Imagine: you are just cycling back from a meeting at the Zuidas when the call comes. Your contract is ending. Those first two days determine whether you retain your WW entitlement and receive a higher compensation. Follow this step-by-step plan and preserve all your rights.
First hour: demand a reasoned written notice of dismissal
An oral statement offers little certainty. Request an official letter from your employer stating the clear reason. Without a reason, there is no valid ground. Immediately send a brief confirmation email yourself: "I understand that you have informed me today..."
Hours 2-3: immediately collect your employment documents
Before access is lost, retain:
- Employment contract including all annexes
- Payslips for the last twelve months and annual statement
- Performance reviews and appraisals
- Email correspondence regarding your performance
- Collective agreement text via trade union or employer
- Company regulations, bonus agreements and pension statements
Send copies to your private address. Never remove business files, as this may constitute an urgent reason.
Immediately thereafter: engage an employment lawyer
An initial consultation with a specialised lawyer often lasts thirty to sixty minutes and costs €150-250, sometimes free as an introductory meeting. The lawyer assesses whether the dismissal ground holds, whether a performance improvement plan was sufficient and whether the compensation is in line with market standards. In seventy to eighty percent of cases, the lawyer negotiates a twenty to forty percent higher payment.
Within 24 hours: sign nothing and use your reflection period
In the case of a settlement agreement (vaststellingsovereenkomst), a statutory reflection period of fourteen days applies. This period is mandatory. If you sign under pressure, you may still withdraw free of charge and in writing, by registered post.
Day two: secure your WW entitlement
The dismissal ground must not be attributable to you. The agreement must contain a neutral formulation such as "difference of opinion". Never allow "due to underperformance" or "summary dismissal (ontslag op staande voet)" to be stated, otherwise UWV sanctions will follow.
Important time limits
- 14 days — statutory reflection period after signing the settlement agreement (vaststellingsovereenkomst)
- 2 months — annulment period in the event of summary dismissal (ontslag op staande voet)
- 3 months — claim transition payment (transitievergoeding) via the subdistrict court
- 3 months — apply for WW entitlement at UWV
What you should avoid
No LinkedIn post before everything is clear. Do not take customer data or files that may qualify as trade secrets. No angry emails to your employer. Keep communication professional. For advice, immediately call the Arslan office at Parnassusweg 220 or visit Juridisch Loket Amsterdam. Proceedings are handled by the Rechtbank Amsterdam.