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Outplacement in settlement agreement?

Have your settlement agreement checked by an employment law jurist

Outplacement in settlement agreement

3 minuten mr. Jeroen Kaspers kantoor 21 maart 2023 2026

Outplacement:

To strengthen the employability of employee, employer makes available to employee an amount of maximum € (exclusive VAT) for an outplacement trajectory, to be followed at a professional provider, under the condition of direct invoicing by the provider of the outplacement or retraining trajectory to the employer.

A reimbursement for outplacement is in many cases part of a settlement agreement. It is not a monetary compensation that you can spend at your own discretion, as is the case with a dismissal compensation, for example. It is a budget that you could use to purchase an outplacement trajectory. The content of an outplacement trajectory is very diverse. It completely depends on what you as employee need, what the form and content of the outplacement trajectory becomes.

Height outplacement budget

The height of the outplacement trajectory is not legally fixed. It depends on what the employer and employee agree on this. It is therefore always good to obtain information in advance about (possible) costs of an outplacement trajectory. This helps in making arrangements about this in the settlement agreement and preventing surprises afterwards. Our jurists can help you with that.

Deduct costs from transit compensation?

Under conditions, it is allowed to deduct certain costs from the transit compensation. These are so-called transition and employability costs. Transition costs are costs made in connection with (impending) dismissal. Costs for retraining or outplacement fall under this, for example. Also a period of exemption can be regarded as transition costs.

Employability costs are costs already made earlier during the employment to increase the employability of an employee. It then concerns the employability of an employee outside the own organization. Think for example of a coaching course that an accountant would like to follow, while his current position gives no reason for it.

For employers, it can be interesting to make arrangements about this already at the start of the employment with the employee. Our jurists can also be of service in this. 

mr. J.A. Kaspers

mr. J.A. (Jeroen) Kaspers


Jurist en Mediator

Jeroen is specialist ontslag en arbeidsrecht. Met succes onderhandelt Jeroen bij vaststellingsovereenkomsten of disfunctioneren. Komt u er niet uit? Raadpleeg Jeroen via kaspers@wolderwijd-juristen.nl of 036 522 7007.

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