{"id":7413,"date":"2026-10-25T22:54:21","date_gmt":"2026-10-25T19:54:21","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/requesting-termination-yourself-when-can-you-leave-and-receive-severance-pay\/"},"modified":"2026-10-25T22:54:47","modified_gmt":"2026-10-25T19:54:47","slug":"requesting-termination-yourself-when-can-you-leave-and-receive-severance-pay","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/requesting-termination-yourself-when-can-you-leave-and-receive-severance-pay\/","title":{"rendered":"Requesting Termination Yourself: When Can You Leave and Receive Severance Pay?"},"content":{"rendered":"\n<p class=\"has-text-color has-small-font-size wp-block-paragraph\" style=\"color:#8a8a8a\"> <\/p>\n\n<style>.kader { background: #1E293B; color: #fff; border-radius: 12px; padding: 24px 28px; margin: 28px 0; }\n.kader .cijfer { font-size: 40px; font-weight: 700; color: #F59E0B; }\n.kader p { color: #e2e8f0 !important; margin: 6px 0 0; font-size: 15px; }\n.chart-container { background: #fff; border-radius: 12px; padding: 28px; margin: 28px 0; box-shadow: 0 1px 3px rgba(30,41,59,0.12); }\n.chart-title { font-size: 20px; font-weight: 700; margin-bottom: 2px; color: #1E293B; }\n.chart-subtitle { font-size: 13px; color: #888; margin-bottom: 16px; }\n.chart-wrap { position: relative; width: 100%; }\n.chart-wrap .watermark { position: absolute; top: 50%; left: 50%; transform: translate(-50%, -50%); font-size: 26px; font-weight: 700; color: rgba(245,158,11,0.10); pointer-events: none; white-space: nowrap; letter-spacing: 2px; z-index: 1; }\n.chart-container .source { font-size: 11px; color: #aaa; margin-top: 12px; }\n.auteur { background: #1E293B; color: #fff; border-radius: 12px; padding: 28px; margin-top: 44px; }\n.auteur h2 { color: #F59E0B; margin-top: 0; }\n.auteur p { color: #e2e8f0 !important; font-size: 15px; }\n.auteur a { color: #F59E0B; }\n.verantwoording { background: #f6f3ec; border-radius: 12px; padding: 28px; margin-top: 28px; font-size: 14px; color: #555; }\n.verantwoording h2 { margin-top: 0; font-size: 20px; }\n<\/style>\n\n<p><em>What Published Case Law Teaches Us About Employee Termination (Art. 7:671c of the Dutch Civil Code), Counterclaims, and Bargaining Power in VSO Negotiations, July 2015 through July 2026<\/em><\/p>\n<p>You want to leave your employer, but not empty-handed. Termination of the employment contract at the employee\u2019s request seems like a logical step. However, the termination of the employment contract and a severance payment are two different outcomes, each subject to its own set of criteria. We analyzed 585 published final decisions involving an employee\u2019s request for termination and examined the outcomes of this approach in published case law.<\/p>\n<div class=\"kader\">\n<span class=\"cijfer\">89% to 54%<\/span>\n<p>Termination is common, but severance pay is not always awarded. In 190 of the 213 proceedings examined that involved only an employee\u2019s request, the court granted the termination: 89%. Fair compensation was awarded in 54% of those terminations, with a median award of \u20ac18,000. In 35% of the rulings, no fair compensation or transition payment was awarded.<\/p>\n<\/div>\n\n<h2>In more than half of the cases, it is a counterclaim<\/h2>\n<p>It is by no means always the case that an employee who files a request for termination takes the matter to court on their own. In 213 of the 585 rulings, only an employee\u2019s request was at issue. In 299 cases\u2014more than half\u2014the employee files a counterclaim after the employer has requested termination. And in 72 cases, the employee initiates the proceedings and the employer files a request for termination as a counterclaim. An employee\u2019s request can therefore also play a role in proceedings initiated by the employer, for example, as a conditional request in the event that the employer withdraws its own request.<\/p>\n<div class=\"chart-container\">\n<div class=\"chart-title\">Three Types of Employee Petitions<\/div>\n<div class=\"chart-subtitle\">Published final decisions in the first instance involving an employee\u2019s request (n=584 with known procedural form)<\/div>\n<div class=\"chart-wrap\" style=\"height:220px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartRoutes\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. Employee counterclaim: 299 cases (51%). Only employee claim in the decision: 213 (36%). Employer files a counterclaim: 72 (12%). In 1 case, the party filing the counterclaim could not be determined.<\/div>\n<\/div>\n<p>For the figures below, we examine the 213 decisions involving only an employee\u2019s petition. Only in those cases can the outcome and awards be unequivocally attributed to that petition. This study did not systematically determine whether these proceedings were preceded by other legal proceedings. In mixed proceedings, the judge often addresses the employer\u2019s request first, after which the counterclaim is no longer considered; in such cases, it is not possible to reliably distinguish between dismissal and non-consideration in the records.<\/p>\n\n<h2>Why Employees Themselves Request Termination<\/h2>\n<p>A strained working relationship is by far the most common reason: well over half of all employee requests revolve around this issue. This is followed by the employer pressuring the employee to leave, unpaid wages, violations of reintegration obligations, and an unsafe work environment. Behind these broad categories lie specific allegations that recur in the court rulings: withholding wages as a means of pressure, exclusion from consultations and systems, intimidation, and a systematic failure to provide support during illness.<\/p>\n<div class=\"chart-container\">\n<div class=\"chart-title\">What do employees allege?<\/div>\n<div class=\"chart-subtitle\">Main category of employee claims, all 585 cases<\/div>\n<div class=\"chart-wrap\" style=\"height:320px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartGronden\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. One main category was recorded per case: disrupted employment relationship 329, coercion to resign 46, unpaid wages 38, violation of reintegration obligations 35, unsafe work environment 22, other 73 (including 9 smaller categories and a residual category covering miscellaneous issues) and unknown 42 (category not derivable from the ruling).<\/div>\n<\/div>\n\n<h2>Termination Granted in 89% of the Requests Reviewed<\/h2>\n<p>Of the 213 cases involving only an employee\u2019s request, termination was granted in 190 cases: 89%. A different standard applies to termination at the employee\u2019s request than to termination at the employer\u2019s request. The subdistrict court judge assesses whether the circumstances are such that, in the interests of fairness, the employment contract should be terminated immediately or after a short period of time (Art. 7:671c(1) of the Dutch Civil Code). Serious culpable conduct on the part of the employer is not required for the termination itself. However, it is necessary for the award of equitable compensation, and that is where the focus of the dispute generally shifts.<\/p>\n\n<h2>When is fair compensation paid?<\/h2>\n<p>Under this approach, fair compensation requires that the termination result from serious culpable acts or omissions on the part of the employer. And that is a high bar. The court found serious culpable acts or omissions in 59% of the 190 cases in which the claim was granted. In 168 of the 190 decisions, fair compensation was requested (88%). In 101 of those, it was awarded: 60%. In addition, one decision recorded an award without a formal request. This brings the total to 102 out of 190 decisions: 54%.<\/p>\n<p>The amounts awarded fall significantly short of the claims. When a claim is granted, the median fair compensation is \u20ac18,000, calculated based on the 101 awards for which the amount is known; the decisions regarding two employees were excluded from the analysis of award amounts. In the 94 cases where both the requested and the awarded amounts are known, the median ratio between the two is 35%; rejections were not counted as zero in this calculation. For those interested in the factors that determine this amount, we previously published a <a href=\"https:\/\/arbeidsadvocaat.nl\/en\/fair-compensation-what-factors-determine-the-amount-part-2\/\">separate study on fair compensation<\/a>.<\/p>\n<p>Nor is the transition payment automatically granted in the event of a request for termination by the employee. In the event of termination at the employee\u2019s request, pursuant to Article 7:673(1)(b)(2) of the Dutch Civil Code, the employer is only obligated to pay a transition allowance if the termination results from serious culpable acts or omissions on the part of the employer. The transition payment was awarded in 114 of the 190 cases (60%) and denied in 55 (29%); in the remaining 21 cases, it was not requested, not at issue, had already been paid, or its status remained unknown.<\/p>\n<p>In summary: in 67 of the 190 decisions (35%), neither fair compensation nor a transition payment was awarded. This does not necessarily mean that the employee actually left without compensation. Other claims, such as back pay or contractual compensation, are not included in this count. And there is a statutory safety net, which is discussed in more detail below.<\/p>\n<div class=\"chart-container\">\n<div class=\"chart-title\">From Request to Fair Compensation<\/div>\n<div class=\"chart-subtitle\">Proceedings based solely on an employee\u2019s request; each bar falls within the bar above it<\/div>\n<div class=\"chart-wrap\" style=\"height:240px\"><div class=\"watermark\">arbeidsadvocaat.nl<\/div><canvas id=\"chartFunnel\"><\/canvas><\/div>\n<div class=\"source\">Source: rechtspraak.nl, analysis by arbeidsadvocaat.nl. Requests: 213; termination granted: 190; equitable compensation claimed: 168; awarded: 101. In 1 case, equitable compensation was also awarded without a registered claim (total awarded: 102). Median amount awarded: \u20ac18,000 (n=101; the ruling involving two employees was excluded from the analysis of amounts).<\/div>\n<\/div>\n\n<h2>A disappointing outcome? The petition for dissolution can still be withdrawn<\/h2>\n<p>An employee who requests termination does not automatically have to leave if the court rejects the requested equitable compensation or sets a lower amount. The court will then give the employee the opportunity to withdraw the request for termination within a specified period (Art. 7:686a, paras. 6 and 7 of the Dutch Civil Code). This prevents the employment contract from being terminated at the employee\u2019s own request. However, withdrawal does not fully reverse the situation: any litigation costs, ancillary claims, and an independent request for termination by the employer are not thereby dismissed.<\/p>\n<p>For this study, that is an important distinction. A decision ordering termination without fair compensation does not automatically mean that the employee will subsequently leave under those terms.<\/p>\n<h2>What does this mean for VSO negotiations?<\/h2>\n<p>These figures provide insight into the alternative legal process outside of the negotiating table. Relevant questions to ask: What should you do as an employee if the court agrees to terminate the employment contract but rejects the compensation or sets it at a lower amount? The revocation provision under Article 7:686a of the Dutch Civil Code prevents the employment contract from being terminated at the employee\u2019s own request in such a case, but this does not rule out potential litigation costs, ancillary claims, or an independent request for termination by the employer. What specific facts support the allegation of serious culpable conduct? Without sufficient substantiation, the likelihood of receiving fair compensation is low, and the right to the transition allowance is generally forfeited as well. Furthermore: what happens if the employer requests termination? In published case law, the counterclaim is the most common form this route takes, and the order in which the claims are heard can determine which forms of compensation are at issue.<\/p>\n<p>What these figures do not reveal: what amount is reasonable in a <a href=\"https:\/\/arbeidsadvocaat.nl\/en\/settlement-agreement\/\">settlement agreement<\/a>. Settlements, prior offers, and cases that are resolved without litigation are not included. However, the figures in this article do provide a realistic benchmark for the discussion about litigating versus settling, including the time involved: in the 139 cases with a known date for the petition and the ruling, the median processing time from filing to ruling was 81 days.<\/p>\n\n<div class=\"auteur\">\n<h2>About the Author<\/h2>\n<p>Stijn Blom is an employment law attorney and the founder of <a href=\"https:\/\/arbeidsadvocaat.nl\/over-ons\/\">Arbeidsadvocaat.nl<\/a>. He assists employers and employees in termination proceedings and voluntary separation agreement (VSO) negotiations, and analyzes published case law on contract termination. Are you considering requesting termination yourself, or are you negotiating your departure? <a href=\"https:\/\/arbeidsadvocaat.nl\/en\/contact\/\">Schedule a consultation<\/a>: we\u2019ll compare these figures with your specific situation.<\/p>\n<\/div>\n<div class=\"verantwoording\">\n<h2>Research Accountability<\/h2>\n<p>This study is based on 585 published final court decisions in which a substantive ruling was rendered and an employee\u2019s request for termination (Art. 7:671c of the Dutch Civil Code) was at issue, collected via rechtspraak.nl over the period from July 3, 2015, through July 29, 2026 (reference date: September 20, 2026). Two cases that, in substance, concerned a different proceeding were excluded following a manual review. The count includes rulings, not individual employees; one ruling involving two employees was excluded only from the monetary analyses. The outcome and compensation figures were calculated based on the 213 decisions involving only an employee\u2019s request, because compensation amounts can be unequivocally attributed to that request in those cases; whether those cases were preceded by other legal proceedings was not systematically determined. \u201cNeither equitable compensation nor transition compensation\u201d means that neither was awarded in the decision; other claims are not considered, and any use of the withdrawal option under Article 7:686a of the Dutch Civil Code was not systematically examined. In mixed proceedings, it is not possible to reliably distinguish between the dismissal and the non-adjudication of the counterclaim; these cases were used for descriptive purposes only. The data extraction and structuring were performed using AI (Anthropic Claude, batch processing), followed by checks, data cleaning, and random manual validation. 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wp-block-group-is-layout-constrained\" style=\"border-top-left-radius:16px;border-top-right-radius:60px;border-bottom-left-radius:16px;border-bottom-right-radius:16px;padding-top:28px;padding-right:28px;padding-bottom:28px;padding-left:28px\">\n<h3 class=\"wp-block-heading has-brand-background-color has-text-color\">Need help with a dissolution proceeding?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">We advise and represent both employers and employees in court, and we always strive for the best possible outcome.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-outline is-style-outline--1\"><a class=\"wp-block-button__link has-brand-secondary-color has-text-color wp-element-button\" href=\"https:\/\/arbeidsadvocaat.nl\/en\/contact\/#intakegesprek\">Schedule a Call<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>What Published Case Law Teaches Us About Employee Termination (Art. 7:671c of the Dutch Civil Code), Counterclaims, and Bargaining Power in VSO Negotiations, July 2015 through July 2026 You want to leave your employer, but not empty-handed. Termination of the employment contract at the employee\u2019s request seems like a logical step. However, the termination of [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":7414,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"categories":[5],"tags":[],"class_list":["post-7413","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-niet-gecategoriseerd"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7413","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\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=7413"}],"version-history":[{"count":1,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7413\/revisions"}],"predecessor-version":[{"id":7415,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/7413\/revisions\/7415"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media\/7414"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=7413"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/categories?post=7413"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/tags?post=7413"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}