[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fsociale-zekerheid\u002Fontslag-en-ww\u002F":3,"sites:htmlblocks":63,"menu:\u002Fnl-nl:":1262,"subsites":1504,"cite-subsites":5068,"footer:nl-nl":5545,"suggested:nl-nl":5624,"cite-footer:nl-nl":5630},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":35,"call_to_action":41,"categories":48,"owner":53,"related_pages":59,"related_sites":60,"in_subsite":61,"contact_page_url":7,"banner_message":62},30792,"ontslag-en-ww","Ontslag en ww",null,"\u003Cp>Wat gebeurt er bij ontslag, waar moet je op letten, waar heb je recht op? Onderteken nooit zomaar een beëindigingsovereenkomst, niet iedereen heeft zomaar recht op WW.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fsociale-zekerheid\u002Fontslag-en-ww","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30792\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Sociale Zekerheid","sociale-zekerheid",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":34},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fsociale-zekerheid\u002Fontslag-en-ww\u002F","index, follow","website","summary_large_image","2026-02-01T08:15:53.906887+01:00",[36],{"type":37,"data":38},"text_block",{"content":39,"variant":40},"\u003Ch3>Transitievergoeding\u003C\u002Fh3>\u003Cp>Iedere werknemer die buiten zijn schuld zijn baan verliest, heeft recht op een \u003Ca href=\"http:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fontslag\u002Fvraag-en-antwoord\u002Fheb-ik-recht-op-een-vergoeding-als-ik-word-ontslagen.html\" rel=\"nofollow noopener\" target=\"_blank\">transitievergoeding\u003C\u002Fa> (tot 2015 ontslagvergoeding genoemd). Ook als het om een of meer tijdelijke contracten gaat. Ontslagen werknemers kunnen die vergoeding gebruiken voor omscholing of outplacement. Kosten die de werkgever hiervoor al gemaakt heeft, mogen in mindering worden gebracht op de vergoeding. \u003C\u002Fp>\u003Cp>Let op: als jij je baan opzegt, hoeft de werkgever geen transitievergoeding te betalen.\u003C\u002Fp>\u003Cp>Werknemers hebben vanaf de eerste dag van hun dienstverband recht op een transitievergoeding als ze ontslagen worden. Je hoeft dus niet meer minimaal twee jaar gewerkt te hebben, zoals voor 2020 het geval was. Per gewerkt jaar ontvang je 1\u002F3 maandsalaris en voor delen hiervan ontvang je de vergoeding naar rato. De vergoeding is per 1 januari 2025 maximaal € 98.000 bruto (2024: € 94.000) of één jaarsalaris. Bij de Rijksoverheid staat een \u003Ca href=\"https:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fontslag\u002Fvraag-en-antwoord\u002Fhoe-hoog-is-de-transitievergoeding-als-ik-word-ontslagen\" rel=\"nofollow noopener\" target=\"_blank\">rekenhulp\u003C\u002Fa> om een indicatie van het bedrag te krijgen waarop jij recht zou hebben.\u003C\u002Fp>\u003Cp>Er zijn geen speciale regelingen meer voor wie bij ontslag ouder is dan 50 jaar en een dienstverband van meer dan 10 jaar had. Werkgevers die iemand ontslaan die meer dan twee jaar ziek is, kunnen compensatie krijgen. Vanaf 1 januari 2026 geldt dit alleen nog maar voor werkgevers met minder dan 25 werknemers.\u003C\u002Fp>\u003Ch3>Pas op voor een ongunstige ontslagregeling!\u003C\u002Fh3>\u003Cp>In plaats van een ontslagvergunning aan te vragen bij het UWV kunnen werkgevers jou als werknemer de optie geven om een beëindigingsovereenkomst, verklaring van ontslag met wederzijds goedvinden, een vaststellingsovereenkomst of iets vergelijkbaars te ondertekenen. Daarmee wordt je arbeidscontract ontbonden. Dat kan voor jou ongunstig uitpakken. Teken daarom nooit zonder je nader te informeren en advies te zoeken. Na tekenen heb je nog 14 dagen bedenktijd, of zelfs 21 dagen als je werkgever je niet op deze bedenktermijn heeft gewezen. Als je toch je baan wilt houden, moet je je werkgever dat schriftelijk laten weten. Een reden opgeven hoeft niet.\u003C\u002Fp>\u003Cp>Werkgevers kunnen buiten de proeftijd een werknemer alleen ontslaan met toestemming van het UWV of de kantonrechter. Gaat het om bedrijfseconomische omstandigheden of om een langdurig arbeidsongeschikte werknemer, dan moet de ontslagvergunning bij het UWV worden aangevraagd. Als het om andere redenen gaat, bijvoorbeeld verstoorde arbeidsverhoudingen, dan toetst de kantonrechter of de werkgever heeft voldaan aan de vereisten om het contract te beëindigen.\u003C\u002Fp>\u003Cp>Let op: zelfs als de werkgever met toestemming van het UWV de arbeidsovereenkomst heeft opgezegd is herstel mogelijk via de kantonrechter. Dat bewees een werkneemster die begin 2022 na een dienstverband van 42 jaar haar baan verloor in een grote reorganisatie. Volgens de werkgever kon zij niet herplaatst worden omdat ze niet beschikte over een mbo-diploma en dat was volgens de werkgever een functievereiste. De kantonrechter honoreerde het argument van werkneemster dat ze als die jaren tot volle tevredenheid had gewerkt op mbo-niveau zoals bleek uit de functioneringsverslagen. Volgens de kantonrechter betekent die werkervaring meer dan een bepaald diploma. Uitkomst was dat de opzegging in strijd is met art. 7:669 lid 1 BW: er was wel degelijk herplaatsing mogelijk. De arbeidsovereenkomst werd hersteld per datum opzegging. (\u003Ca href=\"https:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBDHA:2022:5878\" rel=\"nofollow noopener\" target=\"_blank\">ECLI:NL:RBDHA:2022:5878\u003C\u002Fa>)\u003C\u002Fp>\u003Cp>Meer informatie over op \u003Ca href=\"https:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fontslag\" rel=\"nofollow noopener\" target=\"_blank\">de website van de Rijksoverheid.\u003C\u002Fa>\u003C\u002Fp>\u003Ch3>De WW\u003C\u002Fh3>\u003Cp>De WW-uitkering wordt maandelijks uitbetaald, nadat de uitkeringsgerechtigde \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fformulieren\u002Finvullen-inkomstenopgave.aspx\" rel=\"nofollow noopener\" target=\"_blank\">eventuele inkomsten\u003C\u002Fa> heeft doorgegeven aan het UWV. Inkomsten uit een lager betaalde of deeltijdbaan worden gedeeltelijk, voor 70 procent, verrekend.\u003C\u002Fp>\u003Cp>De maximale uitkeringsduur is 24 maanden. Echter, werkgeversorganisaties en vakbonden mogen afspreken in de cao om de vroegere duur van 38 maanden aan te houden. Hierbij draaien de werknemers vaak wel op voor de kosten, door het betalen van premies.\u003C\u002Fp>\u003Ch4>Drie maanden uitkering\u003C\u002Fh4>\u003Cp>Je komt in aanmerking voor een WW-uitkering als je in 26 weken hebt gewerkt van de voorafgaande 36 weken. Als je alleen aan '26 uit 36 weken' voldoet krijg je maximaal drie maanden WW: de eerste twee maanden 75 procent van je laatste brutoloon en daarna 70 procent. De uitkering is wel aan een maximum gebonden: er is een \u003Ca href=\"http:\u002F\u002Fwww.uwv.nl\u002FParticulieren\u002Fbedragen\u002Findex.aspx\" rel=\"nofollow noopener\" target=\"_blank\">maximumdagloon\u003C\u002Fa>. Wie een hoger inkomen had, krijgt dus veel minder dan 70 of 75 procent. Daarnaast is het zo dat uitkeringsgerechtigden relatief meer belasting betalen: ze hebben namelijk geen recht op de inkomensafhankelijke arbeidskorting. Vink daarom 'groene tabel' aan in de Bruto\u002FNetto-Check. \u003C\u002Fp>\u003Ch4>Langere uitkering\u003C\u002Fh4>\u003Cp>Voor een langere WW-uitkering geldt dat je naast de '26 uit 36 weken' ook in vier van de voorafgaande vijf jaren minstens 52 dagen per jaar gewerkt moet hebben. Voor ieder jaar dat je hebt gewerkt tijdens de eerste tien jaar krijg je dan één maand langer een WW-uitkering. Bij een langer dienstverband wordt dit minder en krijg je dan 70 procent van je laatstverdiende loon, tot het maximumdagloon. Het UWV heeft een \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Frekenhulpen\u002Fhoe-lang-duurt-mijn-ww-uitkering\u002Findex.aspx\" rel=\"nofollow noopener\" target=\"_blank\">online rekenhulp\u003C\u002Fa> gemaakt om de hoogte van je uitkering te berekenen.\u003C\u002Fp>\u003Ch4>Voor wie?\u003C\u002Fh4>\u003Cp>Er gelden nog een aantal andere voorwaarden om in aanmerking te komen voor een WW-uitkering:\u003C\u002Fp>\u003Cul>\u003Cli>je moet jonger zijn dan de AOW-leeftijd;\u003C\u002Fli>\u003Cli>je bent ten minste 5 uur per week óf minstens de helft van je arbeidsuren kwijtgeraakt;\u003C\u002Fli>\u003Cli>je krijgt deze uren niet doorbetaald;\u003C\u002Fli>\u003Cli>je bent beschikbaar voor werk en bereid om weer te gaan werken;\u003C\u002Fli>\u003Cli>je ontslag is niet ernstig verwijtbaar.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Als je weer gaat werken, AOW krijgt of niet meer aan de eisen voldoet, dan stopt de WW-uitkering direct.\u003C\u002Fp>\u003Ch4>Niet naar de rechter\u003C\u002Fh4>\u003Cp>Je hoeft je ontslag niet bij de rechter aan te vechten om je recht op een WW-uitkering veilig te stellen.\u003C\u002Fp>\u003Ch4>Je pensioen bij een WW-uitkering\u003C\u002Fh4>\u003Cp>Als je werkloos bent, bouw je geen pensioen op, behalve als een sociaal plan daarin voorziet. \u003C\u002Fp>\u003Ch3>Ontslag om een bedrijfseconomische reden\u003C\u002Fh3>\u003Cp>Bij ontslag om een bedrijfseconomische reden, dus vanwege bijvoorbeeld reorganisatie of structureel verminderde bedrijfsomzet, geldt het afspiegelingsbeginsel.\u003C\u002Fp>\u003Ch4>Leeftijdsgroepen\u003C\u002Fh4>\u003Cp>Het afspiegelingsbeginsel wordt toegepast op functies die uitwisselbaar zijn, dat wil zeggen dat werknemers op elkaars functie inzetbaar zijn. De ontslagen moeten een afspiegeling zijn van de leeftijdsopbouw in die functies. Werknemers worden ingedeeld in de leeftijdscategorieën 15-25 jaar, 25-35 jaar, 35-45 jaar, 45-55 jaar en 55 jaar en ouder. Hoe meer werknemers in een bepaalde leeftijdsgroep zitten, hoe meer ontslagen in die leeftijdsgroep vallen.\u003C\u002Fp>\u003Ch4>Voorbeeld\u003C\u002Fh4>\u003Cp>Stel een bedrijf heeft in een aantal uitwisselbare functies tien werknemers van 15 tot 25 jaar, twintig werknemers van 25 tot 35 jaar, twintig werknemers van 35 tot 45 jaar, tien werknemers van 45 tot 55 jaar en veertig werknemers van 55 jaar en ouder. Om bedrijfseconomische redenen moeten tien werknemers worden ontslagen. De werkgever moet dan één werknemer uit de groep van 15-25 jaar ontslaan, twee uit de groep van 25-35 jaar, twee uit de groep van 35-45 jaar, één uit de groep van 45-55 jaar en vier uit de groep van 55 jaar en ouder.\u003C\u002Fp>\u003Cp>Binnen elke leeftijdsgroep geldt vervolgens het 'last in, first out' principe.\u003C\u002Fp>\u003Ch4>Goed functioneren speelt geen rol\u003C\u002Fh4>\u003Cp>Het niet mogelijk om kennis, vaardigheden en functioneren van werknemers bij het ontslag te betrekken. Alleen in individuele gevallen mag een werkgever zich erop beroepen dat iemand onmisbaar is voor het bedrijf.\u003C\u002Fp>\u003Ch3>Eigen bedrijf starten\u003C\u002Fh3>\u003Cp>Er geldt een speciale startersregeling als je vanuit de WW een eigen bedrijf wilt beginnen. Kijk daarvoor op onze Eigenbaaswijzer-pagina over het starten van een bedrijf.\u003C\u002Fp>\u003Ch3>Meer informatie\u003C\u002Fh3>\u003Cp>Meer weten? Raadpleeg daarvoor:\u003C\u002Fp>\u003Cul>\u003Cli>het \u003Ca href=\"http:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fontslag\" rel=\"nofollow noopener\" target=\"_blank\">Dossier Ontslag\u003C\u002Fa> van de Rijksoverheid;\u003C\u002Fli>\u003Cli>het \u003Ca href=\"https:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fww-uitkering\" rel=\"nofollow noopener\" target=\"_blank\">Dossier WW \u003C\u002Fa>van de Rijksoverheid;\u003C\u002Fli>\u003Cli>het \u003Ca href=\"http:\u002F\u002Fwww.uwv.nl\u002Fwerkloos\u002F\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u003C\u002Fa> voor alles over ontslagprocedures, rechten en plichten.\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>Vergelijk salarissen\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdiende je? Deel het in de Salaris Enquête en help jezelf en je beroepsgenoten\u003C\u002Fli>\u003Cli>Na ontslag een nieuwe baan zoeken? Bekijk met de Salaris Check welk salaris je mag verwachten\u003C\u002Fli>\u003Cli>Check onze vacaturepagina voor je ideale nieuwe baan\u003C\u002Fli>\u003C\u002Ful>","light",{"text":42,"link_description":43,"link":44},"Contact",[42],{"id":45,"short_title":7,"title":46,"url":47},24590,"Contact Us","\u002Fabout\u002Fcontact",[49],{"id":50,"slug":51,"name":52},2,"labour-law","Labour Law",{"id":50,"first_name":54,"last_name":55,"email":56,"image":57,"function":58},"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Loonwijzer is WageIndicator. 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