In Need of a
Employment Lawyer

Wrongful termination occurs if an employee is fired in violation of their employment contract or Dutch employment laws. Examples include termination without valid grounds, discrimination, or not following the proper legal procedures.

The costs of our legal services are usually calculated on the basis of the hourly rate and charged at the end of a period. However, in some cases, a fixed price agreement can be made. Law & More is willing to provide an estimate or indication of the expected costs of the case in advance. Afterwards, you will always receive a clear specification of the number of hours spent and the work carried out in relation to your case.

Law & More applies the following hourly rates:

● Lawyer: € 250 – € 300

● Partner: € 300 – € 400

All rates are exclusive of 21% VAT. The rates may be revised annually. Law & More is not affiliated with the Legal Aid Board and does not offer services under the ‘addition’ scheme. If you wish to qualify for subsidized legal aid, you are advised to contact another law firm.

Unfair dismissal refers to being terminated without a legally valid reason or without following the correct procedures. This includes being dismissed for retaliatory reasons, without notice, or for discriminatory reasons.

In the Netherlands, you may be entitled to compensation if your contract is terminated without notice. Dutch law requires employers to provide notice or payment instead of notice unless there is an urgent cause for immediate dismissal.

To protect against unfair dismissal, ensure that your employment contract terms are clear and keep thorough records of your performance and any communication with your employer. Familiarize yourself with Dutch labour laws and ensure all dismissal procedures are correctly followed.

Document all incidents of discrimination and report them to your HR department. Under Dutch law, you can file a complaint with the Netherlands Institute for Human Rights and seek legal assistance to protect your rights.

No. Dutch labour law prohibits dismissal without cause and proper procedure. Employers must either obtain permission from the UWV (for economic reasons or long-term illness) or reach a settlement agreement (vaststellingsovereenkomst) with the employee. Immediate dismissal (ontslag op staande voet) is only permitted for urgent cause and is subject to strict legal requirements.

A settlement agreement (vaststellingsovereenkomst or VSO) is a mutual termination agreement between employer and employee in the Netherlands. It typically includes the termination date, severance payment (usually at least the statutory transition payment), garden leave, and a final settlement clause. Employees have 14 days to reconsider after signing. An employment lawyer should review the agreement before signing.

In 2026, the statutory transition payment is calculated at 1/3 monthly salary per year of service from the first day of employment. The maximum statutory transition payment is €102,000 gross or one year's salary, whichever is higher. The transition payment applies from the first day of employment (no minimum service period required).

Non-compete clauses (concurrentiebeding) are permitted in Dutch employment contracts but subject to restrictions. They must be in writing and, for fixed-term contracts, must include a specific justification of the employer's business interest. Dutch courts actively review and can limit or void clauses deemed disproportionate. An employment lawyer should review any non-compete clause before signing or challenging.

Yes. Law & More advises and represents both employers and employees in Dutch employment law matters, including contract disputes, dismissal procedures, non-compete clauses, and workplace discrimination claims. The firm is based in Eindhoven and Amsterdam and available for consultations 7 days a week.