" content=\"width=device-width, initial-scale=1.0\">\n    <style>\n        .input-container {\n            display: flex;\n            align-items: center;\n            border: 1px solid #ccc;\n            border-radius: 10px;\n            padding: 8px 10px;\n            background-color: white;\n            width: auto;\n        }\n\n        .input-container input {\n            border: none;\n            outline: none;\n            font-size: 14px;\n            color: black;\n            flex: 1;\n            min-width: 120px;\n        }\n\n        .input-container i {\n            margin-right: 8px;\n            color: #4caf50;\n        }\n    <\/style>\n<\/head>\n<body>\n\n<div class=\"input-container\">\n    <i class=\"fas fa-calendar-alt\"><\/i>\n    <input type=\"text\" placeholder=\"Months in service\">\n<\/div>\n\n<script src=\"https:\/\/kit.fontawesome.com\/a076d05399.js\" crossorigin=\"anonymous\"><\/script>\n\n<\/body>\n<\/html>\n<\/div><div class=\"x-col e2305-e25 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-2a\"><a class=\"x-anchor x-anchor-button e2305-e26 m1s1-4m m1s1-4n m1s1-4o m1s1-4p get-started\" tabindex=\"0\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculate-severance-pay\/\" target=\"_blank\" rel=\"noopener noreferrer\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">Calculate<\/span><\/div><\/div><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-section e2305-e27 m1s1-0 m1s1-1 m1s1-5 m1s1-6\"><div class=\"x-div x-container max width e2305-e28 m1s1-a m1s1-b m1s1-c m1s1-d m1s1-e\"><div class=\"x-row e2305-e29 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-x m1s1-14 m1s1-16 m1s1-17 m1s1-1e m1s1-1j\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e30 m1s1-1z m1s1-20 m1s1-23 m1s1-2b\"><div class=\"x-bg\" aria-hidden=\"true\"><div class=\"x-bg-layer-lower-color\"><\/div><\/div><div class=\"x-row e2305-e31 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-w m1s1-z m1s1-18 m1s1-1k\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e32 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-text x-text-headline has-graphic e2305-e33 m1s1-2m m1s1-2n m1s1-2q m1s1-2s m1s1-2x m1s1-2y m1s1-31 m1s1-32 m1s1-35 m1s1-36 m1s1-37 m1s1-38 m1s1-39\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf153;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">Key points about the transition payment<br \/><\/span><\/p>\n<\/div><\/div><\/div><div class=\"x-text x-text-headline has-graphic e2305-e34 m1s1-2n m1s1-2q m1s1-2y m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-38 m1s1-39 m1s1-3a m1s1-3b m1s1-3c m1s1-3d m1s1-3e m1s1-3f m1s1-3g\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf00c;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">A transition payment is a statutory severance payment that your employer must pay you upon dismissal.&nbsp;<\/span><\/p>\n<\/div><\/div><\/div><div class=\"x-text x-text-headline has-graphic e2305-e35 m1s1-2n m1s1-2q m1s1-2y m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-38 m1s1-39 m1s1-3a m1s1-3b m1s1-3c m1s1-3d m1s1-3e m1s1-3f m1s1-3g\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf00c;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">If your temporary or permanent contract is terminated, you are often entitled to a transition payment.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"x-text x-text-headline has-graphic e2305-e36 m1s1-2n m1s1-2q m1s1-2y m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-38 m1s1-39 m1s1-3a m1s1-3b m1s1-3c m1s1-3d m1s1-3e m1s1-3f m1s1-3g\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf00c;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">Your transition payment is 1\/3 of your monthly salary per year of service. With our calculation tool, you can easily work out what you are entitled to upon dismissal.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"x-text x-text-headline has-graphic e2305-e37 m1s1-2n m1s1-2q m1s1-2y m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-38 m1s1-39 m1s1-3b m1s1-3c m1s1-3d m1s1-3e m1s1-3f m1s1-3g m1s1-3h\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf00c;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">You are entitled to a transition payment from day one of your employment, even during your probationary period.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"x-text x-text-headline has-graphic e2305-e38 m1s1-2n m1s1-2q m1s1-2y m1s1-31 m1s1-32 m1s1-33 m1s1-34 m1s1-35 m1s1-38 m1s1-39 m1s1-3b m1s1-3c m1s1-3d m1s1-3e m1s1-3f m1s1-3g m1s1-3h\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf00c;\"><\/i><\/span><div class=\"x-text-content-text\"><p class=\"x-text-content-text-primary\"><span style=\"color: #ffffff;\">You pay income tax on the compensation. So, the timing of when the severance pay is paid is important.<\/span><\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-col e2305-e39 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><span class=\"x-image x-hide-md x-hide-sm x-hide-xs e2305-e40 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/02\/Ontwerp-zonder-titel-1.png\" width=\"592\" height=\"582\" alt=\"Image\" loading=\"lazy\"><\/span><\/div><\/div><\/div><div class=\"x-row e2305-e41 m1s1-q m1s1-s m1s1-t m1s1-x m1s1-14 m1s1-16 m1s1-17 m1s1-19 m1s1-1e m1s1-1l equal-height\"><div class=\"x-row-inner\"><div class=\"x-col x-hide-md x-hide-sm x-hide-xs e2305-e42 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-2c equal-height\"><div class=\"x-div x-container max width e2305-e43 m1s1-a m1s1-b m1s1-d m1s1-g m1s1-k\"><div class=\"x-row e2305-e44 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1m\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e45 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-text x-text-headline e2305-e46 m1s1-2n m1s1-2q m1s1-3b m1s1-3i m1s1-3j m1s1-3k m1s1-3l\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<p class=\"x-text-content-text-primary\">Table of contents<\/p><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-row x-container max width e2305-e47 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-1b m1s1-1n m1s1-1o\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e48 m1s1-1z m1s1-20 m1s1-22 m1s1-23 m1s1-2d\"><hr class=\"x-line e2305-e49 m1s1-4z x-line-progress\"\/><hr class=\"x-line e2305-e50 m1s1-50\"\/><\/div><div class=\"x-col e2305-e51 m1s1-1z m1s1-20 m1s1-21 m1s1-23 m1s1-2e m1s1-2f\"><div class=\"x-text x-content e2305-e52 m1s1-41 m1s1-42 m1s1-46 m1s1-47\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#wat-is-het\">What is a transition allowance?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e53 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#wanneer-recht\">Am I entitled to a redundancy payment?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e54 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#berekenen\">How do you calculate redundancy pay?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e55 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#maximaal\">What is the maximum transition payment I can receive?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e56 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#belasting\">How much tax is deducted?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e57 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#uitbetaling\">When is the transition payment paid out?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e58 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#uitzonderingen\">Exceptions and special circumstances<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e59 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#verschil-ontslagvergoeding-transitievergoeding\">Transition payment vs. redundancy payment<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e60 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#onderhandelen\">Hoe onderhandel je?<\/a><\/span><\/li>\n<\/ul><\/div><div class=\"x-text x-content e2305-e61 m1s1-40 m1s1-41 m1s1-42 m1s1-47 m1s1-48\"><ul>\n<li><span style=\"color: #000000;\"><a style=\"color: #000000;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/#conclusie\">Conclusion<\/a><\/span><\/li>\n<\/ul><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-col e2305-e62 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-row e2305-e63 m1s1-q m1s1-t m1s1-u m1s1-16 m1s1-1c m1s1-1p m1s1-1q\"><div class=\"x-row-inner\"><figure class=\"x-col e2305-e64 m1s1-1z m1s1-20 m1s1-22 m1s1-2g m1s1-2h\"><span class=\"x-image e2305-e65 m1s1-4v m1s1-4w m1s1-4x m1s1-9\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Mickey-Heimans-JPG-Adviseur-Leeuwendaal-klein.jpeg\" width=\"1000\" height=\"1000\" alt=\"Mickey Heimans - Legal expert, HR adviser\" loading=\"lazy\"><\/span><span class=\"x-image e2305-e66 m1s1-4v m1s1-4w m1s1-4x m1s1-9\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Mickey-Heimans-JPG-Adviseur-Leeuwendaal-klein.jpeg\" width=\"1000\" height=\"1000\" alt=\"Mickey Heimans - Legal expert, HR adviser\" loading=\"lazy\"><\/span><\/figure><div class=\"x-col e2305-e67 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-text x-text-headline e2305-e68 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3e m1s1-3m m1s1-3n m1s1-3o\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><span class=\"x-text-content-text-primary\">Verified by Mickey Heimans<\/span>\n<span class=\"x-text-content-text-subheadline\"><span style=\"color: #000000;\">Dismissal lawyer<br \/>Last updated: 28\/12\/2025<\/span><\/span><\/div><\/div><\/div><\/div><\/div><\/div><div id=\"wat-is-het\" class=\"x-text x-text-headline e2305-e69 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3p m1s1-3q\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">What is a transition allowance?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e70 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The transition payment is a statutory redundancy payment that your employer must pay when you are dismissed or when your fixed-term contract is not renewed. Transition payments are made annually by over 100,000 employers, according to figures from the <a href=\"https:\/\/www.cbs.nl\/nl-nl\/maatwerk\/2018\/46\/evaluatie-overbruggingsregeling-transitievergoeding\">CBS<\/a>.<\/p>\n<p>A transition payment is important because it provides employees with financial support after dismissal. This means you won't immediately run into financial difficulties when you're between jobs. You can also use the transition payment to pursue further training.<\/p>\n<p>Since the introduction of the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/employment-law\/work-and-security-act\/\">Work and Social Security Act<\/a> Every employee is entitled to this compensation (WWZ), regardless of their length of service. Even if you are still within your probationary period. This used to be different \u2013 for example, before 2020, you only had the right to a transition payment after two years of employment.<\/p>\n<p>However, not every employee receives a transition payment upon dismissal. In fact, research conducted by my team at ontslagrechtjuristen.nl showed that in approximately half of cases, employers only comply with the transition payment obligation.&nbsp;<\/p><\/div><span class=\"x-image e2305-e71 m1s1-4v m1s1-4y\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Ontslagrechtjuristen.nl-900-x-500-px-6.png\" width=\"900\" height=\"500\" alt=\"Transitional payment: number of employment contracts, involuntary dismissals and settlement agreements\" loading=\"lazy\"><\/span><hr class=\"x-line e2305-e72 m1s1-50\"\/><div class=\"x-text x-text-headline e2305-e73 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">De transitievergoeding is bedoeld om een werknemer een financi\u00eble compensatie te bieden wanneer een arbeidsovereenkomst op initiatief van de werkgever wordt be\u00ebindigd. Het dient als een financi\u00eble buffer en steun in de rug voor de werknemer om de periode tussen twee banen te overbruggen, bijvoorbeeld voor omscholing of het zoeken naar nieuw werk.<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e74 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The transition payment was introduced by the government in 2015, as it offered many advantages compared to the previous legislation that existed for dismissal.<\/p>\n<p>Indeed, before 2015, the subdistrict court formula for dismissal still existed. This arrangement was basically a patchwork of regulations that few employers and employees understood.<\/p><\/div><div class=\"x-text x-text-headline e2305-e75 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Benefits of introducing the transition payment scheme<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e76 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The benefits for employees with the introduction of transition payments were:<\/p>\n<ul>\n<li>Employees will henceforth be compensated for the loss of their jobs.&nbsp;<\/li>\n<li>The severance pay they receive can be used for the transition to a new job.<\/li>\n<li>Employees can also (advantageously in terms of tax) use the transition payment for training. In this way, the government encourages people to retrain or upskill.&nbsp;<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e77 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">There are also advantages for employers:<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e78 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li><span style=\"letter-spacing: 0em;\">Unlike before, there are now clear dismissal routes to terminate an employee. <\/span><\/li>\n<li><span style=\"letter-spacing: 0em;\">As an employer, you know exactly where you stand: the costs are much more predictable<\/span><\/li>\n<li><span style=\"letter-spacing: 0em;\">No further lengthy legal proceedings need to be followed.<\/span><\/li>\n<\/ul><\/div><div class=\"x-row e2305-e79 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1r\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e80 m1s1-1z m1s1-20 m1s1-23 m1s1-2f m1s1-2i\"><div class=\"x-grid x-container max width e2305-e81 m1s1-51 m1s1-52\"><div class=\"x-cell e2305-e82 m1s1-54 m1s1-55\"><div id=\"voordelen-nadelen-ontslag-wederzijds-goedvinden\" class=\"x-text x-text-headline e2305-e83 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3l m1s1-3m m1s1-3q\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">The legal basis of the transition payment<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e84 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The transition payment is legally enshrined in article <a href=\"https:\/\/wetten.overheid.nl\/BWBR0005290\/2015-07-01\">7:673 of the Dutch Civil Code<\/a>. This scheme protects employees in cases of involuntary job loss and provides financial compensation to assist with the transition to new employment. The law precisely dictates how the compensation should be calculated via a fixed <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/formula\/\">formula<\/a>.<\/p><\/div><\/div><\/div><\/div><\/div><\/div><div id=\"wanneer-recht\" class=\"x-text x-text-headline e2305-e85 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Am I entitled to a severance payment?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e86 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The crucial question is, of course, do you have a right to a transitional payment?<\/p>\n<p>There are a number of conditions you must meet to be eligible for a transition payment. You are entitled to a transition payment if:<\/p>\n<ul>\n<li>Your employer terminates your employment contract<\/li>\n<li>Your temporary contract is not renewed<\/li>\n<li>The cantonal judge terminates your employment contract<\/li>\n<li>You will be dismissed during or after your probationary period.<\/li>\n<li>You will work fewer hours (note: at least 20% fewer and at your employer's initiative)<\/li>\n<li>Your employment contract ends after 2 years of illness<\/li>\n<\/ul>\n<p>For a complete checklist, you can visit our page <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/when-entitled\/\">When is the right to a transitional severance payment applicable?<\/a> consult.<\/p><\/div><div class=\"x-text x-text-headline e2305-e87 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">When are you NOT entitled to a transition payment?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e88 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>There are also a number of important exceptions that mean you are not entitled to a transition payment.<\/p>\n<p>We often see in our legal practice that people are wrong about this. In the following cases, you are not entitled to transition compensation:<\/p>\n<ul>\n<li>You are taking <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/resign\/take\/\">self-discharge<\/a> unless this is due to serious culpable conduct on the part of your employer<\/li>\n<li>You are being dismissed for gross misconduct.<\/li>\n<li>You are under 18 years old AND worked an average of less than 12 hours per week<\/li>\n<li>You are reaching the State Pension age<\/li>\n<li>Your company is going bankrupt (but be careful: check the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/bankruptcy\/\">insolvency proceedings<\/a>)<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e89 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Small employers and exemption from the transition payment.<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e90 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Small employers may, under certain conditions, receive a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/exemption\/\">exemption<\/a> receive for the payment of a transition allowance. This does only apply in very specific situations, such as business termination due to retirement or severe economic circumstances.<\/p><\/div><div class=\"x-text x-text-headline e2305-e91 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Other special situations<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e92 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p><strong>On retirement:<\/strong> When you reach the state pension age, your right to a transition payment lapses. For more information about transition payments and <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/pension\/\">pension<\/a>, we have written a separate article for you.<\/p><\/div><div class=\"x-row e2305-e93 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1s\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e94 m1s1-1z m1s1-20 m1s1-23 m1s1-2f m1s1-2i\"><div class=\"x-grid x-container max width e2305-e95 m1s1-51 m1s1-53\"><div class=\"x-cell e2305-e96 m1s1-54 m1s1-55\"><div class=\"x-text x-text-headline e2305-e97 m1s1-2n m1s1-2q m1s1-2s m1s1-2u m1s1-31 m1s1-3b m1s1-3d m1s1-3h m1s1-3k m1s1-3t m1s1-3u\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<p class=\"x-text-content-text-primary\">View <span style=\"color: #000000;\">our e-<\/span>book: resignation, now what? <span style=\"color: #008000;\">Free<\/span> with roadmap!<\/p><\/div><\/div><\/div><a class=\"x-anchor x-anchor-button e2305-e98 m1s1-4o m1s1-4p m1s1-4r get-started\" tabindex=\"0\" href=\"https:\/\/ebook.ontslagrechtjuristen.nl\/ontslag-en-nu\" target=\"_blank\" rel=\"noopener noreferrer\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">View e-book<\/span><\/div><\/div><\/a><\/div><div class=\"x-cell e2305-e99 m1s1-54 m1s1-56\"><span class=\"x-image e2305-e100 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/02\/Kopie-van-Ontwerp-zonder-titel-2.png\" width=\"617\" height=\"606\" alt=\"Man happy with e-book: resignation, and now?\" loading=\"lazy\"><\/span><\/div><\/div><\/div><\/div><\/div><div id=\"berekenen\" class=\"x-text x-text-headline e2305-e101 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">How much redundancy pay am I entitled to?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e102 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>But, what is the final amount you'll receive in transition payment later?<\/p>\n<p>Fortunately, the calculation of your transition payment has become a lot simpler since 2020. The <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/formula\/\">formula<\/a> Is<\/p>\n<p><strong>One third of monthly salary \u00d7 number of years of service = transition payment<\/strong><\/p>\n<p>When calculating your transitional compensation, make sure you also calculate the number of years of service back into the number of months and days of service. This is because you will also receive transition compensation for that time.<\/p><\/div><div class=\"x-text x-text-headline e2305-e103 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Calculating redundancy pay: step by step<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e104 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ol>\n<li><strong>Determine your gross monthly salary<\/strong><br \/>Add together your fixed salary, holiday pay, and fixed allowances<br \/>- Divide this by 12 for your monthly salary<\/li>\n<li><strong>Count your years of service<\/strong><br \/>- A full year of service counts<br \/>- Months are calculated pro rata<br \/>- The days are also counted in the calculation<\/li>\n<li><strong>No formula apply<\/strong><br \/>Multiply one-third of your monthly salary by the number of years of service<\/li>\n<\/ol><\/div><div id=\"bij-ziekte\" class=\"x-text x-text-headline e2305-e105 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3r m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Case study<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e106 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Suppose you work for your employer for 4 years, 3 months and 15 days. Your gross monthly salary (including holiday pay) is \u20ac3,000.<\/p>\n<ul>\n<li><strong>Years of service<\/strong> 4 x 1\/3 x \u20ac3,000 = \u20ac4,000<\/li>\n<li><strong>Months<\/strong> 3 \u00d7 1\/36 \u00d7 \u20ac3.000 = \u20ac250<\/li>\n<li><strong>Days<\/strong> 15 \u00d7 1\/1095 \u00d7 \u20ac3.000 = \u20ac41,10<\/li>\n<\/ul>\n<p><strong>Total severance pay: \u20ac4,291.10<\/strong><\/p>\n<p>More <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/examples\/\">examples<\/a> For calculations in various situations, see our extensive examples page.<\/p><\/div><div id=\"ontslag-wederzijds-goedvinden-ww\" class=\"x-text x-text-headline e2305-e107 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Which salary components are included when calculating the transition payment?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e108 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>When calculating your transition payment, the following components are included:<\/p>\n<ul>\n<li>Basic salary<\/li>\n<li>Holiday allowance (8%)<\/li>\n<li>Fixed monthly surcharges<\/li>\n<li>Structural bonuses<\/li>\n<li>Overtime pay (if structural)<\/li>\n<li>13th month or end-of-year bonus<\/li>\n<\/ul>\n<p>Use our <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculator\/\">severance pay calculator<\/a> for an exact calculation including all components.<\/p><\/div><div class=\"x-row e2305-e109 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1t\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e110 m1s1-1z m1s1-20 m1s1-23 m1s1-2f m1s1-2i\"><div class=\"x-grid x-container max width e2305-e111 m1s1-51 m1s1-53\"><div class=\"x-cell e2305-e112 m1s1-54 m1s1-55\"><div class=\"x-text x-text-headline e2305-e113 m1s1-2n m1s1-2q m1s1-2s m1s1-2u m1s1-31 m1s1-3b m1s1-3d m1s1-3h m1s1-3i m1s1-3k m1s1-3u\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<p class=\"x-text-content-text-primary\">Calculate your reimbursement with our handy calculator tool<\/p><\/div><\/div><\/div><a class=\"x-anchor x-anchor-button e2305-e114 m1s1-4o m1s1-4p m1s1-4r get-started\" tabindex=\"0\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculate\/\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">Calculate<\/span><\/div><\/div><\/a><\/div><div class=\"x-cell e2305-e115 m1s1-54 m1s1-56\"><span class=\"x-image x-hide-sm x-hide-xs e2305-e116 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/02\/Kopie-van-Ontwerp-zonder-titel.png\" width=\"617\" height=\"606\" alt=\"Woman pointing to a button to calculate redundancy pay with our calculator\" loading=\"lazy\"><\/span><\/div><\/div><\/div><\/div><\/div><div id=\"maximaal\" class=\"x-text x-text-headline e2305-e117 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3r\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">What is the maximum transition payment?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e118 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>In 2026, the <strong>maximum severance pay \u20ac102,000 gross<\/strong>. This amount is adjusted annually based on wage development. In 2025, the maximum was still \u20ac98,000, so there has been an increase of \u20ac4,000 for this year.<\/p>\n<p>For a complete overview of the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/maximum\/\">maximum<\/a> To receive payments, we have set up a separate page.&nbsp;<\/p><\/div><div id=\"problemen-aanvraag-ww\" class=\"x-text x-text-headline e2305-e119 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3l m1s1-3m m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Exception: do you earn more than \u20ac102,000 per year?<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e120 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>If your annual salary exceeds \u20ac102,000, your maximum transition payment will be equivalent to one gross annual salary. For example:<\/p>\n<ul>\n<li><strong>Annual salary \u20ac75,000:<\/strong> Maximum compensation is \u20ac102,000<\/li>\n<li><strong>Annual salary \u20ac120,000:<\/strong> Maximum compensation is \u20ac120,000<\/li>\n<li><strong>Annual salary \u20ac250,000:<\/strong> Maximum compensation is \u20ac250,000.<\/li>\n<\/ul>\n<p>This means that high-earning employees can receive proportionally more, but never more than one annual salary.<\/p><\/div><div id=\"tijdens-proeftijd\" class=\"x-text x-text-headline e2305-e121 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3l m1s1-3m m1s1-3s\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Historical development of the maximum transition payment<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e122 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The maximum transition payment is indexed annually:<\/p>\n<ul>\n<li>2023: \u20ac89,000<\/li>\n<li>2024: \u20ac94,000<\/li>\n<li>2025: \u00a398,000<\/li>\n<li>2026: \u20ac102,000<\/li>\n<\/ul><\/div><span class=\"x-image e2305-e123 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Maximale-transitievergoeding.png\" width=\"900\" height=\"500\" alt=\"Maximum transition payment - consult this again every year for up-to-date information\" loading=\"lazy\"><\/span><div id=\"belasting\" class=\"x-text x-text-headline e2305-e124 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">How much tax do you pay on your transitional allowance?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e125 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>transitievergoeding valt onder het <strong>Taxable income<\/strong>. This means that, just like your regular salary, you have to pay income tax on it.<\/p>\n<p>The amount you ultimately receive will therefore depend on your total annual income.<\/p>\n<p>For detailed information about <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/tax\/\">transitional allowance tax<\/a>, we have an extensive article. The <a href=\"https:\/\/www.belastingdienst.nl\/wps\/wcm\/connect\/nl\/werk-en-inkomen\/content\/hoeveel-inkomstenbelasting-betalen\">current tax rates<\/a> You can find it on the tax authorities' website.<\/p><\/div><div id=\"door-reorganisatie\" class=\"x-text x-text-headline e2305-e126 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3l m1s1-3m m1s1-3q\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Saving tax on your redundancy pay<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e127 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The amount you receive as a transition payment is often high. And there are ways to pay less tax on your transition payment - completely legally:<\/p>\n<ul>\n<li><strong>For training or outplacement<br \/><\/strong>If you spend the reimbursement on training, you will pay tax on it. <strong style=\"letter-spacing: 0em;\">no tax<\/strong>. This also applies to outplacement schemes. It is important, however, to keep all invoices as proof.&nbsp;<\/li>\n<li><strong style=\"letter-spacing: 0em;\">Spreading over several years<br \/><\/strong>Will you receive the compensation in January? In that case, you may be able to defer part of it to the following year. For example, if your contract's end date falls in the new year. It is wise to discuss this with your employer during the negotiations for your settlement agreement.<\/li>\n<li><strong style=\"letter-spacing: 0em;\">Pension contribution<br \/><\/strong>Paying into your pension in instalments can be tax-efficient. Please note: especially if it involves a large sum, it's important to seek advice from a tax adviser.&nbsp;<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e128 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3l m1s1-3m m1s1-3q\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Calculating gross to net transition payment<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e129 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>But what exactly do you have left when you receive your transition payment? Many employees wonder about this. With our <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/gross-net\/\">severance pay gross net<\/a> calculator you can precisely calculate how much you will receive net. For this, it is important that you have your income details for this year to hand.<\/p><\/div><div id=\"recht-op-ontslagvergoeding\" class=\"x-text x-text-headline e2305-e130 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Factors affecting the net amount<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e131 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li>Your total annual income<\/li>\n<li>The applicable tax rate<\/li>\n<li>Any deductions<\/li>\n<li>For training or outplacement<\/li>\n<li>Working tax credit and general tax credit<\/li>\n<\/ul><\/div><div id=\"wat-is-ontslagvergoeding\" class=\"x-text x-text-headline e2305-e132 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Practical tips for optimising the net amount<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e133 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4g\"><\/div><div class=\"x-row e2305-e134 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1u\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e135 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-2j\"><div class=\"x-text x-content e2305-e136 m1s1-41 m1s1-42 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f m1s1-4h\"><ol>\n<li><strong>Timing matters<\/strong>Do you receive the reimbursement at the beginning or end of the year?<\/li>\n<li><strong>Combine with other schemes<\/strong>Sometimes you can achieve a tax advantage<\/li>\n<li><strong>Consider partial payout<\/strong>: In consultation with your employer<\/li>\n<\/ol><\/div><span class=\"x-image e2305-e137 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Bruto-netto-transitievergoeding.png\" width=\"900\" height=\"500\" alt=\"Gross to net redundancy pay: how does it work?\" loading=\"lazy\"><\/span><div id=\"uitbetaling\" class=\"x-text x-text-headline e2305-e138 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">When is the transition payment paid out?<\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e139 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The law stipulates that your employer must pay the transition payment. <strong>at the end of your employment<\/strong>. In practice, this usually happens:<\/p>\n<ul>\n<li>On your last salary<\/li>\n<li>Within one month of your last working day<\/li>\n<li>According to other arrangements in your <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/settlement-agreement\/\">settlement agreement<\/a><\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e140 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Note these payout times<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e141 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li><strong>On summary dismissal:<\/strong> no automatic right, unless the court decides otherwise<\/li>\n<li><strong>In case of bankruptcy:<\/strong> via UWV guarantee scheme (max. \u20ac98,000)<\/li>\n<li><strong>In case of illness:<\/strong> normal payout, see our page on <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/in-case-of-illness\/\">Transition payment during illness<\/a><\/li>\n<\/ul><\/div><div id=\"vso-tekenen\" class=\"x-text x-text-headline e2305-e142 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">What if your employer doesn't pay?<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e143 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>If your employer does not pay the transition allowance on time:<\/p>\n<ol>\n<li>Send a written reminder<\/li>\n<li>You are entitled to statutory interest from the due date<\/li>\n<li>After 14 days, you can involve the cantonal judge.<\/li>\n<li>De werkgever kan een boete krijgen van 50% van de transitievergoeding<\/li>\n<\/ol>\n<p>We'd be happy to tell you more about the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/payout\/\">payout<\/a> of your transition payment, including what to do in case of delay.&nbsp;<\/p><\/div><span class=\"x-image e2305-e144 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Werkgever-betaalt-transitievergoeding-niet.png\" width=\"900\" height=\"500\" alt=\"Quote with employer not paying transition payment\" loading=\"lazy\"><\/span><div id=\"uitzonderingen\" class=\"x-text x-text-headline e2305-e145 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Exceptions and special circumstances<\/h2><\/div><\/div><\/div><div id=\"belangrijkste-punten\" class=\"x-text x-text-headline e2305-e146 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Redundancy pay now also during probationary period<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e147 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Since 2020, you have <strong>during your probationary period<\/strong> right to a transitional payment. This was an important change in the law.<\/p>\n<p>It doesn't matter if <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/probation\/\">Probationary period severance pay<\/a>.<\/p><\/div><div class=\"x-text x-text-headline e2305-e148 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Severance pay during probationary period<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e149 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>As mentioned, transition compensation now also applies during your probationary period. This applies to all kinds of contracts, including:<\/p>\n<ul>\n<li>Temporary employment contracts<\/li>\n<li>Zero-hours contracts<\/li>\n<li>Fixed-term contracts<\/li>\n<\/ul>\n<p>For all these contracts, we have a separate page with all the rules and explanations. You can find the information at <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/temporary-contract\/\">Redundancy payment for fixed-term contract<\/a>.<\/p><\/div><div id=\"uitzendkrachten\" class=\"x-text x-text-headline e2305-e150 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Holiday pay also applies to temporary agency workers<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e151 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Also <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/temp\/\">temporary staff<\/a> are entitled to a transitional payment. This applies from the first day of the temporary employment contract. The temporary employment clause makes no difference in this regard \u2013 as soon as the contract ends on the initiative of the temporary employment agency, the right to a transitional payment arises.<\/p><\/div><div class=\"x-text x-text-headline e2305-e152 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Other situations in which you are entitled to a transitional payment<\/h2><\/div><\/div><\/div><div id=\"welke-opzegtermijn\" class=\"x-text x-text-headline e2305-e153 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">After 2 years of illness<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e154 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4g\"><\/div><div class=\"x-text x-content e2305-e155 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>A common situation is dismissal after long-term illness. After 2 years of illness, your employer may dismiss you, but you are entitled to:<\/p>\n<ul>\n<li>Full transition payment<\/li>\n<li>Possible compensation from the UWV for your employer<\/li>\n<li>Extra protection during reintegration<\/li>\n<\/ul>\n<p>Read more about <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/after-2-years-of-illness\/\">transitional allowance after 2 years of illness<\/a>.<\/p><\/div><div class=\"x-text x-text-headline e2305-e156 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">During reorganisation<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e157 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>During a reorganisation, you are entitled to a transition payment, but be aware:<\/p>\n<ul>\n<li>The mirroring principle determines who is being laid off<\/li>\n<li>Your employer must apply for a dismissal permit from UWV.<\/li>\n<li>It's possible there's a social plan with additional provisions.<\/li>\n<\/ul>\n<p>Check out our extensive information about <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/reorganisation\/\">redundancy payment during reorganisation<\/a>.<\/p><\/div><div class=\"x-text x-text-headline e2305-e158 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Transition payment and UWV<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e159 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>It <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/uwv\/\">UWV<\/a> plays an important role in redundancy payments, especially in cases of:<\/p>\n<ul>\n<li>Dismissal for economic reasons<\/li>\n<li>Compensation for employers in cases of long-term incapacity for work<\/li>\n<li>Guarantee scheme in case of bankruptcy<\/li>\n<li>Assessment of dismissal requests<\/li>\n<\/ul><\/div><div id=\"recht-ww-uitkering\" class=\"x-text x-text-headline e2305-e160 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Small employers<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e161 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Previously, different rules applied for small employers (fewer than 25 employees). Since 2020, these differences have been abolished. Everyone now has the same rights, regardless of the size of the company. However, small employers can, under strict conditions, offer a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/exemption\/\">exemption<\/a> applications.<\/p><\/div><div class=\"x-text x-text-headline e2305-e162 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Severance pay 60-plus and on retirement<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e163 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Upon reaching state pension age, the entitlement to a severance payment lapses. However, on early retirement <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/pension\/\">pension<\/a> This means that the right to a prepension continues to exist. This is an important difference that many employees are not aware of.<\/p><\/div><a class=\"x-anchor x-anchor-button e2305-e164 m1s1-4m m1s1-4n m1s1-4o m1s1-4p get-started\" tabindex=\"0\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/contact\/\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">Free assessment of your situation<\/span><\/div><\/div><\/a><div class=\"x-text x-text-headline e2305-e165 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\">Redundancy pay with different contract types<\/h2><\/div><\/div><\/div><div class=\"x-text x-text-headline e2305-e166 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Vast contract<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e167 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>When an employee with a permanent contract is dismissed, they are always entitled to a transition payment, unless they resign themselves or there is a case of gross culpability. However, the procedure does differ:<\/p>\n<ul>\n<li>Via UWV for economic reasons<\/li>\n<li>Via subdistrict court in case of dysfunction<\/li>\n<li>By mutual agreement via a settlement agreement<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e168 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Temporary contract<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e169 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>At a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/temporary-contract\/\">temporary contract<\/a> that is not extended, you are automatically entitled to a redundancy payment. This also applies if:<\/p>\n<ul>\n<li>The contract automatically terminates<\/li>\n<li>No termination takes place<\/li>\n<li>It concerns a short contract (even 1 month)<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e170 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Zero-hours contract and on-call contract<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e171 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Even with flexible contracts, such as on-call contracts, you are entitled to a transition payment. The calculation is based on the average wage over the last 12 months.<\/p><\/div><span class=\"x-image e2305-e172 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Transitievergoeding-afhankelijk-van-contractvorm.png\" width=\"900\" height=\"500\" alt=\"Redundancy pay dependent on contract type\" loading=\"lazy\"><\/span><div id=\"verschil-ontslagvergoeding-transitievergoeding\" class=\"x-text x-text-headline e2305-e173 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Difference between transition payment and severance pay<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e174 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>It is important to realise that upon dismissal, you are not only entitled to a redundancy payment, but also to other dismissal compensation.<\/p>\n<p>Many people use these terms interchangeably, but there is an important difference.<\/p>\n<p>The <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/severance-pay\/\">severance pay<\/a> is a broader term that can include various reimbursements. Below, we provide a brief overview:<\/p><\/div><div class=\"x-text x-text-headline e2305-e175 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Severance Pay<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e176 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li><strong>Legally required<\/strong> upon dismissal<\/li>\n<li>Fixed calculation (1\/3 monthly salary per year of service)<\/li>\n<li>Always bound by a maximum, reassessed by the government each year<\/li>\n<li>Built up from the first working day<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e177 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Severance Payment<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e178 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li><strong>Additional charge<\/strong> on top of the transition payment<\/li>\n<li>A negotiable amount, depending on the facts and circumstances of your dismissal.<\/li>\n<li>No legal maximum<\/li>\n<li>Often with a settlement agreement<\/li>\n<\/ul>\n<p>For the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/difference-severance-pay-transition-allowance\/\">difference severance pay transition allowance<\/a> We have an in-depth article with practical examples.<\/p><\/div><div id=\"belangrijkste-punten\" class=\"x-text x-text-headline e2305-e179 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Calculate severance pay<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e180 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Would you like to know how much redundancy pay you could receive? Then use our tool to calculate your <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculate-severance-pay\/\">calculate severance pay<\/a>. This takes into account:<\/p>\n<ul>\n<li>The reason for your dismissal<\/li>\n<li>Additional components included in your contract, such as a bonus, 13th month's salary, or a company car<\/li>\n<li>Calculation based on an estimate of your situation<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e181 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Redundancy payment tax<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e182 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Like the transition payment, the redundancy payment is also taxable. For information about <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/severance-pay-tax\/\">tax on redundancy pay<\/a> In fiscal optimisation, we have a separate article.<\/p><\/div><div class=\"x-text x-text-headline e2305-e183 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Severance pay gross net<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e184 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Curious what's left after tax? Our <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/severance-pay-gross-net\/\">severance pay gross net<\/a> The calculator gives you immediate insight into the net amount after deducting taxes.<\/p><\/div><div class=\"x-row e2305-e185 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1v\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e186 m1s1-1z m1s1-20 m1s1-23 m1s1-2f m1s1-2i\"><div class=\"x-grid x-container max width e2305-e187 m1s1-51 m1s1-53\"><div class=\"x-cell e2305-e188 m1s1-54 m1s1-55\"><div class=\"x-text x-text-headline e2305-e189 m1s1-2n m1s1-2q m1s1-2s m1s1-2u m1s1-31 m1s1-3b m1s1-3d m1s1-3h m1s1-3k m1s1-3t m1s1-3u\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<p class=\"x-text-content-text-primary\">Negotiating is important. Upload <span style=\"color: #008000;\">for free<\/span> I am VSO now.<\/p><\/div><\/div><\/div><a class=\"x-anchor x-anchor-button e2305-e190 m1s1-4o m1s1-4p m1s1-4r get-started\" tabindex=\"0\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/settlement-agreement\/check\/\" target=\"_blank\" rel=\"noopener noreferrer\"><div class=\"x-anchor-content\"><div class=\"x-anchor-text\"><span class=\"x-anchor-text-primary\">Free check VSO<\/span><\/div><\/div><\/a><\/div><div class=\"x-cell e2305-e191 m1s1-54 m1s1-56\"><span class=\"x-image e2305-e192 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/02\/Kopie-van-Ontwerp-zonder-titel-2.png\" width=\"617\" height=\"606\" alt=\"Man happy with e-book: resignation, and now?\" loading=\"lazy\"><\/span><\/div><\/div><\/div><\/div><\/div><div id=\"onderhandelen\" class=\"x-text x-text-headline e2305-e193 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Negotiating a higher fee<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e194 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>transition payment is the <strong>minimum<\/strong> what you are entitled to. In many cases, you can negotiate a higher compensation. This process is also known in our legal practice as <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/negotiating-severance-pay\/\">negotiating severance pay<\/a>.<\/p><\/div><div class=\"x-text x-text-headline e2305-e195 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">When is your negotiating position strong?&nbsp;<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e196 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>In the many negotiations we have conducted as employment law specialists, it has always been important to formulate a starting point. Ask yourself what your negotiating position is. You can do this simply by asking yourself the following questions:<\/p>\n<ul>\n<li>Does my employer want to get rid of me quickly?<\/li>\n<li>Is there a breakdown in the employment relationship?<\/li>\n<li>Does my employer have a strong case against me?<\/li>\n<li>Did my employer make mistakes in the dismissal procedure?<\/li>\n<li>Is there actually any grounds for dismissal?<\/li>\n<li>What type of contract do I have?&nbsp;<\/li>\n<\/ul>\n<p>For specific tips on negotiating with a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/severance-pay-fixed-contract\/\">severance pay fixed contract<\/a> Do we have a separate page that addresses all the questions we've posed above?.&nbsp;<\/p>\n<p>It's good to be aware that we at ontslagrechtjuristen.nl negotiate with your employer on your behalf free of charge. We've found that this often leads to a much better outcome than when employees negotiate for themselves.&nbsp;<\/p>\n<p>The reason for this is that we have much more experience \u2013 experience based on similar cases too. This means we know exactly what we believe your redundancy pay should amount to.&nbsp;<\/p>\n<p>In addition, as an employee, you often have a relationship with your employer. Our independent position makes it easier to properly shape communication with your employer for negotiations.<\/p><\/div><div class=\"x-text x-text-headline e2305-e197 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Tips for successful negotiation<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e198 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ol>\n<li><strong>Know your rights<br \/><\/strong>Calculate your transition payment exactly<br \/>Check that all procedures have been followed correctly<br \/>Gather evidence of any malpractice<\/li>\n<li><strong style=\"letter-spacing: 0em;\">Ask for more than the transition payment<br \/><\/strong>Start with 6-12 months' salary as an opening offer.<br \/>Justify why you deserve more<br \/>Think of non-pecuniary damage<\/li>\n<li><strong style=\"letter-spacing: 0em;\">Negotiate the total package<br \/><\/strong>Lease car retention<br \/>Release from work with pay<br \/>Positive testimonial<br \/>Study budget<br \/><a style=\"letter-spacing: 0em;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/additional-severance-pay\/\">Additional severance pay<\/a><br \/>And more<\/li>\n<li><strong style=\"letter-spacing: 0em;\">Always have your settlement agreement checked.<br \/><\/strong>95% of the agreements can be improved<br \/>A lawyer sees opportunities you miss.<br \/>The costs often outweigh the extra revenue.<\/li>\n<\/ol><\/div><div class=\"x-text x-text-headline e2305-e199 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Maximum severance pay<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e200 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>Are you wondering if there is <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/ontslagvergoeding-maximaal\/\">maximum severance pay<\/a> exists? Unlike the transitional compensation, severance pay has no legal maximum. In our legal practice, we regularly see compensation of:<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>6-12 months' salary at good bargaining power<\/li>\n<li>12-24 months for serious employer errors<\/li>\n<li>More than 24 months in exceptional cases<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>This often amounts to thousands of euros in additional severance pay. An amount many employees don't realise they are entitled to.<\/p><\/div><span class=\"x-image e2305-e201 m1s1-4v m1s1-4w\"><img decoding=\"async\" src=\"https:\/\/www.ontslagrechtjuristen.nl\/wp-content\/uploads\/2025\/07\/Kopie-van-SJABLOON-QUOTE.png\" width=\"900\" height=\"500\" alt=\"Negotiating your redundancy pay is important\" loading=\"lazy\"><\/span><div class=\"x-text x-text-headline e2305-e202 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Severance pay and settlement agreement<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e203 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>transactiemap <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/settlement-agreement\/\">settlement agreement<\/a> (VSO) To a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/settlement-agreement\/\">transition payment in settlement agreement<\/a> are there any important points to consider:<\/p><\/div><div class=\"x-text x-text-headline e2305-e204 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Advantages of a VSO<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e205 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li>Room for negotiation for higher compensation<\/li>\n<li>Clear agreements on all aspects<\/li>\n<li>Final discharge for both parties.<\/li>\n<li>Flexibility in payment terms<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e206 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3s m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">What should you pay attention to?<\/span><\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e207 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><ul>\n<li><strong>14-day cooling-off period<\/strong> is legally required. If there is nothing about this in your settlement agreement, then there is a <strong>Cooling-off period of 21 days<\/strong>.<\/li>\n<li>Check if the transition payment has been calculated correctly<\/li>\n<li>Be mindful of clauses that restrict your rights, for example, a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/employment-law\/competition-clause\/\">competition clause<\/a><\/li>\n<li>Check the consequences for your unemployment benefit<\/li>\n<li>Request a neutral reference (important!)<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e208 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Optimising VSO and transition payments<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e209 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>When drafting a settlement agreement, you can often arrange for more than just the transition payment:<\/p>\n<ul>\n<li>Exemption from activities<\/li>\n<li>Pension premium takeover<\/li>\n<li>Reimbursement of legal fees<\/li>\n<li>Reference agreements<\/li>\n<\/ul><\/div><div class=\"x-text x-text-headline e2305-e210 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Practical tips and next steps<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e211 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>If you choose to shape the entire resignation process yourself with your employer, we have a few more tips to share.<\/p>\n<p><strong>Directly after your dismissal<\/strong><\/p>\n<ol>\n<li><strong>Ask for written confirmation of your resignation. Make sure this includes the following:<\/strong>\n<ul>\n<li>The termination date<\/li>\n<li>The reason for dismissal<\/li>\n<li>Your transition payment amount<\/li>\n<\/ul>\n<\/li>\n<li><strong>Check your rights<\/strong>\n<ul>\n<li>Use our <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculator\/\">severance pay calculator<\/a><\/li>\n<li>Check that all components have been included<\/li>\n<li>Take note of any collective labour agreement provisions<\/li>\n<\/ul>\n<\/li>\n<li><strong>Consider legal advice<\/strong>\n<ul>\n<li>When in doubt about the calculation<\/li>\n<li>If you are presented with a settlement agreement<\/li>\n<li>On dismissal without notice<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p><strong>Before you agree<\/strong><\/p>\n<ul>\n<li><strong>Take time to think<\/strong> (you have 14 days legally - read up on all your rights around dismissal during this time)<\/li>\n<li><strong>Have documents checked<\/strong> by a specialist (this can be done free of charge with us)<\/li>\n<li><strong>Negotiate<\/strong> whenever possible<\/li>\n<li><strong>Check the consequences.<\/strong>&nbsp;<strong><a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/resign\/unemployment-benefit\/\">WW benefit<\/a><\/strong><\/li>\n<\/ul>\n<p><strong>Upon receipt of your payment<\/strong><\/p>\n<ul>\n<li><strong>Plan your spending<\/strong> sensible<\/li>\n<li><strong>Consider further education<\/strong> (tax advantage!)<\/li>\n<li><strong>Begin direct<\/strong> apply<\/li>\n<li><strong>Please take into account<\/strong> with tax return<\/li>\n<\/ul>\n<p><strong>Use the right tools<\/strong><\/p>\n<p>We have various tools available for an accurate calculation of your transition payment:<\/p>\n<ul>\n<li><a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculate\/\">Calculate severance pay<\/a> for the standard calculation<\/li>\n<li><a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/gross-net\/\">Gross net calculator<\/a> - for the net amount<\/li>\n<\/ul><\/div><div id=\"conclusie\" class=\"x-text x-text-headline e2305-e212 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3m m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h3 class=\"x-text-content-text-primary\">Conclusion<\/h3><\/div><\/div><\/div><div class=\"x-text x-content e2305-e213 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4b m1s1-4c m1s1-4d m1s1-4e m1s1-4f\"><p>The transition payment is an important safety net upon dismissal. In 2026, you can expect a maximum of \u20ac102,000 or one year's salary, if that is higher. The calculation is simple: 1\/3 of a month's salary per year of service. But don't forget that this is just the legal minimum.<\/p>\n<p>With the right knowledge and support, you can often negotiate a better deal. Whether it's a higher salary, better terms, or tax optimisation \u2013 there are more possibilities than you might think. The most important thing is to be well-informed and take the right steps.<\/p>\n<p>Whether you are dealing with a <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/temporary-contract\/\">temporary contract<\/a>, redundancy <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/in-case-of-illness\/\">disease<\/a>, or <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/reorganisation\/\">reorganisation<\/a> - Every situation has its own points of attention. Take the time to research your rights and seek professional help where necessary.<\/p>\n<p>Are you facing dismissal or do you have questions about your transition payment? Please get in touch for a free consultation. Our specialists have already helped hundreds of people maximise their compensation. As customer Casper put it: <em>\"They are immediately very involved in your case. It really felt like a collaboration.\"<\/em><\/p>\n<p>Sign up today <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculate\/\">free calculator<\/a> and discover what you are entitled to. Whether you have questions about <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/formula\/\">formula<\/a>, of <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/height\/\">height<\/a>, of concrete <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/examples\/\">examples<\/a> want to see - we're happy to help you further.<\/p><\/div><div class=\"x-row e2305-e214 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-v m1s1-15 m1s1-1b m1s1-1d m1s1-1n m1s1-1w\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e215 m1s1-1z m1s1-22 m1s1-23 m1s1-25 m1s1-26 m1s1-2g m1s1-2k\"><div class=\"x-div e2305-e216 m1s1-b m1s1-c m1s1-d m1s1-h m1s1-i m1s1-l m1s1-m m1s1-n\"><div class=\"x-row e2305-e217 m1s1-q m1s1-t m1s1-u m1s1-v m1s1-1c m1s1-1p m1s1-1x\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e218 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23 m1s1-25 m1s1-27 m1s1-28 m1s1-2l\"><div class=\"x-text x-text-headline has-graphic e2305-e219 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-2x m1s1-2y m1s1-31 m1s1-34 m1s1-36 m1s1-39 m1s1-3g m1s1-3m m1s1-3n m1s1-3o m1s1-3w\"><div class=\"x-text-content\"><span class=\"x-graphic\" aria-hidden=\"true\"><i class=\"x-icon x-graphic-child x-graphic-icon x-graphic-primary\" aria-hidden=\"true\" data-x-icon-s=\"&#xf4ac;\"><\/i><\/span><div class=\"x-text-content-text\"><span class=\"x-text-content-text-primary\">Brian's Experience<\/span>\n<span class=\"x-text-content-text-subheadline\"><span style=\"color: #000000;\">Client has given permission for sharing story<\/span><\/span><\/div><\/div><\/div><\/div><\/div><\/div>\n<span class=\"x-rating e2305-e220 m1s1-57\">\n\n  <span class=\"x-rating-graphic\" role=\"img\" aria-label=\"5 \/ 5\">\n    <i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xf005;\"><\/i><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xf005;\"><\/i><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xf005;\"><\/i><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xf005;\"><\/i><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xf005;\"><\/i>  <\/span>\n\n  \n  \n<\/span>\n<div class=\"x-text x-text-headline e2305-e221 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-2x m1s1-31 m1s1-32 m1s1-3l m1s1-3n m1s1-3x\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><span class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Review via trustpilot<\/span><\/span>\n<\/div><\/div><\/div><div class=\"x-text x-content e2305-e222 m1s1-41 m1s1-42 m1s1-4a m1s1-4c m1s1-4e m1s1-4f m1s1-4h m1s1-4i m1s1-4j\"><p><span style=\"color: #000000;\">\"Needed help with my settlement agreement myself after years of employment. Then it is always a good idea to have it checked by someone experienced in it. I was helped by Mickey. I can only say: fast, reliable, top advice. Recommend it to everyone to have a check done here.\"<\/span><\/p><\/div><\/div><div class=\"x-div e2305-e223 m1s1-b m1s1-c m1s1-d m1s1-h m1s1-l m1s1-n m1s1-o\"><div class=\"x-text x-text-headline e2305-e224 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-2x m1s1-31 m1s1-32 m1s1-3l m1s1-3n m1s1-3x\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><span class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">What was the situation?<\/span><\/span>\n<\/div><\/div><\/div><div class=\"x-text x-content e2305-e225 m1s1-41 m1s1-42 m1s1-4a m1s1-4c m1s1-4g m1s1-4h m1s1-4i m1s1-4j\"><p style=\"text-align: left;\"><span style=\"color: #000000;\">Brian had been working in the hospitality industry for quite some time. Following an unpleasant situation at work, tension arose between him and his employer. This led to an unworkable situation, with the employer indicating they wished to part ways via a settlement agreement (VSO).<\/span><\/p><\/div><\/div><div class=\"x-div e2305-e226 m1s1-b m1s1-c m1s1-d m1s1-h m1s1-l m1s1-o m1s1-p\"><div class=\"x-text x-text-headline e2305-e227 m1s1-2m m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-2x m1s1-31 m1s1-32 m1s1-3l m1s1-3n m1s1-3x\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><span class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">What did we do?<\/span><\/span>\n<\/div><\/div><\/div><div class=\"x-text x-content e2305-e228 m1s1-41 m1s1-42 m1s1-4a m1s1-4c m1s1-4g m1s1-4h m1s1-4i m1s1-4j\"><p style=\"text-align: left;\"><span style=\"color: #000000;\">Brian shared his settlement agreement with us, after which we contacted him by phone. In that conversation, we went through his full situation and juxtaposed that with the contents of his settlement agreement. The focus was: what are you entitled to in this situation? And how can you properly exercise your rights? Brian chose to let us mediate and contact his employer. After several discussions with his employer, we were able to arrange better conditions for Brian. Employer ultimately indicated it was also satisfied with the outcome. A win-win situation for both employee and employer.<\/span><\/p><\/div><\/div><\/div><\/div><\/div><div class=\"x-row e2305-e229 m1s1-q m1s1-r m1s1-s m1s1-t m1s1-u m1s1-z m1s1-11 m1s1-12 m1s1-1a m1s1-1g m1s1-1y\"><div class=\"x-row-inner\"><div class=\"x-col e2305-e230 m1s1-1z m1s1-20 m1s1-21 m1s1-22 m1s1-23\"><div class=\"x-text x-text-headline e2305-e231 m1s1-2n m1s1-2q m1s1-2r m1s1-2s m1s1-31 m1s1-32 m1s1-3b m1s1-3c m1s1-3d m1s1-3l m1s1-3q m1s1-3v\"><div class=\"x-text-content\"><div class=\"x-text-content-text\">\n<h2 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Other topics you might be interested in<\/span><\/h2><\/div><\/div><\/div><div class=\"x-text x-content e2305-e232 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4c m1s1-4d m1s1-4e m1s1-4g m1s1-4k\"><ul>\n<li><span style=\"color: #cc99ff;\"><a style=\"color: #cc99ff;\" href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/settlement-agreement\/\">Everything you need to know about a settlement agreement<\/a><\/span><\/li>\n<li><span style=\"color: #cc99ff;\">Difference between severance pay and transition compensation<\/span><\/li>\n<li><a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/employment-law\/\"><span style=\"color: #cc99ff;\">Dutch employment law: what do you need to know?<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/ontslagrechtjuristen-nederland\/\"><span style=\"color: #cc99ff;\">What does a dismissal lawyer do?<\/span><\/a><\/li>\n<\/ul><\/div><div id=\"veelgestelde-vragen\" class=\"x-text x-text-headline e2305-e233 m1s1-2n m1s1-2o m1s1-2r m1s1-2t m1s1-3l m1s1-3y\"><div class=\"x-text-content\"><div class=\"x-text-content-text\"><h2 class=\"x-text-content-text-primary\"><span style=\"color: #000000;\">Frequently asked questions<\/span><\/h2>\n<\/div><\/div><\/div><div class=\"x-acc e2305-e234 m1s1-58\" id=\"x-acc-e2305-e234\"><div class=\"e2305-e235 x-acc-item\"><button id=\"tab-e2305-e235\" class=\"x-acc-header\" role=\"button\" type=\"button\" aria-expanded=\"false\" aria-controls=\"panel-e2305-e235\" data-x-toggle=\"collapse\" data-x-toggleable=\"e2305-e235\"><span class=\"x-acc-header-content\"><span class=\"x-acc-header-indicator\"><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xe59e;\"><\/i><\/span><span class=\"x-acc-header-text\">Do I have a right to a transition payment if I resign myself?<\/span><\/span><\/button><div id=\"panel-e2305-e235\" role=\"tabpanel\" aria-hidden=\"true\" aria-labelledby=\"tab-e2305-e235\" data-x-toggleable=\"e2305-e235\" data-x-toggle-collapse=\"1\" class=\"x-collapsed\"><div class=\"x-acc-content\"><div class=\"x-text x-content e2305-e236 m1s1-41 m1s1-42 m1s1-44 m1s1-46 m1s1-4c m1s1-4d\">No, in principle you are not entitled to a transitional payment if you resign yourself. There is one exception: when you are forced to resign due to gross culpability on the part of your employer. Consider discrimination, non-payment of salary, or an unsafe working situation. In that case, you can still claim the payment, but you must be able to prove it.<\/div><\/div><\/div><\/div><div class=\"e2305-e237 x-acc-item\"><button id=\"tab-e2305-e237\" class=\"x-acc-header\" role=\"button\" type=\"button\" aria-expanded=\"false\" aria-controls=\"panel-e2305-e237\" data-x-toggle=\"collapse\" data-x-toggleable=\"e2305-e237\"><span class=\"x-acc-header-content\"><span class=\"x-acc-header-indicator\"><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xe59e;\"><\/i><\/span><span class=\"x-acc-header-text\">When should my employer pay the transition payment?<\/span><\/span><\/button><div id=\"panel-e2305-e237\" role=\"tabpanel\" aria-hidden=\"true\" aria-labelledby=\"tab-e2305-e237\" data-x-toggleable=\"e2305-e237\" data-x-toggle-collapse=\"1\" class=\"x-collapsed\"><div class=\"x-acc-content\"><div class=\"x-text x-content e2305-e238 m1s1-41 m1s1-42 m1s1-44 m1s1-46 m1s1-4c m1s1-4d\">Your employer must pay the transition payment by the time your employment ends. In practice, this usually happens at the same time as your final salary or within a month of your last working day. If the payment is stipulated in a settlement agreement, the terms agreed upon in that document apply. If your employer fails to pay on time, you can claim statutory interest and an increased amount. More information on the <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/payout\/\">payout<\/a> find on our special page.<\/div><\/div><\/div><\/div><div class=\"e2305-e239 x-acc-item\"><button id=\"tab-e2305-e239\" class=\"x-acc-header\" role=\"button\" type=\"button\" aria-expanded=\"false\" aria-controls=\"panel-e2305-e239\" data-x-toggle=\"collapse\" data-x-toggleable=\"e2305-e239\"><span class=\"x-acc-header-content\"><span class=\"x-acc-header-indicator\"><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xe59e;\"><\/i><\/span><span class=\"x-acc-header-text\">Does my bonus count towards the calculation of the transition payment?<\/span><\/span><\/button><div id=\"panel-e2305-e239\" role=\"tabpanel\" aria-hidden=\"true\" aria-labelledby=\"tab-e2305-e239\" data-x-toggleable=\"e2305-e239\" data-x-toggle-collapse=\"1\" class=\"x-collapsed\"><div class=\"x-acc-content\"><div class=\"x-text x-content e2305-e240 m1s1-41 m1s1-42 m1s1-44 m1s1-46 m1s1-4c m1s1-4d\">Yes, structural bonuses count towards the calculation of your transition payment. These are bonuses that you receive regularly and are part of your fixed income. A one-off bonus or performance bonus that varies greatly usually does not count. Fixed monthly allowances, 13th month's pay, and year-end bonuses are always included in the calculation. Use our <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/calculator\/\">calculator<\/a> for a precise calculation.<\/div><\/div><\/div><\/div><div class=\"e2305-e241 x-acc-item\"><button id=\"tab-e2305-e241\" class=\"x-acc-header\" role=\"button\" type=\"button\" aria-expanded=\"false\" aria-controls=\"panel-e2305-e241\" data-x-toggle=\"collapse\" data-x-toggleable=\"e2305-e241\"><span class=\"x-acc-header-content\"><span class=\"x-acc-header-indicator\"><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xe59e;\"><\/i><\/span><span class=\"x-acc-header-text\">What happens to my transition payment if the company goes bankrupt?<\/span><\/span><\/button><div id=\"panel-e2305-e241\" role=\"tabpanel\" aria-hidden=\"true\" aria-labelledby=\"tab-e2305-e241\" data-x-toggleable=\"e2305-e241\" data-x-toggle-collapse=\"1\" class=\"x-collapsed\"><div class=\"x-acc-content\"><div class=\"x-text x-content e2305-e242 m1s1-41 m1s1-42 m1s1-44 m1s1-46 m1s1-4c m1s1-4d\">In the event of your employer's bankruptcy, the UWV will take over the payment of your transition payment via the guarantee scheme. The maximum remains \u20ac98,000 in 2025. You must then apply for your transition payment from the UWV. This usually takes a few weeks to months. See our page on <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/bankruptcy\/\">severance pay in case of bankruptcy<\/a> for the complete step-by-step plan.<\/div><\/div><\/div><\/div><div class=\"e2305-e243 x-acc-item\"><button id=\"tab-e2305-e243\" class=\"x-acc-header\" role=\"button\" type=\"button\" aria-expanded=\"false\" aria-controls=\"panel-e2305-e243\" data-x-toggle=\"collapse\" data-x-toggleable=\"e2305-e243\"><span class=\"x-acc-header-content\"><span class=\"x-acc-header-indicator\"><i class=\"x-icon\" aria-hidden=\"true\" data-x-icon-s=\"&#xe59e;\"><\/i><\/span><span class=\"x-acc-header-text\">Is there a difference in the transition payment for temporary agency workers?<\/span><\/span><\/button><div id=\"panel-e2305-e243\" role=\"tabpanel\" aria-hidden=\"true\" aria-labelledby=\"tab-e2305-e243\" data-x-toggleable=\"e2305-e243\" data-x-toggle-collapse=\"1\" class=\"x-collapsed\"><div class=\"x-acc-content\"><div class=\"x-text x-content e2305-e244 m1s1-41 m1s1-42 m1s1-44 m1s1-46 m1s1-4c m1s1-4d\">No, temporary agency workers have the same rights to a transition payment as permanent employees. The calculation is done in the same way: 1\/3 of a month's salary per year of service. The temporary employment clause makes no difference to the right to a transition payment. More information for <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/transition-allowance\/temp\/\">temporary staff<\/a> find on our special page.<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"x-text x-content e2305-e245 m1s1-41 m1s1-42 m1s1-49 m1s1-4a m1s1-4c m1s1-4f m1s1-4j m1s1-4l\"><p><em>About the author: This article was written by Mickey Heimans, dismissal lawyer at <a href=\"https:\/\/www.ontslagrechtjuristen.nl\/en\/\">redundancy-lawyers.co.uk<\/a>. With years of experience in both HR and dismissal law, he has extensive experience in assisting employees with their dismissal cases.&nbsp;<br \/><\/em><\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>When are you entitled to a transition payment? (2026) Are you facing dismissal? In that case, it's likely you are entitled to a transition payment. This statutory compensation has been implemented by the government since 2015 with the Work and Security Act. It helps employees transition to new work. In this article, you'll read everything you need to know: from\u2026<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-2305","page","type-page","status-publish","hentry","no-post-thumbnail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Recht op Transitievergoeding 2026: Voorwaarden &amp; Berekening<\/title>\n<meta name=\"description\" content=\"Ontslag in 2026? Check in 3 minuten of je recht hebt op transitievergoeding, bereken je bedrag &amp; bespaar belasting. 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