The easiest way for an employer to terminate an employment contract is by reaching an agreement with the employee.
Parties should in that case agree on all specific terms preferably in writing and in a so-called settlement agreement. That way, the risk of discussions arising as to the exact terms is reduced.
Different subjects can be taken into consideration in the settlement agreement. These include (but are not limited to) the date on which the employment contract ends, a possible severance to be paid by the employer but also payment of outstanding salary, holiday pay and vacation days, a confidentiality clause, whether or not a non-competition and/or non-solicitation clause should be waived and the return of company property.
Dutch law offers the employee 14 days to withdraw his or her consent to a termination agreement without stating a reason. Upon concluding a termination agreement the employer is obliged to notify the employee of this statutory right to a reconsideration period.
GMW lawyers will be happy to help you with all your employment-related legal issues. If you have any questions, please contact us directly using the enquiry form below or +31 (0)70 3615048. Our pension and employment lawyers will be happy to support and advise you.
GMW lawyers will be happy to help you with all your employment law issues. Our lawyers assist both employers and employees.
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23 December 2024
Is your company ready for a four-day work week?
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Three-strikes-and-you’re-out policy
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16 December 2024
Investigations into undesirable behaviour in the workplace
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11 December 2024
Working from home not an entitlement for the time being
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9 December 2024
Employers’ liability for a burnout?
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4 December 2024
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25 November 2024
Enforcing the establishment and recognition of a works council
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14 November 2024
Variable compensation and salary continuation during illness
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13 November 2024
Expiration and forfeiture of vacation days: what you need to know
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