Being made redundant, what am I entitled to? When your job ends, it is important to know which rights you have. In many cases you are entitled to a transition payment, a WW unemployment benefit, a notice period and sometimes guidance toward new work. This article sets out what you are entitled to on dismissal, so you overlook nothing and take the next step from a strong position.
Your exact rights depend on your contract, your years of service and the reason for dismissal. Even so, general rules apply that many employees can rely on. Below you can read, per element, what to expect and what to watch for.
What are you entitled to on dismissal?
If you are made redundant, the law protects you in several ways. With a permanent contract, your employer cannot simply let you go: this requires a valid reason and usually permission from UWV or the subdistrict court, or you conclude a settlement agreement together. In all cases you are entitled to a correct settlement of your employment.
The main rights at a glance are: a transition payment, a WW benefit if you meet the conditions, a notice period and a final settlement of, for example, outstanding holiday days. If you are presented with a termination agreement, always have it reviewed. It is wise to have your settlement agreement reviewed before you sign, because the text determines whether you keep your WW and whether your payment is correct.
Remember that you never have to sign under pressure. You almost always have time to think and to have your terms checked. Below we discuss your main rights in detail.
Transition payment: entitlement to compensation
On dismissal you are, in most cases, entitled to a transition payment (transitievergoeding). This is a statutory payment your employer makes when the employment ends on their initiative, for example in a reorganisation or when your role is made redundant. Its amount depends on your gross monthly salary and the number of years you were employed.
In 2026 the maximum transition payment is €102,000, or one gross annual salary if that is higher. Want to know roughly where you land? Calculate it with our tool to calculate your transition payment. That way you enter the conversation with a realistic figure and know whether an offered payment is correct.
If you conclude a settlement agreement, the transition payment is the starting point of the negotiation. There is often room to agree more, for example a higher payment or a budget for guidance. Note that the transition payment is separate from your WW and does not count as salary.
WW benefit: are you entitled to it?
Besides a payment, on dismissal you are often entitled to a WW benefit. WW is a temporary benefit from UWV for when you become unemployed through no fault of your own. You qualify if you meet the weeks requirement (usually at least 26 weeks worked in the 36 weeks before unemployment) and if you are not culpably unemployed.
After business-economic dismissal or a fixed-term contract that is not renewed, your WW entitlement is usually secure. If you agree to a settlement agreement, WW is also possible, but only if the text suggests no culpability and the end date accounts for the fictive notice period. So watch the wording carefully. Also consider your notice period: it affects the moment your WW starts and differs per contract and collective agreement. Apply for WW in time, at the latest in the week after you become unemployed.
Entitlement to outplacement and guidance
If you are made redundant, you are sometimes also entitled to guidance toward new work. Outplacement is not always legally required, but many employers offer it as part of a reorganisation, a social plan or a settlement agreement. If it is not included by default, you can often negotiate it during the discussion.
An outplacement programme gives you a personal coach who helps with your CV, your search strategy and your interview skills. This helps you find a suitable new job faster and reduces the time you depend on a benefit. Especially if you have been with one employer for a long time, professional guidance is valuable in repositioning yourself on the labour market.
So raise this right actively on dismissal. A budget for guidance is often negotiable for your employer and highly valuable for you in finding work. For your employer it is also a way to conclude the dismissal properly, which means you can often count on a constructive attitude when you open the conversation about it.
Take the next step
Being made redundant, what am I entitled to? Now you know: a transition payment, a WW benefit, a notice period, a correct final settlement and often guidance toward new work. By knowing your rights and having your agreement reviewed, you stand stronger in the conversation with your employer.
Care4Careers helps you make the most of those rights and move forward with confidence. We combine a sharp look at your terms with personal outplacement guidance toward a new job. Want to know what is possible in your situation? Get in touch for a no-obligation conversation.