{"id":6014,"date":"2025-04-15T14:28:31","date_gmt":"2025-04-15T11:28:31","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/impending-layoff-what-are-the-3-warning-signs\/"},"modified":"2026-08-16T15:46:10","modified_gmt":"2026-08-16T12:46:10","slug":"impending-layoff-what-are-the-3-warning-signs","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/impending-layoff-what-are-the-3-warning-signs\/","title":{"rendered":"Impending Layoff: What Are the 3 Warning Signs?"},"content":{"rendered":"\n<h4 class=\"wp-block-heading\"><strong>Introduction<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">Termination rarely comes as a complete surprise. There are often signs indicating that the employer may want to terminate the employment relationship. These signs can be subtle, but sometimes they are downright obvious. It\u2019s important for employees to recognize such signs of impending termination in a timely manner so they can strengthen their position and avoid legal pitfalls. This blog discusses three common signs that may indicate an impending termination, as well as your rights in that situation.    <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>1. Improvement Process: Your Performance Is Under Review<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">One of the clearest signs of impending termination is the initiation of a <a href=\"https:\/\/www.juridischloket.nl\/werk-en-inkomen\/ontslag\/verbetertraject\/\" target=\"_blank\" rel=\"noopener\">performance improvement plan<\/a>. If you are asked to participate in such a plan, your employer is indicating that your performance is below par. Typically, measurable goals are set that must be achieved within a defined timeframe.  <\/p>\n\n<p class=\"wp-block-paragraph\">An improvement plan in and of itself does not automatically lead to termination. However, if the goals are not met, this may serve as a step toward termination of employment. This can occur, for example, through:  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>a settlement agreement (termination by mutual consent), or<\/li>\n\n\n\n<li>a petition to the small claims court to terminate the employment contract on the grounds of poor performance.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Please note: Termination for poor performance is subject to strict legal requirements. The employer must be able to demonstrate that the employee\u2019s performance is consistently inadequate, that specific areas for improvement have been discussed, and that the employee has received adequate guidance. If this process is not followed carefully, a request for termination may be denied.  <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>2. Mediation: Signs of a Strained Working Relationship<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">A second sign that dismissal may be imminent is a proposal to use mediation. Mediation is a process in which a neutral third party helps resolve conflicts between an employer and an employee. If mediation is proposed, it often indicates that the working relationship has broken down.  <\/p>\n\n<p class=\"wp-block-paragraph\">Under labor law, an employer must first attempt to restore the working relationship before seeking termination. Offering mediation is part of that process. If you fail to cooperate with the process without a valid reason, this may be used against you in any subsequent legal proceedings.  <\/p>\n\n<p class=\"wp-block-paragraph\">Conversely, mediation also offers the opportunity to reach agreements, improve the work situation, or even arrive at a mutually acceptable resolution. It is therefore important to take the invitation seriously and to make sure you are well-informed about your rights and options. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>3. Replacement: Your duties will be transferred<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">A third and often unmistakable sign is when your tasks are (partially) taken over. This can manifest itself, for example, in: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>hiring a new colleague who will perform (some of) your duties;<\/li>\n\n\n\n<li>the distribution of your tasks among other team members without clear communication about it;<\/li>\n\n\n\n<li>a gradual reduction of your responsibilities or the elimination of your role in meetings.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Signs like these suggest that your employer may be preparing to terminate your employment. You should be especially vigilant if this is accompanied by limited communication or the absence of a clear vision for the future of your position. <\/p>\n\n<h4 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">An impending termination rarely comes out of the blue. Performance improvement plans, mediation proposals, and reassignments are clear signs that your employment is under threat. It is crucial for employees to take these signals seriously and seek legal advice in a timely manner. This can help you avoid unpleasant surprises and allow you to take targeted steps to improve your position or prepare for a favorable settlement upon departure.   <\/p>\n\n<figure class=\"wp-block-embed is-type-video is-provider-tiktok wp-block-embed-tiktok\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"tiktok-embed\" cite=\"https:\/\/www.tiktok.com\/@arbeidsadvocaat.nl\/video\/7484569739633642774\" data-video-id=\"7484569739633642774\" data-embed-from=\"oembed\" style=\"max-width:605px; min-width:325px;\"> <section> <a target=\"_blank\" title=\"@arbeidsadvocaat.nl\" href=\"https:\/\/www.tiktok.com\/@arbeidsadvocaat.nl?refer=embed\">@arbeidsadvocaat.nl<\/a> <p>Signalen dat je werkgever kan voorsorteren op ontslag \ud83d\udc40 <a title=\"arbeidsrecht\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/arbeidsrecht?refer=embed\" rel=\"noopener\">#arbeidsrecht<\/a> <a title=\"arbeidsadvocaat\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/arbeidsadvocaat?refer=embed\" rel=\"noopener\">#arbeidsadvocaat<\/a> <a title=\"advocaat\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/advocaat?refer=embed\" rel=\"noopener\">#advocaat<\/a> <a title=\"ontslag\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/ontslag?refer=embed\" rel=\"noopener\">#ontslag<\/a> <a title=\"arbeidsrechtadvocaat\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/arbeidsrechtadvocaat?refer=embed\" rel=\"noopener\">#arbeidsrechtadvocaat<\/a> <a title=\"rechten\" target=\"_blank\" href=\"https:\/\/www.tiktok.com\/tag\/rechten?refer=embed\" rel=\"noopener\">#rechten<\/a> <\/p> <a target=\"_blank\" title=\"\u266c origineel geluid - Stijn Blom\" href=\"https:\/\/www.tiktok.com\/music\/origineel-geluid-7484569766846335766?refer=embed\" rel=\"noopener\">\u266c origineel geluid &#8211; Stijn Blom<\/a> <\/section> <\/blockquote> <script async src=\"https:\/\/www.tiktok.com\/embed.js\"><\/script>\n<\/div><\/figure>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-dots\"\/>\n\n<figure class=\"wp-block-image alignright size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1024x683.jpg\" alt=\"\" class=\"wp-image-2551\" style=\"width:406px;height:auto\" srcset=\"https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1024x683.jpg 1024w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-300x200.jpg 300w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-768x512.jpg 768w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def-1536x1024.jpg 1536w, https:\/\/arbeidsadvocaat.nl\/wp-content\/uploads\/2024\/10\/KF_6364_def.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n<p class=\"wp-block-paragraph\">This blog was written by Stijn Blom, Esq., an employment law attorney at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists employers and employees on a daily basis with a wide range of employment law issues.  From dismissal cases to drafting watertight agreements and policies\u2014with his practical and personalized approach, he helps employers and employees move forward. Want to learn more? Visit <a href=\"https:\/\/arbeidsadvocaat.nl\/over\/team\/stijn-blom\/\">Stijn&#8217;s page<\/a>.  <\/p>\n\n<p class=\"wp-block-paragraph\">Arbeidsadvocaat.nl is happy to help you if you have any questions about termination. Please feel free <a href=\"https:\/\/arbeidsadvocaat.nl\/contact\" target=\"_blank\" rel=\"noreferrer noopener\">to contact us <\/a>.   <\/p>\n\n<p class=\"wp-block-paragraph\"><em>April 2025<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Introduction Termination rarely comes as a complete surprise. There are often signs indicating that the employer may want to terminate the employment relationship. These signs can be subtle, but sometimes they are downright obvious. It\u2019s important for employees to recognize such signs of impending termination in a timely manner so they can strengthen their position [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":6016,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"categories":[26],"tags":[],"class_list":["post-6014","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-exclude"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6014","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=6014"}],"version-history":[{"count":0,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6014\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media\/6016"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=6014"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/categories?post=6014"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/tags?post=6014"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}