The Layoff Letter is a crucial legal document used in the Netherlands when an employer needs to formally terminate an employment relationship. It serves as official written documentation of the termination decision and must comply with Dutch employment law requirements, including those specified in the Dutch Civil Code and the Work and Security Act. This document is used in various situations, including economic dismissals, performance-based terminations, or organizational restructuring. The letter must include specific elements such as the termination date, notice period, grounds for dismissal, and information about the statutory transition payment (transitievergoeding). In cases involving collective dismissals (20 or more employees), additional requirements under the Collective Redundancy Notification Act must be addressed. The document plays a vital role in ensuring legal compliance and clear communication during the termination process.
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1. Header Information: Company letterhead, date, employee's name and address, and reference number
2. Subject Line: Clear indication that this is a termination notice (e.g., 'Notice of Termination of Employment')
3. Employment Details: Confirmation of current position, department, and employment start date
4. Termination Notice: Clear statement of the decision to terminate employment, including the effective date
5. Legal Grounds: Specific legal basis for the termination under Dutch law
6. Notice Period: Specification of the notice period and last working day
7. Financial Information: Details about final salary, transitievergoeding (transition payment), and outstanding benefits
8. Company Property: Instructions regarding the return of company property
9. Handover Requirements: Instructions for handover of work and responsibilities
10. Closing: Signature block and company representative details
1. Economic Reasons: To be included when termination is due to business economic reasons, including relevant financial justification
2. Performance Issues: To be included when termination is based on performance, including reference to previous warnings and improvement plans
3. Severance Enhancement: To be included when offering additional severance beyond the statutory minimum
4. Non-Compete Reminder: To be included when employee is bound by existing non-compete clauses
5. Reference Offer: To be included when the company is willing to provide a reference letter
6. Outplacement Support: To be included when offering career transition assistance
7. Settlement Agreement Option: To be included when offering the option to negotiate a mutual separation agreement
1. Calculation of Final Payment: Detailed breakdown of final salary, transition payment, and other financial entitlements
2. Outstanding Benefits Statement: List of accrued benefits, including vacation days and other entitlements
3. Company Property Checklist: Itemized list of company property to be returned
4. UWV Documentation: Copies of relevant documentation filed with the Dutch Employee Insurance Agency, if applicable
5. Previous Performance Reviews: If termination is performance-based, copies of relevant performance reviews and warnings
Relevant legal definitions
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Technology
Financial Services
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Hospitality
Telecommunications
Energy
Transportation
Media and Entertainment
Real Estate
Non-profit
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Personnel Management
Employee Relations
Corporate Communications
Finance
Relevant Roles
HR Manager
HR Director
Legal Counsel
Employment Lawyer
HR Business Partner
Department Manager
Line Manager
Chief Human Resources Officer
Operations Director
General Manager
Managing Director
Chief Executive Officer
HR Administrator
Personnel Officer
Compliance Officer
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