Dismissal and unemployment

Employment relationship can be terminated in many ways and under different circumstances. The employer can terminate the employment contract for employee-related reasons or for financial and production-related grounds. In cases of serious misconduct the employer may even dismiss the employee without notice. Whatever the situation, the employer must justify the reason for termination as required by law.

We support you in dismissal situations

Dismissal often comes as a big shock and unemployment is a major life change. In dismissal situations, our lawyers offer you employment relationship counselling and advice on unemployment protection and our career coaches support you in finding a new job. You will be entitled to a discount for the unemployed on our membership fee. If you become unemployed, see what you have to do to ensure your unemployment protection.

Check whether you are entitled to change security

The objective of change security is to speed up re-employment.

  • If the employment contract is terminated for production-related or financial reasons, the employee has the right to paid re-employment leave during the notice period. The employee may use the leave for drawing up a re-employment plan, for participating in an adult training course for re-employment purposes, for apprenticeship or training-on-the-job, for job seeking, job interviews or employment placement services. The duration of the leave is 5–20 working days, depending on the length of the employee’s notice period.
  • In cooperation negotiations started on 1 January 2017 or later, the employer has to offer an employee who will be dismissed for production-related or financial reasons an opportunity to participate in coaching or training promoting re-employment, provided that the employer employs a minimum of 30 persons and the employment relationship of the employee has continued for at least five years.
  • If the employee has been dismissed for production-related or financial reasons on 1 January 2017 or later, the employer has to arrange occupational health services for the employee for a period of six months as from the last day of his or her obligation to work, provided that the employer employs a minimum of 30 persons and the employment relationship of the employee has continued for at least five years.