{"id":94790,"date":"2026-10-20T09:33:20","date_gmt":"2026-10-20T09:33:20","guid":{"rendered":"https:\/\/wesselvanderlans.nl\/ongecategoriseerd\/termination-of-employment-under-labor-law-an-overview-of-all-options\/"},"modified":"2026-10-20T09:51:32","modified_gmt":"2026-10-20T09:51:32","slug":"termination-of-employment-under-labor-law-an-overview-of-all-options","status":"publish","type":"post","link":"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination-of-employment-under-labor-law-an-overview-of-all-options\/","title":{"rendered":"Termination of Employment Under Labor Law: An Overview of All Options"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">There are all sorts of reasons for terminating an employment contract, but can you just do it on a whim? And what steps must be followed to do so? In this blog, we\u2019ll outline the most important options for you.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Through a VSO<\/h2>\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/wesselvanderlans.nl\/en\/expertise\/settlement-agreement\/\">VSO<\/a>, also known as a settlement agreement or termination agreement, is the most common way to terminate an employment contract. To do this, the employer and employee must agree on the terms under which the employment contract will end and set these out in the VSO. This terminates the employment contract without the need for a court or the UWV to intervene.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Through the courts<\/h2>\n\n<p class=\"wp-block-paragraph\">An employer cannot simply terminate an employment contract without the employee\u2019s consent. This is only possible if one of the grounds specified in the law applies and the employee cannot be <a href=\"https:\/\/wesselvanderlans.nl\/en\/news\/the-redeployment-investigation-tips-tricks-for-practice\/\">reassigned<\/a>. The main grounds listed in the law are <a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination-for-poor-performance\/\">poor job performance<\/a>, a <a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination-due-to-a-strained-working-relationship\/\">disrupted working relationship<\/a>, and <a href=\"https:\/\/wesselvanderlans.nl\/en\/news\/high-threshold-for-loss-of-transition-payment-but-also-for-payment-of-fair-compensation\/\">serious culpable conduct<\/a>.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Through the UWV<\/h2>\n\n<p class=\"wp-block-paragraph\">There are also situations in which a permit from the UWV is required before the employment contract can be terminated. This is the case with <a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination-for-business-reasons\/\">layoffs for business reasons<\/a>, such as restructuring or <a href=\"https:\/\/wesselvanderlans.nl\/en\/expertise\/reorganization\/\">reorganization<\/a>, and in the event of <a href=\"https:\/\/wesselvanderlans.nl\/en\/knowledge-base\/termination-due-to-long-term-disability\/\">long-term illness<\/a>. In these situations as well, it must be determined whether the employee can be reassigned.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\"><a href=\"https:\/\/wesselvanderlans.nl\/en\/news\/this-mistake-employers-keep-making-with-summary-dismissal\/\">Immediate Dismissal<\/a><\/h2>\n\n<p class=\"wp-block-paragraph\">In exceptional cases, it is possible to dismiss an employee with immediate effect. However, this requires that a truly serious issue be present and that the employer take immediate action. Examples include theft or fraud.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Temporary contracts<\/h2>\n\n<p class=\"wp-block-paragraph\">A temporary contract expires at a predetermined time, unless it is extended. A temporary contract can only be terminated early if this is also specified in the employment agreement. In that case, one of the procedures mentioned above must be followed.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Resignation by the Employee<\/h2>\n\n<p class=\"wp-block-paragraph\">An employee may terminate the employment agreement at any time without needing to provide a reason. If the employee terminates a temporary contract that does not specify that this is permitted, the employee is liable to pay compensation.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\"><a href=\"https:\/\/wesselvanderlans.nl\/en\/expertise\/statutory-director\/\">Statutory director<\/a><\/h2>\n\n<p class=\"wp-block-paragraph\">Please note! Dismissal is somewhat more complicated for a statutory director. When a statutory director leaves the company, both corporate law and employment law must be taken into account.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Prohibitions on Termination<\/h2>\n\n<p class=\"wp-block-paragraph\">The law provides employees with additional protection in certain situations, such as when they are sick or pregnant. A prohibition on termination ensures that these employees are protected against dismissal.<\/p>\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Which termination procedure applies in your situation?<\/h2>\n\n<p class=\"wp-block-paragraph\">The options for terminating an employment contract and the steps that need to be taken vary depending on the situation. It is therefore important to choose the right strategy in advance. An incorrect approach can have significant legal and financial consequences. Our employment law attorneys are happy to advise you on the options and key considerations regarding termination.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What are the options for terminating an employment contract? From VSO and termination through the courts to the UWV, summary dismissal, and prohibitions on termination: a rundown of all the options.<\/p>\n","protected":false},"author":8,"featured_media":94791,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_ppma_block_editor_authors":""},"categories":[52],"tags":[],"ppma_author":[45],"class_list":["post-94790","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-knowledge-base"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Termination under Labor Law: An Overview of All Termination Procedures<\/title>\n<meta name=\"description\" content=\"What are the options for terminating an employment contract? 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