Employment Lawyer in Eindhoven

As an employment lawyer in Eindhoven, Law & More advises employees and employers in the Brainport region on non-compete clauses, settlement agreements, dismissal and long-term illness. We work in English or Dutch, from our office at Marconilaan 13, for engineers, researchers and production staff as well as for the companies that employ them. The first step is a free introductory meeting in Eindhoven or by video call.

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

What can we help you with?

• assessing whether a non-compete or non-solicitation clause holds when you move to a competitor;
• reviewing and negotiating a settlement agreement (vaststellingsovereenkomst);
• bonuses, share plans and intellectual property clauses at the end of employment;
• sickness, reintegration and disputes with the occupational physician (bedrijfsarts);
• dismissal through the UWV or the subdistrict court of the Oost-Brabant District Court;
• a reorganisation in a tech or manufacturing company;
• for employers: drafting and enforcing restrictive covenants.

Is your non-compete clause enforceable?

A non-compete clause (concurrentiebeding) is only valid if it was agreed in writing with an adult employee, under Article 7:653 of the Dutch Civil Code. Even a valid clause can be set aside or limited by the court if it unfairly restricts you compared with the employer's interest.

In a fixed-term contract, the clause is only valid if the employer explained in writing which substantial business interests require it. The same article covers non-solicitation and client clauses. If your role has changed substantially since signing, the clause may have become more burdensome and may no longer bind you without a new written agreement. If the contract ends because of the employer's seriously culpable conduct, the employer cannot rely on the clause. You can read Article 7:653 on wetten.overheid.nl (in Dutch).

In the Brainport region, the question usually arises when an engineer moves to a supplier, customer or competitor in the same high-tech chain. The court looks at your knowledge, the duration and geographic scope of the clause, and whether you can find comparable work elsewhere. Disputes are often decided in summary proceedings (kort geding) at the Oost-Brabant District Court. Changes to these rules have been proposed; we always check the law that applies on the date your employment ends. Read non-compete clauses under Dutch employment law.

What should a settlement agreement in the tech sector cover?

Besides the end date and the payment, it should settle your bonus, share plans, the non-compete clause and confidentiality. You have 14 days after signing to withdraw without reasons, under Article 7:670b of the Dutch Civil Code.

A standard settlement agreement often says little about the points that matter most to technical staff. We check, among other things:

• whether the non-compete clause is waived or limited, preferably in writing in the agreement itself;
• what happens to unvested shares or options under the plan rules;
• whether the employer releases you from work (garden leave) during the notice period;
• intellectual property and confidentiality obligations after the end date;
• the transition payment under Article 7:673, in 2026 capped at 102,000 euros gross or one annual salary if higher;
• wording that protects your right to unemployment benefit (WW).

See our settlement agreement guide for employees and the page on our settlement agreement lawyer.

What are your rights when you are ill?

During the first 104 weeks of illness, your employer must pay at least 70% of your salary, under Article 7:629 of the Dutch Civil Code. In that period, the employer may in principle not dismiss you because of your illness.

Many collective agreements and employment contracts provide for a higher percentage, often 100% in the first year. Under the Gatekeeper Improvement Act (Wet verbetering poortwachter), you and your employer must both work on your return. The occupational physician makes a problem analysis within six weeks, and you agree on a plan of action within eight weeks. If you disagree with your employer or the occupational physician about your capacity or the reintegration efforts, you can ask the UWV for an independent opinion (deskundigenoordeel).

Signing a settlement agreement while you are ill carries risks, for example for sickness benefit and your employer's obligations. Read sick leave rights in the Netherlands.

Which court handles an employment dispute in Eindhoven?

Employment cases from Eindhoven and the surrounding region are heard by the subdistrict court (kantonrechter) of the Oost-Brabant District Court. An appeal goes to the Court of Appeal in 's-Hertogenbosch.

Before a dismissal on business economic grounds, such as a reorganisation, the employer needs a UWV permit. For personal grounds, such as poor performance or a disrupted working relationship, the employer asks the subdistrict court to dissolve the contract. If you want to challenge a dismissal, you must file a request within two months. Our guide on employment law in Eindhoven gives further background on the region.

How does working with Law & More work?

1. Introductory meeting: free of charge, at our Eindhoven office or by video call.
2. Advice and cost estimate: we assess your position, the risks and the negotiating room, and explain the expected costs.
3. Approach and negotiation: we negotiate with your employer, the new employer or the employee, and put agreements in writing.
4. Procedure or completion: we finalise the agreement or represent you at the UWV, in summary proceedings or before the subdistrict court.

What does an employment lawyer in Eindhoven cost?

We work on an hourly rate that we agree with you in advance. The rate for a lawyer is 250 to 350 euros excluding VAT, and for a partner 300 to 400 euros excluding VAT.

The introductory meeting is free of charge. A one-off advice meeting without further assistance costs 300 euros including VAT. External costs, such as the court fee (griffierecht) and bailiff's costs, are charged separately. In a settlement agreement, employers often contribute to the employee's legal costs. Legal aid exists through the Legal Aid Board (Raad voor Rechtsbijstand), but we do not work on that basis.

Who handles your case?

Employment cases in Eindhoven are handled by our employment lawyers Aylin Acar and Michelle Marjanovic. You can find them on our team page. For a general overview of Dutch employment law, see our employment lawyer page.

Frequently asked questions

Can I work for a competitor in Eindhoven despite my non-compete clause?

That depends on whether the clause is valid and how broad it is. It must be in writing, and in a fixed-term contract it must be substantiated in writing. If the employer enforces it, you can ask the court to set it aside or limit it. Ask your employer for a written waiver before you sign with the new employer.

When should I contact an employment lawyer in Eindhoven?

Preferably before you sign a settlement agreement, accept a new job that may conflict with a non-compete clause, or respond in writing to a dismissal proposal. Deadlines are short: 14 days to withdraw from a settlement agreement and two months to challenge a dismissal. Early advice gives you more room to negotiate.

Can I be dismissed while I am ill?

In principle not during the first 104 weeks of illness, because of the prohibition of dismissal in Article 7:670 of the Dutch Civil Code. There are exceptions, for example a summary dismissal for an urgent reason. After 104 weeks, the employer can apply to the UWV for a dismissal permit. A settlement agreement during illness is possible, but carries risks.

What happens to my shares or options when I leave?

That is decided by the plan rules. They often distinguish between a good leaver and a bad leaver, which affects whether unvested rights lapse. In a settlement agreement, you can agree that you will be treated as a good leaver. We review the plan rules together with the proposal.

How long do I have to reconsider a settlement agreement?

You can withdraw your consent within 14 days after signing, without giving reasons, under Article 7:670b of the Dutch Civil Code. If the agreement does not mention this right, the period is three weeks. The right applies once; if you sign a new, comparable agreement within six months, there is no new reconsideration period.

Does Law & More also advise employers in the Brainport region?

Yes. We advise employers on non-compete and confidentiality clauses, dismissal files, reorganisations, sickness and settlement agreements. We do not act for both the employer and the employee in the same matter. The introductory meeting is free of charge for employers as well.

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.