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A Termination Letter formally ends an employment relationship between an employer and employee in the Netherlands. It puts the decision to end employment in writing, clearly stating the final working day and following the notice periods required by Dutch labor law. Most Dutch employers use these letters to protect both parties and ensure compliance with the Work and Security Act (WWZ).

The letter must include key details like severance terms, remaining vacation days, and any company property returns. Under Dutch law, employers need prior permission from the UWV (Employee Insurance Agency) or court approval before sending termination letters, unless both parties agree to end the contract mutually. Good termination letters help prevent misunderstandings and provide important documentation for both sides.

Use a Termination Letter when ending any employment relationship in the Netherlands, particularly after receiving UWV approval or court permission for the dismissal. This formal documentation becomes essential during reorganizations, performance-based dismissals, or when both parties agree to end the employment contract mutually.

Send the letter immediately after getting the required approvals but before the notice period begins. Dutch law requires careful timing and specific content - especially for dismissals involving long-term illness, company restructuring, or performance issues. Having proper termination documentation protects your organization from potential legal challenges and ensures compliance with the Work and Security Act's strict procedural requirements.

• Work Termination Letter: Standard employment termination document covering general dismissals, following UWV approval or court permission
• Termination Letter During Probation Period: Simplified format for ending employment during the trial period, requiring less documentation and shorter notice
• End Of Lease Letter To Tenant: Formal notice ending residential rental agreements, following Dutch housing regulations
• Non Renewal Of Lease Letter: Specific format for declining lease extension, meeting statutory notice requirements
• Termination Of Lease Agreement By Landlord: Comprehensive format for landlord-initiated lease terminations with legal grounds

• Employers/HR Managers: Draft and issue Termination Letters after obtaining necessary approvals, ensuring compliance with Dutch labor laws
• Legal Counsel: Review letter content, verify compliance with Work and Security Act, and advise on specific termination conditions
• UWV Officials: Review and approve dismissal requests before employers can issue termination letters
• Employees: Receive and acknowledge the letter, often required to sign as confirmation of receipt
• Works Councils: Must be consulted in cases of collective dismissals or reorganizations before letters are issued
• Trade Unions: May review termination terms in collective dismissal situations or when representing member interests

• UWV Approval: Obtain necessary permission from UWV or court before drafting, unless mutual agreement exists
• Employee Details: Gather full name, position, start date, and employee number from personnel files
• Termination Grounds: Document clear reasons aligned with Dutch law (performance, reorganization, etc.)
• Notice Period: Calculate correct notice period based on employment duration and CAO requirements
• Financial Details: List remaining salary, vacation days, and any severance payments
• Company Property: Specify items to be returned (keys, devices, badges)
• Post-Employment Obligations: Include any applicable non-compete or confidentiality clauses

• Identification Details: Full names and addresses of both employer and employee, employment start date
• Termination Basis: Clear statement of legal grounds for termination under Dutch law
• Official End Date: Precise last working day and notice period calculation
• Financial Settlement: Detailed breakdown of final salary, holiday pay, and any severance
• Transition Provisions: Handover requirements and remaining obligations
• Post-Employment Terms: Any continuing obligations like confidentiality or non-compete clauses
• Legal References: Citation of relevant Dutch labor law provisions and UWV approval details
• Acknowledgment Section: Space for both parties' signatures and date

A Termination Letter differs significantly from a Disciplinary Letter in both purpose and legal implications under Dutch employment law. While both documents address workplace issues, their timing, consequences, and legal requirements vary considerably.

• Legal Purpose: Termination Letters formally end employment relationships and require UWV approval or court permission; Disciplinary Letters document misconduct while maintaining employment
• Timing of Use: Disciplinary Letters serve as formal warnings and documentation before potential termination, whereas Termination Letters represent the final step in ending employment
• Required Content: Termination Letters must include specific end dates, settlement terms, and notice periods; Disciplinary Letters focus on behavior descriptions, improvement plans, and consequences
• Legal Effect: Termination Letters create binding obligations to end employment; Disciplinary Letters build documentation for potential future termination but don't end employment themselves