Resignation: complete guide for employees (rights, steps and opportunities)

Resignation is fierce. Whether you are is fired whether self-dismissal consider: a lot will come your way in a short time—from rules around notice periods to choices about your next step. In this guide, we explain clearly what your rights are, what routes there are (UWV, subdistrict court, VSO) and how to increase your chances of new work with good guidance such as outplacement whether career coaching. We link to in-depth explanations in our knowledge base where relevant.

1) Resigning yourself: smart or risky?

You can cancel your contract yourself, but it is not always wise. You have often not entitled to unemployment benefits if you leave voluntarily and you usually also lose the right to a transition payment. Only consider this if you already have a signed offer or if departure is part of a settlement agreement (VSO) with clear agreements (e.g. exemption from work, remuneration, reference, training or guidance budget).

Notice period and contract type

• Indefinitely: you can terminate at any time, subject to your notice period (employment agreement/collective labor agreement).
• Certain time: early cancellation is only possible if there is one interim notice clause is in your contract; otherwise, it will continue until the end date.
• Probationary period: cancellation is possible immediately, by both parties.

Do you doubt the timing or consequences (WW/finances)? First, discuss your options with HR or request an informal consultation—sometimes preservation with adjustments or guidance to other work possible via a outplacement process instead of canceling yourself.

2) Getting fired: routes and rules

Your employer cannot terminate “just like that”. There are three main routes:

1. By mutual consent (VSO)
   You make agreements about termination. Negotiate the date, exemption, compensation (at least equal to the transition payment as a benchmark), training budget and outplacement. Capture everything.
2. UWV route
   Used with business economic reasons whether long-term disability (after 104 weeks). The UWV assesses, among other things, the necessity, reflection principle and reintegration efforts.
3. Subdistrict judge
   Bee personal grounds (dysfunction, disrupted employment relationship, culpable actions) or a combination soil. The judge weighs the file and determines the end date and any compensation.

Reorganization and redundancy

Will your position expire due to restructuring? Then you can declared redundant become. Check the social plan (placement, training, compensation, from work to work). Read our in-depth about declared redundant and discuss in a timely manner whether outplacement whether internal relocation is appropriate.

Dismissal during (long-term) illness

During the first 104 weeks in principle, there is a ban on termination. After that period, UWV may give permission, provided that reintegration efforts were sufficient. Consider options, especially if you want to consider leaving yourself: see resign during illness.

3) Your rights in the event of dismissal: the essentials

Ban on termination (protection moments)

Dismissal is prohibited or restricted in certain situations (including during pregnancy/leave, in the first 104 weeks of illness, in case of OR candidacy). Do you have doubts? Have a specialist check whether the cancellation ban applies.

Notice period

In case of termination by the employer, a notice period based on your years of service/CAO applies. Please note exceptions (summary dismissal, probation period, court dissolution). Do you have a annual contract? Read what is or is not possible about early termination and cancellation annual contract notice.

Transition payment

In case of termination at the initiative of the employer, you are usually entitled to a transition payment. If you are negotiating in a VSO, use the transition payment as lower limit. You can pay (part of) the fee spent on guidance—think of outplacement or education—to find sustainable work more quickly.

Unemployment benefit

In case of dismissal (or VSO with neutral wording), you may be entitled to unemployment benefits. Register with UWV on time and meet the application and availability requirements.

4) Outplacement: accelerated and guided to new work

Outplacement is professional guidance in finding suitable work outside your current organization. It helps you process the loss, set course and systematically take advantage of opportunities—from profile and personal branding to networking and job hunting.

• Overview & benefits: outplacement
• Phases, approach and examples: outplacement process
• For whom useful (age, sector, reason for leaving): who is outplacement for

Tip for employers: Include a guidance budget in a VSO or social plan. This is good employment and reduces lead time and risk of friction.

5) Career coaching: if you are unsure about direction (stay or move)

Not every dismissal signal has to end in departure. Sometimes it helps to fill your role differently or to grow. With career coaching you get sharp: who am I, what can I do, what do I want—and in what context do I come into my own? This can lead to continued internal efforts, or a conscious step outside (with or without outplacement).

6) Settlement agreement (VSO): what you're talking about

Always negotiate about:

• End date & exemption from work (space for applying).
• Compensation (minimum transition payment as reference, plus budget for outplacement).
• Neutrality of the wording (WW eligible).
• Reference & relationship clauses (non-competition, relationship and confidentiality).
• Training/coaching program (accelerates relocation).

Always have your concept VSO tested; small formulations have major consequences for unemployment benefits or tax aspects.

7) After dismissal: what do you practically arrange?

• Final bill (last salary, outstanding vacation days, vacation pay, bonuses/commission, expenses).
• Transition payment/severance pay (payment term, spending goals).
• Employer statement & certificate (reference, tasks/competences).
• Asset return (laptop/phone/access cards).
• WW application submit to UWV in a timely manner.
• Start guidance: choose outplacement or first career coaching if you want to explore direction.

8) Special situations—short guide

• Long-term illness/illness & dismissal: check ban on termination (104 weeks), reintegration obligation, wage penalty. Consider scenarios in resign during illness before you draw anything yourself.
• Reorganization/redundancy: study the social plan and your rights to relocation, compensation and guidance. See declared redundant.
• Fixed term (annual contract): notice requirement, interim notice clause and unemployment opportunities: annual contract notice.
• Is outplacement right for me? Look at your goal (accelerated new work), your profile and the labor market. Read who is outplacement for.

9) Choose strategically: stay, move or leave accompanied

Ask yourself three questions:

1. Can/do I want to stay if my tasks or context change? (Check: internal conversation + career coaching)
2. Do I want to move on to other work and I choose acceleration via a outplacement process?
3. Is a nice finish with VSO, compensation and guidance the wisest thing for both parties?

Then make a plan with terms, actions and support. Good news: you don't have to do this alone.

10) Ready for your next step—we'll help you

Every year, we guide many employees and organizations in careful and forward-looking farewell. With outplacement and career coaching we bring peace, direction and results: a faster view of suitable work, with sustainable placement as the goal.

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