Working While Redundant in the Netherlands

In the Dutch labour context, working while being declared redundant means that your position will disappear, but your employment contract continues for a certain period. You often still perform your tasks, fully or partly, while preparing for a new job. Salary and benefits remain in place until the contract is lawfully terminated. This article explains how this redundancy phase works and how outplacement can support both employees and employers.

What does redundancy mean in Dutch employment law?

Redundancy (boventalligheid) arises when a position or formation place structurally disappears, for example due to reorganisation, merger, automation or economic reasons. According to Dutch law, this does not immediately end the employment contract. The employer must either obtain permission from the Employee Insurance Agency (UWV) for economic dismissal or reach a mutual agreement laid down in a settlement agreement (vaststellingsovereenkomst).

The period between being informed that you are redundant and the actual end of the employment contract is the phase in which you often keep working. During this time you retain your legal rights as an employee, while you and your employer work towards a new future: internal redeployment or external placement through outplacement.

• Redundancy means the position disappears, not the contract immediately.
• Dismissal must follow strict legal procedures.
• Employee rights remain intact during the redundancy period.
• Focus shifts towards redeployment or external placement.

Rights of employees who work while redundant

Employees who work while redundant in the Netherlands keep their basic employment rights. Salary continues, holiday entitlement is accrued and pension contributions are usually maintained. Collective labour agreements (cao) and social plans often contain additional provisions about the duration of the redundancy period, redeployment efforts and possible support such as outplacement.

Furthermore, employees are entitled to careful treatment during reorganisations. This includes timely information, transparency about selection criteria and the opportunity to ask questions. When dismissal becomes inevitable, employees may be entitled to a statutory transition payment (transitievergoeding) and, under certain conditions, to unemployment benefits (WW) from the UWV.

• Full salary and benefits remain during the redundancy phase.
• Cao and social plan can provide extra protections.
• Employees are entitled to clear information and careful procedures.
• Transition payment and WW may apply at the end of the contract.

Duties of redundant employees towards their employer

While working in a redundant position, employees also have duties. They must continue to behave as good employees, perform agreed tasks and follow reasonable instructions from the employer, as long as these fit within their role or can reasonably be expected. This may include temporary or alternative tasks during the transition period.

Employees are also expected to cooperate with redeployment efforts, both internally and externally. This can involve applying for suitable internal vacancies, attending meetings about job opportunities and participating in training or outplacement. Refusing reasonable proposals can, in extreme cases, affect future entitlement to unemployment benefits.

• Continue performing agreed work where possible.
• Follow reasonable instructions from the employer.
• Cooperate with internal and external redeployment.
• Participate actively in training and outplacement where offered.

How outplacement supports redundant employees

Outplacement is a key instrument for employees who work while being redundant. It provides structured guidance towards new work outside the current organisation. Typical components of an outplacement programme include career assessment, labour market orientation, CV and LinkedIn optimisation, application training and targeted job search support.

Care4Careers specialises in tailored outplacement programmes in the Dutch context. Programmes are aligned with legal requirements, UWV rules and the practical situation at the workplace. This means that coaching sessions are often combined with working hours, so that employees can gradually shift their focus from daily tasks to their next career step.

• Outplacement offers structure and perspective in a difficult phase.
• Programmes combine reflection, positioning and job search.
• Coaching is adapted to Dutch legal and UWV frameworks.
• Goal is sustainable re-employment in a suitable role.

Employer responsibilities during redundancy and outplacement

Employers in the Netherlands have a duty of care during reorganisations and redundancy. This includes proper consultation with the works council, transparent communication with staff and a serious effort to redeploy employees internally where possible. Many employers choose to offer outplacement as part of a social plan or individual settlement agreement.

By investing in professional outplacement, employers help redundant staff to find new opportunities more quickly and reduce the emotional and practical impact of dismissal. At the same time, responsible handling of redundancy supports the company’s reputation and contributes to a constructive relationship with remaining staff.

• Ensure transparent and timely communication about changes.
• Offer realistic redeployment and training opportunities.
• Provide outplacement where appropriate as part of the package.
• Document agreements in writing for clarity and legal certainty.

Using the redundancy period as a strategic transition

For both employees and employers, the period of working while redundant can be more than a waiting time. When used consciously, it becomes a strategic transition phase towards sustainable employability. Employees can explore their strengths, values and ambitions, while employers support them with time, resources and professional guidance.

Care4Careers helps to shape this phase in a structured way, combining empathy with clear, practical steps. This reduces uncertainty and increases the chance that redundancy leads to a well-considered and positive next career move, rather than an abrupt and stressful break.

• See redundancy as a structured transition, not only as an ending.
• Combine ongoing work with targeted career development.
• Use professional guidance to navigate legal and practical issues.
• Focus on long-term employability and job satisfaction.

Summary: constructive handling of working while redundant

Working while redundant in the Netherlands is a defined phase with clear rights and duties for both employee and employer. Legal safeguards, collective agreements and social plans provide the framework. Within that framework, outplacement can turn a difficult situation into a structured transition towards new, sustainable work.

By combining legal compliance, clear agreements and professional career support, employees can leave with perspective and employers can demonstrate social responsibility. Care4Careers supports this process through expert outplacement and career coaching, firmly rooted in the Dutch legal and UWV context.