Imagine that as an IT employee you drive into Zoetermeer via the A12 around half past eight, look for a parking spot at your office and are immediately called in for a meeting with HR. At that exact moment the clock starts ticking: the first 48 hours determine whether you retain your WW rights and a higher compensation.
First Hour: Demand a Written Justification
A verbal notification provides insufficient basis. Ask your employer immediately for a detailed written confirmation stating the reason explicitly. Without a clear ground, the dismissal is vulnerable. Send a short confirmation email yourself with your own summary of the conversation.
Immediately Collect: Secure Your Documents
Before your access to the systems expires, copy immediately:
- Employment contract including all annexes
- Payslips for the past twelve months plus annual statement
- Performance reviews and appraisals
- Email correspondence regarding your work performance
- Applicable collective agreement (CAO) and any bonus schemes
- Pension and sickness absence overviews
Send the files to your private address. Never remove company data; this may constitute a valid reason for a more severe dismissal.
Hours 3 to 24: Sign Nothing and Use the Reflection Period
In the case of a settlement agreement (vaststellingsovereenkomst), a statutory reflection period of fourteen days applies (article 7:670b BW). This period is mandatory. Signing under pressure? You may revoke the agreement within those fourteen days free of charge and in writing, preferably by registered post.
Day 1-2: Engage a Local Employment Lawyer
An initial consultation with a specialised lawyer usually lasts thirty to sixty minutes and often costs between 150 and 250 euros, sometimes even free as an introductory meeting. The lawyer checks whether the dismissal ground holds, whether an improvement trajectory has been correctly followed and whether the proposed compensation is in line with the market. In most cases the lawyer secures 20 to 40 percent more compensation. Call the office at Argonstraat 26 in Zoetermeer directly on 070-4500300.
Day 2: Ensure Your WW Rights Remain Intact
The reason for dismissal stated in the settlement agreement must not be attributable to you. Phrase it neutrally, for example as “difference of opinion”. Avoid phrases such as “due to underperformance” or “summary dismissal”, otherwise the UWV may impose a sanction.
Important Time Limits at a Glance
- 14 days — statutory reflection period after signing the settlement agreement (VSO)
- 2 months — period to annul summary dismissal (article 7:686a BW)
- 3 months — claim transition payment (transitievergoeding) via the sub-district court at Rechtbank Den Haag
- 3 months — apply for WW benefits at the UWV
What You Must Absolutely Avoid
Do not post an update on LinkedIn before the legal situation is clear. Do not take customer data or files that could be regarded as trade secrets. Do not send angry emails; keep all communication professional. Juridisch Loket Zoetermeer can also provide a quick initial assessment in the first phase.