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A Certificate of Separation documents the official end of an employment relationship in the Netherlands. When you leave a job, this certificate proves your employment period and confirms that the working relationship has ended properly, in line with Dutch labor laws.

Dutch employers must provide this document upon request, as required by Article 7:656 of the Dutch Civil Code. The certificate typically includes your job title, start and end dates, and the reason for separation - though employers can only mention the reason if you agree to it. Many people use it for unemployment benefits, visa applications, or proving their work history to future employers.

Requesting a Certificate of Separation makes sense when you're leaving a job in the Netherlands and need proof of your previous employment. It's particularly valuable when applying for unemployment benefits (WW-uitkering), as the UWV requires documentation of your work history and reason for departure.

This certificate also proves essential for visa applications, job searches outside the Netherlands, or starting your own business. Many Dutch institutions and potential employers ask for it to verify your work experience. Getting it right after your employment ends saves time, as tracking down this documentation years later can be challenging.

• Basic Certificate: Contains only mandatory information like employment dates and job title - the most common version for routine departures
• Extended Certificate: Includes additional details about job responsibilities and performance, useful for future employment - requires employee consent
• Mutual Agreement Certificate: Documents termination by mutual consent, often used with settlement agreements
• Project Completion Certificate: Specifically for fixed-term contracts or project-based work, confirming successful completion
• International Format: Enhanced version with English translation and apostille, designed for use outside the Netherlands

• Employers: Must issue the Certificate of Separation and ensure it complies with Dutch labor laws. HR departments typically handle the preparation and documentation
• Employees: Request and receive the certificate when leaving a job, using it for future employment or benefits claims
• UWV: Reviews these certificates when processing unemployment benefit applications
• Immigration Authorities: Use them to verify employment history for visa and residence permit applications
• Future Employers: May request the certificate as proof of previous employment and professional experience in the Netherlands

• Employee Details: Gather full name, position title, and employee ID number from HR records
• Employment Dates: Confirm exact start and end dates of employment, including any position changes
• Contract Information: Review the original employment agreement and any amendments
• Separation Terms: Document the reason for separation if the employee agrees to include it
• Performance History: Note any special achievements or responsibilities, but only include with explicit consent
• Final Review: Check compliance with Dutch labor laws and ensure all mandatory elements are included

• Employee Identity: Full legal name, date of birth, and employee identification number
• Employment Period: Precise start and end dates of the working relationship
• Job Description: Official position title and primary responsibilities
• Termination Details: Nature of separation (only with employee consent)
• Company Information: Legal business name, registration number, and address
• Authentication: Date of issuance, authorized signature, and company stamp
• Legal Compliance: Reference to Article 7:656 of the Dutch Civil Code

A Certificate of Separation differs significantly from a Separation Agreement in both purpose and legal effect. While both documents relate to employment endings, they serve distinct functions in Dutch labor law.

• Legal Nature: A Certificate of Separation is a factual statement confirming employment details and termination, while a Separation Agreement is a binding contract outlining mutual obligations and terms of departure
• Timing and Use: The Certificate is issued after employment ends as proof of service, while the Agreement is negotiated before separation to establish termination conditions
• Content Scope: Certificates contain basic employment facts and dates, while Agreements cover detailed terms like severance, non-compete clauses, and confidentiality
• Legal Requirements: Employers must provide Certificates upon request under Dutch law, but Agreements are voluntary arrangements between parties