Changing to Another Position Within Your Company With a Permanent Contract

“Changing to another position within your company with a permanent contract” means that an employee with a permanent contract is reassigned to a new position at the same employer, for example after reorganization or redundancy. This process brings questions about rights, obligations, and the potential role of outplacement. On this page, you’ll find clear guidance about your legal position, next steps, and how to prepare for an internal job change in the context of outplacement in the Netherlands.

Key Principles When Changing Roles With a Permanent Contract

Employees with permanent contracts enjoy strong legal protection under Dutch law. Employers cannot simply alter or end your position unilaterally. When internal changes are necessary—such as after reorganization or when a position becomes redundant—employers must respect legal and contractual frameworks. Internal reassignment (the “obligation to reassign” or herplaatsingsvereiste) is a crucial first step before dismissal can be considered.

For permanent employees, this means security but also the expectation to constructively consider alternatives. Employers must actively seek suitable roles within the company before dismissal is allowed. The UWV strictly monitors this process for dismissals on business-economic grounds.

An internal job change can be positive, but it may also raise uncertainty about salary, working conditions, and future prospects. Outplacement support can help employees navigate this transition successfully.

Legal Framework: Rights and Obligations During Internal Job Change

Under Dutch law, the employer must actively search for suitable positions within the company before considering dismissal. This is particularly important for those with permanent contracts. “Suitable” means a role that matches your education, experience, and skills. The content, salary, and level should be as close as possible to your current position.

If you reject a reasonable offer, this may affect your entitlement to transition payment or unemployment benefits. However, the employer cannot simply offer any role; the reasonableness depends on your circumstances and contract. See Position Redundant with Permanent Contract: Rights and Outplacement Support and Internal Job Change in Outplacement: Opportunities, Rights and Challenges for in-depth explanations.

Example: A team leader’s role is made redundant after reorganization. The employer offers a lower-level position. If the difference is too great, the employee may reject it; however, a reasonable alternative must at least be considered.

When Does Outplacement Become Relevant for Internal Reassignment?

Outplacement is often associated with dismissal but can also be relevant when internal reassignment is not feasible or desirable. Many employers offer outplacement if an employee does not thrive in a new internal position or if no suitable positions are available. Sometimes, employees themselves prefer to look externally, in which case an outplacement program provides support.

For instance: An administrative employee with a permanent contract is reassigned to a project assistant role after a merger. It turns out to be a poor fit. Together with the employer, the employee initiates an outplacement track to find a new, better-matching position elsewhere. Refer to Changing to Another Position Within Your Company During Outplacement: Rights, Process, and Practical Guidance for more context.

Outplacement is not legally required in the Netherlands but is often used for a smooth transition and to help employees move on positively, reflecting good employer practice. Agreements are laid down, usually in a termination agreement.

Practical Steps for Internal Job Change or Outplacement

If you have a permanent contract, consider the following steps:

This approach helps you protect your rights and prepares you well for the next steps, whether they are inside or outside your company. For more on the support you can expect, see What is Outplacement?

Real-World Examples: Internal Switch or External Move?

How "changing to another position within your company with a permanent contract" works varies widely. Two typical cases:

Example 1: An HR advisor is transferred to a new team after a merger. The new duties prove not to match her experience or skills. After consultation, she starts an outplacement program to seek a more suitable job outside the organization.

Example 2: A logistics worker is offered a leadership role after his original job is cut. With good onboarding and coaching, he grows successfully into the new job. Sometimes, an internal switch brings unexpected opportunities.

These examples show the importance of tailored solutions and professional guidance. Both employer and employee often benefit from a well-structured process, such as outplacement support.

Employment Conditions and Legal Position After Internal Job Change

Changing to a new role at the same company can affect your terms of employment. Often, your salary and years of service are maintained, but you could be placed in a different pay scale or lose certain allowances. These changes can only be made with your agreement.

Employers cannot unilaterally change your tasks, location, or working hours unless specifically stated in your contract or company policies. Always review your contract details and consult an HR or legal specialist if in doubt.

Your rights may be even stronger if you have more than two years’ service or are above a certain age. See Position Redundant with Permanent Contract: Rights and Outplacement Support for more information on special protection for senior employees.

Frequently Asked Questions and Pitfalls When Changing Roles Internally

Common questions include: Must I accept a lower position? Will I lose my transition payment if I move internally? What if I’m unhappy in the new role?

The answers depend on your specific situation. You are not required to accept any role, but unreasonably rejecting a suitable offer may affect your compensation. If you later leave after an internal move, accessing outplacement or extra entitlements can become complex. For practical guidance, see What if your position becomes redundant? Steps, rights and perspective and My Position is Disappearing: Practical Steps and Perspective in Outplacement.

A common pitfall is to agree too quickly out of fear of losing rights. Take your time to properly review all proposals. Professional support, such as that offered by Care4Careers, can help prevent mistakes and strengthen your position.

Outplacement as a Bridge Between Internal and External Mobility

Outplacement is more than support after dismissal. It can also bridge the gap to a suitable internal solution, or serve as a safety net if the internal change proves unsustainable. Employers often use outplacement to help employees transition smoothly, reduce stress, and avoid conflict.

For employees, outplacement is a chance to reflect on your career direction. Support in finding a new role (internally or externally), application training, and personal coaching can help you make the next step confidently. Find out more about outplacement’s benefits in What is Outplacement?

Summary

Changing to another position within your company with a permanent contract involves various rights and options. Dutch law provides strong protections, while also requiring open dialogue and flexibility. Outplacement can support internal moves or serve as a springboard for new opportunities externally. Be well-informed, know your rights, and seek professional advice if needed to ensure a positive outcome for your future career.