Dismissal Lawyer Netherlands | Law & More

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In the Netherlands an employer cannot dismiss an employee simply by giving notice: dismissal requires permission from the UWV, a ruling from the subdistrict court, an urgent cause for instant dismissal, or mutual consent in a settlement agreement. Law & More advises employees and employers on dismissal, the transition payment and the deadlines that apply, throughout the Netherlands and in Dutch and English. The first step is a free introductory meeting; do not sign anything before then.

Clients rate Law & More 9.6 out of 10 on Klantenvertellen, the Dutch review platform (81 reviews, as of October 2026).

What can a dismissal lawyer help you with?

a dismissal proposal or a settlement agreement (vaststellingsovereenkomst);
a UWV application for a dismissal permit on business-economic grounds or after long-term illness;
a request to the subdistrict court to dissolve your employment contract;
instant dismissal (ontslag op staande voet);
the transition payment and additional fair compensation;
the effect of the dismissal on unemployment benefit (WW);
losing your job as a highly skilled migrant; see lost your job as a highly skilled migrant;
advice for employers on the right route and the dismissal file.

When may an employer dismiss an employee under Dutch law?

Only on a reasonable ground (redelijke grond) under Article 7:669 of the Dutch Civil Code, and only through the route that belongs to that ground. Simply giving notice, as is common in some other countries, is not sufficient.

The grounds include business-economic reasons, long-term incapacity for work, frequent absence with unacceptable consequences, unsuitability for the role, culpable conduct, a disturbed working relationship, or a combination of grounds (the cumulation ground). There is a statutory dismissal ban during the first two years of illness, with limited exceptions; after two years, dismissal via the UWV becomes possible.

Which route applies, and how long does it take?

Business-economic reasons and long-term illness go through the UWV; other grounds go to the subdistrict court (kantonrechter). Instant dismissal is reserved for an urgent cause, and mutual consent is recorded in a settlement agreement.

Route	Used for	Typical duration
UWV	Business-economic reasons, or after two years of illness	About four to eight weeks
Subdistrict court	Underperformance, disturbed working relationship, frequent absence, culpable conduct	About eight to thirteen weeks
Instant dismissal	An urgent cause, such as theft or serious misconduct	Immediate, but often challenged
Mutual consent	Agreement recorded in a settlement agreement	Often within a few weeks

Instant dismissal requires no notice period or prior permission, but the legal requirements are strict and it is regularly challenged successfully if they are not met. Mutual consent is usually the fastest route and gives both parties the most control over the terms.

Which notice period applies?

After UWV permission, the employer must still observe the statutory notice period, which depends on length of service: one month for less than five years, two months for five to ten years, three months for ten to fifteen years, and four months for fifteen years or more.

Time already spent on the UWV procedure may be deducted from this notice period, provided that at least one month remains. In a settlement agreement, the end date should respect the notice period, because an incorrect end date can affect your unemployment benefit.

Are you entitled to a transition payment?

In almost all cases of dismissal initiated by the employer, the employee is entitled to a statutory transition payment from the first day of employment. It amounts to one third of a monthly salary for each year of service, calculated proportionally for partial years.

As of 1 January 2026, the transition payment is capped at 102,000 euros gross, or one gross annual salary if that is higher. If the employer has acted seriously culpably, the employee can also claim additional fair compensation (billijke vergoeding) in addition to the transition payment.

What should you do if you are facing dismissal?

Do not sign anything before it has been checked, and keep the two-month deadline for challenging a dismissal in mind. The wording of the termination also determines your position with the UWV.

Check whether your employer has followed the correct procedure for the type of dismissal being used.
Find out whether you are entitled to a transition payment, additional fair compensation, or both.
Ask whether unemployment benefit (WW) is affected by the stated reason and by whether you had a role in ending the contract.
If your residence permit depends on your job, check how the end date affects your search period.

Employers need to select the correct route for the ground and gather sufficient evidence beforehand, such as a well-maintained personnel file for underperformance or clear financial reporting for a reorganisation. Getting the procedure or the substantiation wrong can lead to reinstatement claims, additional fair compensation, or a longer and more costly dispute. Information on the UWV route is published on uwv.nl.

How does working with Law & More work?

Introductory meeting: you explain the situation and we check the deadlines that are running, free of charge.
Advice and cost estimate: we assess the ground, the route, your entitlements and the risks, and estimate the costs.
Negotiation: we negotiate with the employer or the employee on the end date, the payment and the other terms.
Procedure or completion: we represent you before the UWV or the subdistrict court, or finalise the settlement agreement.

What does a dismissal lawyer cost?

The introductory meeting is free of charge. After that we work on an hourly basis, and we agree the rate and the expected effort with you in advance.

Lawyer: 250 to 350 euros per hour, excluding VAT.
Partner: 300 to 400 euros per hour, excluding VAT.
One-off advice meeting without further assistance: 300 euros including VAT.

Law & More does not work on legal aid (toevoeging). Legal aid exists through the Legal Aid Board (Raad voor Rechtsbijstand), but we do not work on that basis. External costs such as court fees (griffierecht) are charged separately. In a settlement, employers often contribute to the employee's legal costs; we tell you in advance what to expect.

Who handles your case?

Your case is handled by Michelle Marjanovic, employment lawyer. You can read more about her background on our team page.

Which related services may be relevant?

Your question may touch on other areas as well. These pages explain how we can help.

Frequently asked questions

Can I be fired without notice in the Netherlands?

Only in case of instant dismissal (ontslag op staande voet) for an urgent cause, such as serious misconduct. This is a strict legal exception, not the general rule, and it is regularly disputed successfully. If you are dismissed on the spot, seek advice straight away, because the deadline for challenging it is short.

What if I disagree with my dismissal?

You can challenge a dismissal via the subdistrict court, generally within two months, and may claim reinstatement or additional compensation depending on the circumstances. Which claim fits depends on the route your employer used, so have the decision or the notice checked as soon as you receive it.

Am I entitled to compensation if I am dismissed?

In almost all cases, yes: a statutory transition payment is due, capped at 102,000 euros gross (or one annual salary if higher) in 2026. In some cases additional fair compensation is due if the employer acted seriously culpably. The amount depends on your salary and length of service.

Does dismissal law apply the same way during illness?

No. There is a statutory dismissal ban during the first two years of illness, with limited exceptions. After two years, dismissal via the UWV becomes possible. A settlement agreement during illness is possible but carries risks, for example for unemployment benefit.

How long does a dismissal procedure take?

That depends on the route: a UWV procedure typically takes four to eight weeks, a subdistrict court procedure eight to thirteen weeks, while dismissal by mutual consent through a settlement agreement can often be arranged within a few weeks. The statutory notice period may apply in addition.

In doubt about your position? Tell us about your situation. We will let you know within one working day what your options are. Use our contact form, call +31 40 369 06 80 or e-mail info@lawandmore.nl.

Law & More, Marconilaan 13, 5612 HM Eindhoven (+31 40 369 06 80) and visiting location Pietersbergweg 291, 1105 BM Amsterdam (+31 20 369 71 21). Available Monday to Friday 08:00-22:00, Saturday and Sunday 09:00-17:00.

This page provides general information and does not replace advice on your specific situation.