Frequently asked questions about the settlement agreement (VSO)

A settlement agreement (vaststellingsovereenkomst), also called a termination agreement or mutual termination agreement, is an agreement between employer and employee to end the employment by mutual consent. It sets out the terms, such as the end date, the severance payment and arrangements on garden leave and the non-compete clause.

No. Do not sign, do not agree to anything and do not reject it either. First have it assessed whether there is a valid ground for dismissal, because that determines how much room you have to negotiate.

In 85% of cases, the employer reimburses the full legal costs. In almost all other cases, the employer pays at least a (substantial) part.

In almost all cases, yes, provided the agreement is drafted properly. The initiative must lie with the employer, there must be no urgent reason and the notice period must be respected.

For a settlement agreement you do not need an advocaat. It is about advising and negotiating, and what counts is specialisation and experience. Alain worked as an employment lawyer for ten years and is now an independent employment law specialist.

We work with fixed fees: settlement check EUR 875, Package 1 EUR 1,450 and Package 2 EUR 1,950, all excluding VAT. These costs are often reimbursed by your employer.

Check whether your settlement agreement and the social plan are correct and whether your payment has been calculated properly. In a small reorganisation without a social plan, there is often more room to negotiate.

Yes. Briefly describe your situation using the form, for example if you have been given an improvement plan (PIP), are ill or want to leave yourself.

The statutory payment on dismissal at the employer's initiative: one third of a monthly salary per year of service, including holiday pay, fixed allowances and bonus. In a settlement agreement it is often a minimum.

Yes. Many clients are expats, and all services are available in English.