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Signed a Settlement Agreement?

How long is my reflection period after signing the Settlement Agreement?

Reflection Period in Settlement Agreement explained

3 minuten mr. Jeroen Kaspers Employment Law for Employees Tuesday 07 October 2025 2025

Since the introduction of the Work and Security Act (WWZ), employees have the right to dissolve a written agreement that terminates the employment contract, commonly known as a settlement agreement or termination agreement. This can be done without stating reasons and must be in writing within 14 days after the date on which the agreement was concluded. The purpose of this reflection period is to protect employees from hasty decisions when ending their job. It provides a period for reflection, allowing them to consider the consequences of the termination, such as financial implications, future employment, and personal circumstances. Without this period, employees might agree to terms under pressure that later prove disadvantageous.

The reflection period is standardly 14 days, but if the right to dissolution is not explicitly included in the settlement agreement, this period automatically extends to three weeks. This is an additional protective mechanism to ensure employees are aware of their rights. Employers are required to include this information in the agreement; failing to do so leads to the extended period. Dissolution occurs simply by sending a written statement to the employer, without needing legal procedures at this stage.

Protect your rights in termination

For personalized advice on your reflection period, contact Wolderwijd Juristen: tel: 0365227007 or email: kaspers@wolderwijd-juristen.nl.

Exceptions to the Reflection Period

There are specific situations where the reflection period does not apply. First, no reflection period applies if the employee has already used their right to dissolve the termination agreement and then enters into a new termination agreement with the same employer within six months. This prevents abuse of the rule, such as repeatedly dissolving to delay the termination. Second, the reflection period does not apply to a statutory director who cannot claim restoration of the employment contract. Statutory directors hold a different position within the company, often with more responsibilities and less protection under labor law, as their role is more tied to corporate law aspects.

These exceptions ensure that the regulations remain practical and do not lead to infinite loops or unnecessary complications in specific cases. It is important for both employees and employers to know these exceptions when drafting or reviewing a settlement agreement to avoid surprises.

Unsure about exceptions?

Consult mr. J.A. (Jeroen) Kaspers for clarity: call 0365227007 or email kaspers@wolderwijd-juristen.nl.

When does the Reflection Period start?

The law states that the reflection period starts after the date on which the termination agreement 'was concluded'. This moment can be subject to discussion. In some cases, it is looked at the date when an authorized representative gave approval, but judges have ruled that it is often the date of signing by the employee that counts. Other judgments emphasize that if the employee accepts the employer's proposal in writing, for example via an email, the agreement is then already concluded and the reflection period starts.

Although there is variation in interpretations, the moment of written agreement, whether or not by email, seems decisive, rather than just the moment of signing. However, if the settlement agreement explicitly states another moment, such as that the reflection period only starts from the moment of signing, then that applies as the starting point. This highlights the importance of clear wording in the agreement to prevent misunderstandings. Employees should be alert to this starting moment, as missing the period means the agreement is final and can no longer be dissolved this way.

Starting point unclear?

Let mr. J.A. (Jeroen) Kaspers assist you: phone 0365227007 or email kaspers@wolderwijd-juristen.nl.

mr. J.A. Kaspers

mr. J.A. (Jeroen) Kaspers


Dutch Lawyer and Mediator

Jeroen advices (Dutch and Englisch) clients in the areas Employment Law, Contract Law and Tenancy Law. Please follow Jeroen on LinkedIn or contact him via kaspers@wolderwijd-juristen.nl and +31 36 522 7007.

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