Dismissal via UWV and outplacement

Dismissal via UWV means an employer applies for permission from UWV (a dismissal permit) to terminate an employment contract, usually for economic reasons or after long-term incapacity for work. For employees, this route often feels more formal and less negotiable than a mutual termination agreement. At the same time, it creates a clear need for direction: how do you handle the procedure, protect your rights, and move into a new job? This article explains how “ontslag via het UWV” connects to outplacement and how to stay in control during the transition.

Outplacement is practical support to move from your current role to a new job after (imminent) dismissal. It can start while the UWV process is still running, helping you reduce time to re-employment and strengthening your position in discussions about redeployment, end date, and workable arrangements. The focus is job-to-job, with realistic options and a plan that fits your profile.

When does dismissal via UWV apply, and when not?

Dismissal via UWV is primarily used for redundancies based on economic grounds (such as restructuring, reduced workload, or roles being eliminated) and for termination after long-term incapacity for work (typically after two years of sickness). UWV assesses whether the legal conditions are met. This includes substantiating the structural loss of jobs or demonstrating that reintegration and redeployment are no longer feasible.

Dismissal via UWV is not used for every dismissal ground. Underperformance, culpable conduct, or a severely disrupted working relationship generally go through the subdistrict court. And if employer and employee agree on ending the contract, a settlement agreement can be an alternative, provided it is drafted carefully to avoid unemployment-benefit risks.

Dismissal via UWV requires a clearly defined ground. In economic cases, UWV also reviews redeployment efforts and, where multiple comparable roles are affected, the selection method. In long-term sickness cases, UWV looks at the reintegration file and whether suitable work within the organisation is still possible.

• UWV route: economic redundancy and long-term incapacity for work.
• Court route: personal grounds such as underperformance or conflict.
• Alternative: a settlement agreement as an alternative if both parties agree.
• Always relevant: redeployment must be explored and documented.

How does dismissal via UWV work step by step?

Dismissal via UWV starts with the employer’s application. UWV requires evidence: in redundancy cases this typically includes organisational and financial substantiation and an explanation of which roles will disappear. The employee then gets the opportunity to submit a defence. A strong defence is specific, for example addressing redeployment options, selection logic, interchangeable roles, and the accuracy of the employer’s substantiation.

Dismissal via UWV does not end the employment automatically. UWV either grants or refuses permission. Only after permission is granted can the employer give notice, while respecting the notice period. The procedure time can often be offset against the notice period, but in principle at least one month of notice remains. That makes the timing of outplacement and job-search activities practically important.

Dismissal via UWV includes several points where you can influence the outcome or the practical impact. You can submit evidence, propose suitable internal roles, and initiate a structured job-to-job approach. In many cases, it is wise to work in parallel: respond carefully to the legal process and strengthen your labour-market position at the same time.

• Employer submits the UWV request with evidence and redeployment efforts.
• Employee responds with a defence and supporting documents.
• UWV decides: permission granted or refused.
• Employer terminates with notice (with possible offset of procedure time).
• Final settlement, transition payment (if applicable), and job-to-job next steps.

UWV redundancy in a restructuring: selection, redeployment, and “afspiegeling”

Dismissal via UWV in a restructuring requires showing that jobs are structurally eliminated. UWV reviews not only the employer’s plan but also the execution: which roles disappear, which remain, and how the employer determines who becomes redundant. If multiple employees perform interchangeable roles (roles comparable in content, level, and pay), selection becomes central.

Dismissal via UWV often involves the afspiegelingsbeginsel, a selection method designed to keep the age distribution within a group as balanced as possible by selecting per age band based on length of service. It is technical, but the practical question is straightforward: was the correct group compared, and were the correct data and reference date used?

Redeployment is the second key issue. The employer must seriously assess whether suitable roles are available within a reasonable period. “Suitable” does not necessarily mean identical work; it can include different work aligned with skills and experience, potentially with training. For employees, it helps to make redeployment concrete: which vacancies exist, what adaptations are possible, and what timeline is realistic?

• Check whether your role genuinely disappears or whether tasks reappear elsewhere.
• Assess whether you fall within a group of interchangeable roles; that defines the comparison pool.
• Verify whether the selection method was applied correctly (age bands, service length, reference date).
• Make redeployment tangible with examples of roles, training, or adjustments.
• Consider support through outplacement after dismissal to speed up re-employment.

Employee rights: defence, notice period, and transition payment

Dismissal via UWV gives employees the right to submit a defence. This can address the ground (for example: is the redundancy genuinely necessary?), selection (for example: interchangeability or the selection method), and redeployment. A practical tip is to gather evidence such as job profiles, organisation charts, vacancy lists, emails about redeployment, and relevant figures.

Dismissal via UWV also affects the notice period and end date. The employer must respect the statutory or contractual notice period, with a possible offset for the time the UWV procedure took. For employees, knowing the end date matters for income planning, unemployment benefits, and structuring the job search.

When termination is initiated by the employer, a transition payment is often due, including in UWV dismissals. There are exceptions in specific situations. In practice, it is wise to check the transition payment, unused leave, and other items in the final settlement.

• Right to defend yourself with specific arguments and evidence.
• Right to a clear end date and correct application of the notice period.
• Often right to a transition payment and a correct final settlement.
• Right to information about redeployment and suitable internal roles.

What outplacement can add during a UWV dismissal process

Dismissal via UWV can take weeks or months. That time is valuable for preparing your next step, especially when the outcome is likely. A strong outplacement programme turns uncertainty into a plan: labour-market direction, positioning, CV and LinkedIn, a targeted application strategy, and interview preparation. This increases the chance of finding a new job before the end date.

Dismissal via UWV is formally about permission to terminate, but informally there are often discussions about redeployment, work exemption, handover, and sometimes additional arrangements. Outplacement helps you approach those conversations with focus: what do you need to search effectively, what time and space are realistic, and how do you translate that into practical agreements? This is not legal advice; it is transition management.

Dismissal via UWV can also be emotionally demanding. Outplacement provides structure: fixed coaching moments, achievable weekly goals, and support in making choices. Example: an administrative professional sees roles shrinking due to automation. With outplacement, they can pivot toward planning, customer operations, or finance support while actively applying for roles aligned with their experience.

• Accelerate job-to-job by starting labour-market exploration immediately.
• Strengthen your positioning with a clear profile and realistic target roles.
• Practise interviews and negotiate employment conditions.
• Create a workable weekly rhythm with actions, feedback, and adjustments.
• Use the notice period effectively instead of waiting for the decision.

Practical pitfalls and common mistakes

Dismissal via UWV requires care on both sides. Employees sometimes keep their defence too generic or respond too late. Employers often struggle with documenting redeployment efforts or defining interchangeable roles precisely. The clearer the facts, the more predictable the process becomes.

Dismissal via UWV also impacts your income timeline. Consider when to apply for unemployment benefits, how the notice period works, and what happens if a mutual termination agreement becomes part of the discussion. In that context, it helps to recognise that dismissal can follow different routes, each with its own timing and rights considerations.

Dismissal via UWV is not the same as “having no options.” Early action creates alternatives: exploring redeployment, accepting temporary different work, discussing training, or preparing an external move in parallel. Even if you ultimately leave, you do so with a concrete next step rather than an open-ended gap.

• Respond on time and be specific in your defence; back it up with documents.
• Document redeployment options: roles, meetings, vacancies, and responses.
• Keep track of notice period, end date, and financial settlement.
• Start job-to-job actions early, even while the procedure is ongoing.
• Only compare with other routes when relevant, such as the employer’s dismissal procedure in different scenarios.