Mutual termination agreement ("met wederzijds goedvinden") — the most common route to end Dutch employment, with the wording needed to preserve the employee's right to WW (unemployment benefit) and the 14-day statutory right of withdrawal (art. 7:670b BW).
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SETTLEMENT AGREEMENT (Vaststellingsovereenkomst / beëindigingsovereenkomst — article 7:670b Burgerlijk Wetboek "BW")
Between: , , the "Employer", and: , "", the "Employee". Signing date: .
1. TERMINATION BY MUTUAL CONSENT 1.1. The parties agree to terminate the employment relationship by mutual consent (met wederzijds goedvinden), effective , on the following terms. 1.2.
2. SEVERANCE PAYMENT 2.1. The Employer will pay the Employee a gross severance amount of as compensation for the termination (ontslagvergoeding), in addition to any statutory transitievergoeding owed.
3. FINAL SETTLEMENT 3.1.
4. WW (UNEMPLOYMENT BENEFIT) 4.1. This agreement is worded on the Employer's initiative, without any fault or urgent cause attributable to the Employee, and without waiver of the Employee's statutory notice period, so as to preserve the Employee's eligibility for WW benefit from UWV. Neither party guarantees that UWV will in fact grant WW — that decision rests solely with UWV.
5. RIGHT OF WITHDRAWAL (BEDENKTERMIJN) 5.1. The Employee has the right to withdraw from this agreement in writing, without giving reasons, within calendar days of the signing date (art. 7:670b BW). If this right is not clearly stated in the agreement, the withdrawal period is automatically extended to 21 days.
6. REFERENCES AND CONDUCT 6.1. 6.2. Reference letter (getuigschrift): .
7. FULL AND FINAL DISCHARGE 7.1. Subject to full performance of this agreement, the parties grant each other final discharge (finale kwijting) from all claims arising from or connected with the employment relationship and its termination.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.
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4 of 12 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.