Lost Job on Work Visa

Dutch dismissal law strongly protects employees through complex procedures employers must follow. There are three dismissal routes: the UWV route for economic restructuring or long-term illness, requiring UWV (Employee Insurance Agency) permission; the kantonrechter (sub-district court) route for personal reasons like performance or conduct issues; and vaststellingsovereenkomst (settlement agreement), the most common, where both parties mutually agree to termination terms. In all dismissals except serious misconduct (dringende reden), employees are entitled to transitievergoeding (statutory severance) calculated as 1/3 month salary per year of service, capped at €89,000 (2024). Most dismissals happen via vaststellingsovereenkomst - the employer proposes a settlement including severance (often above the legal minimum), notice period, and other terms. Critical: do not sign immediately. You have a legal 14-day withdrawal period (bedenktijd) after signing, allowing you to consult a lawyer. The agreement must include WW-friendly language stating the employer initiated termination, protecting your unemployment benefit eligibility. Register with UWV immediately after your employment ends to claim WW (unemployment benefit): 75% of your daily wage for the first 2 months, then 70%, for 3-24 months depending on your work history. You must have worked at least 26 of the last 36 weeks to qualify. WW recipients must actively search for work (sollicitatieplicht), typically 4+ applications per month. The unique Dutch advantages are strong dismissal protection making firing difficult and expensive for employers, generous transitievergoeding even for voluntary agreements, and relatively high WW benefits compared to other countries. Always consult an advocaat arbeidsrecht before signing - many offer free initial consultations, and rechtsbijstandverzekering (legal insurance) often covers employment disputes.