Overtallig or boventallig: what does it mean for your career?

Being labelled overtallig or boventallig in the Netherlands means that your position (partly) disappears or that there are more employees than available positions. Your employment contract may end as a result, often in the context of a reorganisation or cost-cutting exercise. Under Dutch labour law you have clear rights in such a situation, such as a transition payment and, in many cases, support through outplacement. This article explains what these terms mean, which choices you have and how to prepare for your next career step.

What do overtallig and boventallig actually mean?

In everyday Dutch HR practice, overtallig and boventallig are often used interchangeably. In both cases it is about a situation where your employer needs fewer roles or hours than there are employees. The difference usually lies in how an organisation defines these terms internally, for example in a social plan or reorganisation policy.

Many employers use boventallig as the formal status: your role is being abolished or there are too many people in the same role, and you are formally selected as redundant. Overtallig is then used as a more general description of the fact that there are more people than jobs, without immediately specifying who must leave. In practice, your employer may only use the word boventallig; legally this makes little difference for your dismissal protection.

It is important to know that overtallig and boventallig are not strict legal terms from Dutch statutes, but concepts from HR policy and collective agreements. The actual dismissal rules follow from the Dutch Civil Code and related regulations. When you are formally declared boventallig, this should be supported in writing, usually linked to a reorganisation plan or an employer’s dismissal file submitted to UWV, the Dutch Employee Insurance Agency that assesses economic dismissal cases.

• Overtallig: more employees than positions in a certain role or department.
• Boventallig: you are formally selected as an employee whose role will disappear.
• Not statutory terms: the legal assessment follows general Dutch dismissal law.
• Often defined in a social plan or internal reorganisation policy.

Why can you be declared overtallig or boventallig?

Employees usually become overtallig or boventallig for economic reasons. Examples include declining turnover, digitalisation, mergers, relocation of activities or cutting management layers. The employer must be able to explain why roles are abolished or merged. This explanation is crucial in a dismissal application to UWV or in negotiations on a settlement agreement (vaststellingsovereenkomst).

Another common reason is reorganisation. In a reorganisation, tasks are redistributed, roles are redesigned or departments are closed. Sometimes a new role is created that requires different competences. Those who do not fit the new profile may be declared boventallig. For many employees, articles about reorganisation and positions becoming redundant will sound very familiar.

Redundancy can also result from closing a site or outsourcing work. Even then, employers must act carefully under Dutch dismissal law: they must show that roles structurally disappear, apply the "afspiegelingsbeginsel" (last in, first out within age groups) and make serious efforts to redeploy people internally. If dismissal follows, the legal minimum transition payment must be paid. These obligations apply regardless of the exact wording overtallig or boventallig.

• Economic reasons such as cost-cutting or falling demand.
• Reorganisation with restructuring of roles and departments.
• Technological change that makes roles disappear or shift.
• Closure or relocation of parts of the organisation.

What does overtallig or boventallig mean for your rights?

When you are overtallig or boventallig, your legal position does not change overnight. You still have an employment contract with all associated rights and obligations. However, it is clear that your current job probably has no long-term future within the organisation. That makes clear information and conscious decision-making essential.

Under Dutch labour law, an employer must demonstrate in economic dismissal that roles structurally disappear. UWV checks this if the employer applies for dismissal on economic grounds. The employer must also consider redeployment options within the company. In many situations, an employer prefers to reach mutual agreement through a settlement agreement instead of going through a formal UWV procedure.

If you are declared boventallig and are eventually dismissed, you are in principle entitled to at least the statutory transition payment, unless exceptional situations apply (such as serious employee misconduct, which almost never applies in redundancy cases). You are also entitled to the correct notice period and a proper final settlement. For a detailed explanation of what is included in that final settlement, you can look at the article on final payment when leaving employment.

• You remain an employee with full rights until the contract actually ends.
• You are entitled to a reasonable notice period and at least the statutory transition payment on dismissal.
• The employer must seriously explore redeployment within the organisation.
• The reason for declaring you boventallig must be transparent and well documented.

Overtallig or boventallig and the role of outplacement

Many organisations offer outplacement to employees who are declared boventallig. Outplacement is professional support towards new work outside the current organisation. A specialised firm such as Care4Careers helps you to say goodbye to your current job and to work in a structured way towards a new position on the labour market.

An outplacement programme usually combines career orientation, job search skills, networking strategies and emotional support. For someone who has just been told they are boventallig, this creates structure in an uncertain period. You work on a concrete plan, strengthen your profile and explore which positions and sectors suit you best. This is often necessary because labour market demands and job requirements change over time.

In practice, outplacement support clearly increases the chances of faster and more sustainable re-employment. Employers therefore regularly decide to fund outplacement fully or partly, sometimes on top of the statutory transition payment. If you want a broader picture of the concept, the article on what outplacement is in the Dutch context provides additional background.

• Outplacement provides structure and professional guidance towards new work.
• You work on self-insight, positioning on the labour market and job search skills.
• Employers often pay for (part of) the programme.
• The chance of finding a suitable, sustainable new role increases significantly.

From boventallig to a new job: what does the process look like?

The path from being declared boventallig to starting a new job usually consists of several phases. First comes the formal announcement: you are informed that your role is disappearing or that you are redundant within your job group. Often a period of internal redeployment follows, in which the employer explores whether there are suitable vacancies elsewhere in the organisation.

If internal redeployment is not possible or not desirable, the question arises whether and how the employment contract will end. This can be through a dismissal application to UWV or through a settlement agreement. In that phase it is wise to think about support such as outplacement. The article describing how an outplacement programme progresses shows the typical steps within such guidance.

A programme with a provider like Care4Careers usually starts with an in-depth intake: your situation, experience, strengths and wishes are analysed. Based on this, a plan is drawn up with concrete goals, for example within which time frame you want to find a new job and in what direction. Throughout the programme, there is attention for both practical steps and emotional processing of the loss of your previous job.

• Formal notification of boventallig status and explanation by the employer.
• Exploration of internal redeployment opportunities.
• Possible negotiations about ending the contract and the conditions.
• Start of an outplacement programme with intake, personal plan and ongoing coaching.

Difference between overtallig, boventallig and dismissal

Overtallig or boventallig is not the same as being dismissed. It is more a status or phase indicating that your role is under pressure. Dismissal only occurs when the employment contract is actually terminated, either by notice with UWV permission, by court dissolution or by mutual consent through a settlement agreement.

Therefore, you should not assume that everything is already decided as soon as you hear the word boventallig. As long as you are still employed, there is room to discuss conditions, guidance and timing. You can also discuss with your employer whether outplacement can be part of the package. The article on dismissal and the different routes in the Netherlands offers more detail on the legal aspects.

In economic dismissal cases, UWV checks, among other things, whether the "afspiegelingsbeginsel" has been correctly applied. This principle determines which employees within a group of interchangeable roles must leave, based on age categories and length of service. The term boventallig is a consequence of this selection; the legal test remains decisive.

• Overtallig/boventallig: status or phase, not yet a legal dismissal.
• Dismissal: formal end of the employment contract under Dutch law.
• UWV or the court assesses the dismissal grounds and procedure.
• Negotiations may lead to a settlement agreement including compensation and outplacement.

Emotional impact of being overtallig or boventallig

Besides the legal and practical side, being labelled overtallig or boventallig has a strong emotional impact. Many people experience insecurity, shame or anger, even if they had been unhappy in their job for some time. The feeling of no longer being needed can affect self-esteem and confidence.

It helps to take these emotions seriously and to talk about them with someone you trust, such as a colleague, partner or professional coach. Within outplacement there is room to process these feelings so that you can look ahead with more calm and clarity. A coach will help you distinguish between facts and interpretations and rediscover your strengths.

This is also a good time to reflect on broader career questions: what gives you energy, what type of environment suits you, where do you want to be in a few years? A process that starts with job loss can then turn into an opportunity for a better-fitting and more sustainable career path.

• Feelings of loss and insecurity are normal in redundancy situations.
• Professional coaching supports emotional processing and rebuilding confidence.
• Reflection on values, talents and ambitions is central.
• A better match between person and job reduces the risk of future burnout or disengagement.

Practical steps if you are overtallig or boventallig

If you are told that you are overtallig or boventallig, it is wise to follow a number of practical steps in an orderly way. First, take the time to read all written information carefully: the reorganisation plan, HR explanations and any draft termination agreements. If possible, have documents checked by a legal expert or your union, especially if a settlement agreement is proposed.

Next, clarify which support your employer offers. Is an outplacement programme funded, and with which provider? Are you allowed to choose your own provider, for instance Care4Careers, or is there a preferred supplier? The article on how to raise the topic of outplacement with your employer provides concrete suggestions for this conversation.

At the same time, you can start your own preparation: updating your CV, refreshing your LinkedIn profile and exploring roles that appeal to you. A useful first step is to list the tasks you enjoy most and the results you have achieved in recent years. This becomes the foundation of your story towards future employers.

• Read all documents thoroughly and seek legal advice if needed.
• Map out which support (such as outplacement) your employer offers.
• Discuss the possibility and scope of guidance towards new work.
• Start updating your CV, online profile and professional network.

Outplacement with Care4Careers in redundancy situations

Care4Careers is a Dutch specialist in outplacement, second-track reintegration and career coaching. For employees who have been declared boventallig, this means a professional partner at your side who understands both the emotional side of redundancy and the realities of the labour market. The guidance is personal, warm and focused on realistic, sustainable outcomes.

An outplacement programme with Care4Careers typically consists of several phases: in-depth analysis of your profile, exploration of options, targeted job search and support up to and including the start in a new role. There is room for tailor-made support, for instance more intensive coaching if you have been with the same employer for many years or if you find job searching particularly challenging.

Employers find that a well-designed outplacement programme contributes to a respectful ending of the employment relationship. For employees, it offers structure, perspective and concrete steps at a time when much is uncertain. Redundancy then becomes not only an ending, but also the beginning of a new professional chapter.

• Expertise in outplacement, second-track reintegration and career guidance.
• Personal, empathetic coaching with a focus on sustainable placement.
• Clear structure in the programme, with room for individual needs.
• Support for both emotional processing and practical job search.

Summary: from overtallig or boventallig to new perspective

Being declared overtallig or boventallig means that your role or position is under pressure, usually due to reorganisation or economic reasons. Although these words are not defined in Dutch law, the regular dismissal rules apply, including UWV review or mutual agreements through a settlement agreement, and the right to at least the statutory transition payment if you are dismissed.

It is crucial to distinguish between the status of being boventallig and actual dismissal. In the period between those two moments, you still have influence: on the conditions, on the support you receive and on the design of your next career step. Outplacement plays a key role here, helping you to turn job loss into a new, suitable direction.

By knowing your rights, taking time for good conversations and making use of professional guidance, you increase the chance that this difficult phase will ultimately lead to more clarity, job satisfaction and long-term employability. Redundancy then becomes not only the end of one chapter, but also the start of a new professional future.