A transition allowance is a financial compensation that employees receive upon dismissal. It applies to both permanent and temporary contracts. It is designed to make the transition to a new job easier.
Employees can use this compensation for retraining or starting their own business, for example. In this blog, we explain when you are entitled to transition compensation and how to apply for it.
How to apply for transitional allowance: when are you entitled to it?
You are entitled to a transition allowance in the following situations:
- Dismissal by the employer: If your employer decides to terminate your employment, you will be entitled to a transition allowance. This applies regardless of the length of your employment.
- Non-renewal of a temporary contract: Even if your temporary contract is not extended, you are entitled to a transitional allowance, provided the contract is terminated at the initiative of the employer.
- Serious culpable action by the employer: In cases where you resign yourself due to seriously culpable acts or omissions of the employer, you may also be entitled to a transitional allowance.
Examples
- You work at a company for three years and are told that your contract will not be renewed.
- You resign because your employer has been guilty of seriously culpable behaviour, such as harassment or mismanagement.
Situations where you are not entitled to a transitional allowance
There are also circumstances where you are not entitled to a transitional allowance:
- Termination by mutual agreement: If you and your employer agree to terminate employment, you will agree on any severance pay yourself.
- Seriously culpable conduct of the employee: For example, in the case of summary dismissal for fraud or theft.
- Workers under 18 with less than 12 hours per week: If you are under 18 and worked less than 12 hours per week on average.
- Reaching state pension or retirement age: When you reach state pension or retirement age.
- Bankruptcy or suspension of payments of the employer: In these cases, the employer is not obliged to pay a transition allowance.
- Divergent arrangement in the collective agreement: If there is another provision in the collective agreement that differs from the transitional allowance.
How to apply for the transitional allowance?
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Dismissal procedure via UWV or subdistrict court
Initiation by the employer
The employer starts the dismissal procedure through the UWV or the subdistrict court. This usually happens in the case of dismissal for business economic reasons or long-term disability.
Conducting defence
You can defend against the dismissal. It is advisable to hire an employment lawyer to do so. The lawyer can help you defend your rights and ensure that the proceedings are fair.
Decision by UWV or cantonal court
If the UWV or the cantonal court approves the dismissal, your employer must pay the transition fee. This decision is binding and the employer is obliged to pay the compensation within a month of the end of employment.
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Termination by mutual consent
Consultation with employer
When you are dismissed by mutual agreement, you make arrangements with your employer about the end of your employment. It is important to make clear agreements on the transfer fee and other terms of dismissal.
Drafting a settlement agreement
These agreements are recorded in a settlement agreement. Make sure all agreements are clearly set out in writing.
Review of the settlement agreement by an employment lawyer
Let the review settlement agreement by an employment lawyer. The lawyer can check whether the contract was drafted correctly and whether you are entitled to unemployment benefits after your employment ends.
Calculation of severance pay
The transitional allowance is calculated based on the duration of your employment. The basic formula is one-third of your monthly salary per year of service. From 1 January 2024, the maximum transitional compensation is €94,000, unless you earn more than this amount per year. In that case, the maximum compensation is equal to one year's salary.
Sample calculations
- Example 1: Short tenure
You worked for 2 years with a monthly salary of €3,000:
Severance pay: 2 years x (1/3 x €3,000) = €2,000
- Example 2: Long tenure
You worked for 10 years with a monthly salary of €4,000:
Severance pay: 10 years x (1/3 x €4,000) = €13,333.33
Tips for claiming transitional compensation
- Collection of evidence documents
Make sure you have all the necessary documents to hand, such as employment contracts, pay slips, and the letter of dismissal. These documents are important to prove your right to the transitional compensation.
- Legal support
Enlisting legal support can help you get the severance pay you are entitled to. An employment lawyer can guide you through the process and make sure you don't miss any steps.
- Monitoring payout deadlines
You will lose the right to the transition compensation if you have not started proceedings at the cantonal court within 3 months of the end of employment; the obligation to give notice is even 2 months after the end of employment.
It is wise to hire an employment lawyer if you have doubts about your right to transfer compensation or are experiencing problems with your employer. A lawyer can help you protect your rights and ensure you get the compensation you are entitled to.
An employment lawyer can help you prepare your defence in case of dismissal, draft and review a settlement agreement, and enforce the transitional compensation with the employer.
"Legal support ensures that you get the severance pay you are entitled to. An employment lawyer will guide you through the process and prevent you from missing steps."
Contact us at WhatsApp, call 085 080 5482 or send a email; our employment lawyer will be happy to talk to you and provide answers to your questions, and he can quickly review your settlement agreement.
And instantly calculate your transition allowance.
- All
- industrial dispute
- termination agreement
- draft settlement agreement
- Negotiating VSO
- Dismissal
- dismissal from the UWV
- Dismissal by mutual agreement
- summary dismissal
- Transition fees
- Settlement agreement
- Sickness settlement agreement (VSO)
- Settlement agreement (VSO) UWV and unemployment benefit
- VSO and unemployment benefit
- VSO Lawyer
No, resigning yourself does not go through the UWV. The UWV only assesses applications for dismissal submitted by an employer. If you resign yourself, you terminate your employment on your own initiative.
Note: Resigning yourself will in many cases affect your WW entitlement. The UWV may categorise this as culpable unemployment, leaving you with no or temporary entitlement to WW benefits. It is therefore wise to seek legal advice before taking this step.
Not every dismissal goes through the UWV. In the following situations, the UWV is not the right route:
- dismissal for dysfunction;
- dismissal due to an industrial dispute or disrupted working relationship;
- instant dismissal;
- dismissal during the probationary period.
These forms of dismissal usually go through the subdistrict court or by mutual agreement. It is therefore important to first establish which reason for dismissal your employer uses, as this will determine which procedure applies.
Yes, you may. Looking for other work has no negative consequences for the UWV procedure. In fact, availability for work is an important condition for maintaining your WW entitlement.
Yes, this is a regular occurrence. An employer may choose to propose a settlement agreement (VSO) first. You are not obliged to agree to this. In that case, it is wise to have a proper assessment of whether a VSO is more favourable for you than a UWV dismissal.
If the UWV rejects the dismissal request, your employer may not terminate the employment contract through the UWV. The employer can then only consider another route, such as proceedings at the subdistrict court or making a proposal by mutual agreement.
