My position is disappearing

My position is disappearing means your current job will cease to exist due to, for example, a reorganization, automation or budget cuts. In such a situation, you are entitled to clear communication, legal protection, and support in finding new employment. This article explains what happens when your position is made redundant, your legal rights and obligations, how the outplacement process works, and which practical steps you can take for a new start.

What does it really mean when your position disappears?

When you hear that your position is disappearing, uncertainty about the future often arises. In practice, this means the employer is structurally eliminating your specific duties. This can result from a reorganization, technological changes, or departmental mergers. The trigger may differ, but the result is that your role within the company comes to an end.

This process does not happen overnight. Employers must thoroughly substantiate why a position is being eliminated. Often, there is a social plan, and employees are involved in the process. For example, in a reorganization, the Dutch "afspiegelingsbeginsel" (reflection principle) and social criteria are considered to ensure the decision is fair and transparent. For many, losing a position means involuntarily saying goodbye to colleagues and a familiar workplace.

A practical example: a healthcare institution decides to automate part of its administrative support, causing the administrative assistant roles to disappear. The employer must demonstrate the necessity and inform affected employees in time. Next, they must look at internal redeployment or guidance to other jobs.

Another scenario is the merging of teams in a technical department, leading to duplicate roles. In such cases, clear rules apply to determine who loses their position and what support is available.

Legal context and your rights when your position is lost

In the Netherlands, eliminating a position is subject to strict rules. Employers cannot simply cut jobs. According to the Dutch Civil Code and the Work and Security Act (Wwz), dismissal due to job loss must be thoroughly substantiated. This means the employer must prove that the work is genuinely disappearing and not for personal reasons.

Additionally, the "afspiegelingsbeginsel" must be followed to determine who becomes redundant. Employees are divided into age groups, and within those groups, the last in are the first out. This prevents arbitrariness. Employees are entitled to a severance payment (transition allowance) and often a social plan is put in place.

Practically, you have the right to information, involvement in the process, and guidance toward new work. Usually, these topics are discussed with the works council. Further details on transition allowance and related rules are available in the knowledge base.

You may receive a settlement agreement containing the conditions for ending your employment. It is wise to have this checked, for example to confirm the impact on your eligibility for unemployment benefits.

The emotional process: dealing with uncertainty and change

The news that your position is disappearing often triggers a range of emotions: uncertainty, disappointment, and sometimes anger. Losing a job means not only losing income, but also saying farewell to a familiar structure, colleagues, and routine.

It is important to allow yourself to feel and talk about these emotions with colleagues, family, or a career coach. Many employees, after the initial shock, find space for reflection: What do I want from my next job? Was I happy in my former role? Exploring these questions helps shape your next steps.

Example: An employee who has worked in the same team for years feels lost after learning their job is disappearing. Through coaching conversations, insight emerges into their personal strengths and wishes for the future, which results in action and renewed perspective.

Outplacement process: what does it involve and how does it work?

Outplacement is a support process designed to help employees find new employment outside the current organization. Outplacement is often offered as part of a social plan or settlement agreement when a position disappears. Its goal is to help employees process the loss, discover new opportunities, and actually find suitable work.

An outplacement process consists of several steps, such as an intake, personal assessment, job application training, and guidance toward new roles. A coach supports you in making choices and expanding your network.

The duration and intensity of the process vary. Some people quickly find new work, while others need more time for retraining or self-exploration. You are entitled to professional guidance. More details on the steps in an outplacement process are provided in related articles.

Some choose to become self-employed or change careers entirely. Here too, a career coach provides crucial support. Setting realistic goals and working step by step helps you stay on track and in control.

What first steps should you take if your position disappears?

Right after learning your position is disappearing, it is essential to stay organized and act proactively. Start by gathering information about your rights and obligations. Check whether a social plan applies and what it means for you.

Carefully review your employment contract and any settlement agreement. Pay attention to your notice period, departure arrangements, and the amount of transition allowance. Legal advice is wise if you have doubts about the terms.

Discuss with your employer what support is available, such as outplacement or career guidance. Many employers are willing to offer support to ensure a careful process. Also inquire about internal redeployment options if you wish to stay within the organization.

Update your CV and LinkedIn profile and start exploring the job market. Map your skills and interests—that is your foundation for the next steps.

What are the consequences for your employment terms and benefits?

When your position disappears, your employment contract changes. This directly affects your salary, paid leave, and pension accrual. In most cases, you are entitled to a transition allowance. The amount is set by law and depends on your years of service and gross salary. The allowance is intended to support you in finding a new job.

After your contract ends, you may be eligible for unemployment benefits (WW-uitkering). The UWV (Dutch public employment service) has strict conditions, such as the requirement that the dismissal was not your own fault. Apply for benefits promptly and pay attention to deadlines.

Another key aspect is the final settlement: any outstanding vacation days, bonuses, and expenses are paid out. More about this can be found in the article final settlement.

If you are ill at the time your position disappears, separate rules apply. You may be entitled to salary continuation and cannot be dismissed without restrictions. More details are available in the article on resignation during illness.

Communicating with your employer and talking about outplacement

Open, constructive communication with your employer is vital when your position disappears. Discuss what support is available and clarify mutual expectations. Proactively ask about outplacement guidance or other forms of career support.

Prepare for the conversation about outplacement. Think about what you need to take the next step, and which questions to ask—such as the length of the process, choice of provider, and available budget.

Often the topic of outplacement is sensitive, as it stems from a difficult situation. Still, guidance has proven to help employees find new work more quickly and sustainably. Helpful tips for having this conversation can be found in the article how to discuss outplacement.

Specific situations: reorganization, redundancy, and other causes

Positions often disappear as part of a reorganization, but other scenarios are possible, such as redundancy due to task elimination, mergers, or branch closures. Each of these has its own rules and procedures.

In a reorganization, a social plan is usually drawn up, covering redeployment, support, and payments. If you are declared redundant, your position changes immediately and you may be required to apply for jobs and have access to outplacement. More about redundancy can be found in the article declared redundant.

Sometimes, there are suitable roles within the organization. The employer must investigate redeployment before proceeding to dismissal. Only when this is not possible can the contract be terminated.

Practical example: a large logistics company merges with a competitor, creating overlap in management positions. The affected managers are declared redundant and offered outplacement. Some find new roles internally, others are guided externally to new jobs.

Finding new perspective: from loss to opportunity

Although losing your position is drastic, it also creates new opportunities. Many discover hidden talents or consider steps they hadn’t previously imagined during outplacement. A career coach can help you explore interests, retrain, or even start your own business.

This is a good time to start networking, for example via LinkedIn, professional associations, or events. Coaching support is helpful for giving structure and making the right choices. Practical advice on repositioning yourself in the job market is provided in the article outplacement coaching.

Many former employees say the outplacement process brought them not just a new job, but greater self-insight, confidence, and better work-life balance.

Summary: my position is disappearing – what next?

When your position disappears, it is a major event that brings questions and uncertainty. Being well informed about your rights, making use of professional support through an outplacement process and taking the right steps will put you in a strong position for the future. Use the available arrangements and support, keep communicating with your employer, and actively seek new possibilities. This way, you turn a loss into a new perspective—step by step.