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Our services include a free consultation, a draft document, a revision round, and a final document. We invoice after sending the draft document.

Experience with legal services for entrepreneurs since 2001
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  • We worked for, among others:
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
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An incorrect document often provides a false sense of security.
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Mr. Jaime Boogaers
Mr. Jaime Boogaers
Corporate Law
Attorney, 16 years of experience

A settlement agreement upon dismissal must be compliant with unemployment benefit regulations and complete. An incorrect end date, incorrect initiating text, a forgotten clause, or an overly broad release can have major consequences for either the employer or the employee

  • For employers and employees regarding termination by mutual agreement
  • Attention to end date, notice period, compensation, exemption, and unemployment benefit risk
  • Holiday days, final settlement, stipulations, confidentiality, and final discharge arranged
  • Practically useful in cases of dismissal, reorganization, labor disputes, or strained relationships

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Choose whether you want to have the document drafted, checked, or modified. Prices and options vary per document.

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Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

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Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

About us

Our expertise in settlement agreements

Our lawyers and in-house counsel assist employers and employees with settlement agreements, termination by mutual consent, final settlements, transition payments, non-compete clauses, non-solicitation clauses, illness, reorganization, and employment disputes. We examine unemployment benefit risk, notice period, compensation, exemptions, stipulations, final discharge, and execution.

Tailor-made solutions for your dismissal situation

A settlement agreement involving reorganization, labor dispute, poor performance, management exit, or long-term illness does not require the same terms. Therefore, we tailor the agreement to the specific case file, risk, compensation, end date, and desired exit.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with corporate law, employment law, and contract law
  • Attention to practical operation, risks, and enforceability
  • Fixed rates in advance where possible
  • Customization
  • About us
from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

  • Our legal expert spends 0.5 to 1.5 hours on the check
  • Telephone intake with a lawyer
  • Checks on content, risks, and practical usability
  • Attention to liability, payment, and termination
  • Concrete points for improvement and legal advice
  • Delivered within 3 working days, express delivery possible
from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

  • Our legal expert spends 1.5 to 2.5 hours checking and making adjustments
  • Telephone intake with a lawyer
  • Verification of the existing document
  • Adaptation to your business and working methods
  • Suitable for new services, customers, or risks
  • Delivered within 5 working days, express delivery possible

About us

Our expertise in settlement agreements

Our lawyers and in-house counsel assist employers and employees with settlement agreements, termination by mutual consent, final settlements, transition payments, non-compete clauses, non-solicitation clauses, illness, reorganization, and employment disputes. We examine unemployment benefit risk, notice period, compensation, exemptions, stipulations, final discharge, and execution.

Tailor-made solutions for your dismissal situation

A settlement agreement involving reorganization, labor dispute, poor performance, management exit, or long-term illness does not require the same terms. Therefore, we tailor the agreement to the specific case file, risk, compensation, end date, and desired exit.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with corporate law, employment law, and contract law
  • Attention to practical operation, risks, and enforceability
  • Fixed rates in advance where possible

Reviews (21)

Mats

I had not expected legal assistance could be so accessible. The lawyer was not afraid to be critical of our own initial plans, which saved us from mistakes. Our clients are responding positively to the clear terms and conditions.

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The promises on the website were fulfilled immediately during the first contact. The risks we were willing to take were assessed strictly but fairly. Our customers respond positively to the clear terms and conditions.

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Nabil

I noticed how customer-oriented the initial approach was. The adjustment round also went smoothly. It is clear that they have a passion for entrepreneurship.

Brahim

It was nice that potential pitfalls were proactively considered. The document was legally well-substantiated. Our business partners were impressed by the professionalism of the contracts.

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The expertise was immediately evident from the first contact. The speed with which complex legislative changes were integrated into our document was excellent. Our clients are responding positively to the clear general terms and conditions.

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We didn't feel like just a number, but received truly personal attention. The proactive approach went beyond just the legal framework; the business side was also addressed. The final result aligns 100% with our high standards.

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Youssef

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Martijn

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Dounia

The process ran smoothly and was well-organized. The lawyer needed only half a word to create the right context. The document was flawlessly accepted by our investors.

Linda

We needed a tailored solution, and that was handled well. We found the telephone intake particularly valuable. Our customers are responding positively to the clear general terms and conditions.

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The direct translation of our problem into a legal solution was impressive. The adjustments were logical and carefully incorporated. These documents will undoubtedly save us a lot of headaches in the future.

Meet our office

Our ContractCheck, simply explained what can all go wrong.

Why MKB Juristen?

Since 2001, we have been active as a no-nonsense legal firm for entrepreneurs. We quickly get to the heart of the matter: with a thorough assessment, clear answers, and a document that works practically.

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A legal document requires trust. You see immediately who we are, how we help entrepreneurs, and why we do not work with standard templates.

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What you can expect from us

We translate your situation into a legal document that you can actually use. You won't receive a loose template, but a document tailored to your business, agreements, and risks.

  • A clear roadmap: intake, concept, revision round, and final version
  • Practical explanation on how to use the document
  • Legal attention to liability, payment, and termination
  • Where possible, provide clarity in advance regarding price and delivery time
Are you unsure whether you should have the document drafted, checked, or amended?
During the initial consultation, we will determine the sensible course of action together. Afterward, you will know exactly where you stand.

Why customization?

A legal document only works well if it aligns with your business, agreements, risks, and industry. That is why we do not work with a standard generator, but with legal experts who assess your situation.

  • Prepared for your company
  • Telephone consultation included
  • No standard template
  • Review by legal specialists

What do you get?

You will receive a legal document that is practical and aligns with the agreements you wish to make.

  • Draft document or legal review
  • One adjustment round
  • Clear explanation where necessary
  • Fixed price where possible

The founders of MKB Juristen

Our organization consists of several small teams working within various legal fields. Each legal field has its own senior in-house counsel and/or lawyers.

Denian Wielhouwer

Corporate lawyer in corporate law & business expert

Denian Wielhouwer

Annelore Hendriks

Corporate lawyer, corporate law, administrative law

Annelore Hendriks

Ilja van Driel

Corporate law attorney, employment law

Ilja van Driel

Jaime Boogaers

Corporate law, ICT & privacy law, energy law attorney

Jaime Boogaers
Custom choices

Which choices determine the content?

A settlement agreement is custom-made. A few key choices determine whether the agreement is both unemployment benefit-safe for the employee and legally watertight for the employer.

Choice or question Why this matters legally
Who takes the initiative? For a secure unemployment benefit position, the initiative must lie with the employer, and no urgent cause (culpability) may be attributed to the employee.
Which end date do you choose? Respect the notional notice period; a period that is too short will result in a temporary refusal or reduction of the unemployment benefit.
What compensation do you agree upon? Determine whether to use the transition payment as a lower limit and whether to provide extra for outplacement or consultancy costs.
Are there any ancillary clauses involved? Decide whether a non-compete, non-solicitation, or confidentiality clause remains in effect, lapses, or is modified after termination.
What do you do with business assets? Record when the laptop, phone, car, and keys will be handed over and whether a takeover is possible.
Clauses and provisions

What elements belong in a settlement agreement?

A comprehensive settlement agreement covers the entire settlement of the termination and leaves no loose ends. The components listed below belong in virtually every employment law settlement agreement. Additional agreements may be necessary depending on the situation.

Provision Relevant to Legal point of attention
Parties and employment Always Full details of employer and employee, position, and start date of the employment contract.
Land and initiative Always State that the initiative lies with the employer and that the employee is not at fault; this protects the right to unemployment benefits.
End date Always Take the applicable notice period into account so that the employee does not incur a gap in unemployment benefits.
Termination payment Often Amount and timing of payment; often mirrored to the transition payment.
Exemption from work Often Whether the employee must work until the end date or is exempted with pay.
Final settlement Always Payment of vacation days, holiday pay, and any bonus up to the end date.
Final discharge Always The parties declare that they have no further claims against each other following compliance with the settlement agreement.
cooling-off period Always Reference to the employee's statutory right of withdrawal (Art. 7:670b BW).
Use in practice

How do you use this document correctly?

A settlement agreement must be carefully presented and signed. The following steps prevent the agreement from being challenged later or jeopardizing unemployment benefits.

Situation What should you do? Point of attention
For the proposal Determine the legal basis, the intended result, and your room for negotiation. This way, you choose the right tone and avoid offering too much or too little.
On offer Give the employee reasonable time and point out the right to legal advice. A settlement agreement signed under duress is challengeable due to a defect of will (Art. 3:44 BW).
Upon signing Include the statutory cooling-off period of two weeks in writing. If this reference is missing, the time limit becomes three weeks by operation of law (Art. 7:670b paragraphs 2 and 3 of the Dutch Civil Code).
After signing Keep the signed settlement agreement and ensure timely final settlement. Upon full performance, final discharge applies and both parties are protected.
Common mistakes

Common mistakes

Settlement agreements often go wrong due to minor wording errors with major consequences. Pay particular attention to the points below.

Wrong Consequence Better approach
Mention incorrect land or initiative The employee loses the right to unemployment benefits due to culpable unemployment. State that the initiative lies with the employer and that the employee is not to blame.
Ignoring the notice period The employee incurs an unemployment benefit gap because the benefit starts later. Include the notional notice period when determining the end date.
Omit cooling-off period The period becomes three weeks by operation of law, and the employee may revoke for a longer period. Explicitly include the two-week cooling-off period (Art. 7:670b BW).
Do not include a final discharge A party claims wages, a bonus, or compensation retroactively. Add a mutual final discharge upon full compliance.
Forgot ancillary conditions Uncertainty regarding a non-compete or confidentiality clause after termination of employment. Expressly determine whether clauses lapse, remain in effect, or are modified.
Risk profile

What is your situation and what do you pay attention to?

A settlement agreement is used in various situations. The focus of the agreements differs from case to case. First, determine which situation applies to you.

Risk profile Example Focus in the document
Disrupted employment relationship The collaboration has stalled and continuation is undesirable. Neutral grounds, compensation and final discharge; avoid culpability.
Reorganization or redundancy The position is being eliminated for business economic reasons. Transition payment as a lower limit, correct end date, and proof of the business economic basis.
Termination after illness The employment ends after long-term incapacity for work. Assessment of reintegration obligations and the special Unemployment Insurance Act and Sickness Benefits Act rules.
Settlement of a dispute The parties definitively close an ongoing conflict. Describe the dispute concretely and arrange a conclusive final discharge.
Additional documents

When is this document not enough?

A settlement agreement concludes a situation, but not every issue can be resolved with it. In the following cases, you will need a different or additional document.

Situation Supplementary document Why
An employment relationship must first be established Employment contract Without a valid employment contract, the basis you wish to terminate with a settlement agreement is lacking.
Confidential information must remain protected Confidentiality Agreement If you wish to safeguard trade secrets even after departure, record this separately or as a clause in the settlement agreement.
The other party does not pay the agreed fee Debt collection In the event of non-payment of the termination fee, collection is necessary instead of a new agreement.
Explanation of this document

Drafting a settlement agreement, why?

Not every entrepreneur knows exactly what settlement agreements are, when they are needed, and which risks they must cover. Therefore, we explain below what this document entails, what to look out for, and why customized legal solutions are important.

What is a settlement agreement?
A settlement agreement (VSO) is the agreement pursuant to Article 7:900 of the Dutch Civil Code (BW) whereby parties make binding agreements to terminate or prevent uncertainty or a dispute, which may also deviate from mandatory law. In the context of employment law, the settlement agreement is the same as a termination agreement: the agreement by which the employer and employee terminate the employment relationship by mutual consent. In the broader business context, the VSO is used for amicable settlements of commercial disputes, for the resolution of shareholder conflicts, for the conclusion of employment law proceedings, and for the final settlement of acquisition transactions. Our lawyers draft a VSO for employers and employees that is compliant with unemployment benefit regulations, mentions the right of revocation, correctly regulates the transition payment, and properly formulates the final discharge — and assess for employees whether a received proposal is fair and complete.
What are the legal requirements for a settlement agreement compliant with unemployment benefit regulations?
A settlement agreement terminating employment by mutual consent must meet a number of requirements to safeguard the employee's unemployment benefit entitlements. The termination must be at the employer's initiative — the settlement agreement must explicitly state this. There must be no urgent cause that makes the employee at fault. The notional notice period must be observed: the end date may not be earlier than the date on which the employment contract would have ended upon regular termination. The agreement must be in writing. Furthermore, the agreement must state the fourteen-day cooling-off period — if this is not stated, twenty-one days apply. Our lawyers ensure a settlement agreement that is compliant with unemployment benefit requirements on all these points.
How do you correctly arrange the final discharge?
The final discharge is the concluding provision whereby the parties mutually waive all claims arising from the employment contract. The final discharge is broadly formulated: it encompasses both known and unknown claims. A particular point of attention: if the final discharge does not expressly exclude the non-compete clause or the non-solicitation clause, those clauses can no longer be invoked after the settlement agreement. Your settlement agreement must explicitly state for each clause that the employer wishes to enforce that it remains in force despite the final discharge. Our lawyers ensure a final discharge that is comprehensive and correctly regulates the continued effect of post-contractual clauses.
How does it work at MKBjuristen?
After a brief intake, our lawyers draft a settlement agreement that is compliant with unemployment benefit regulations, correctly arranges the transition payment, mentions the right of withdrawal, and properly formulates the final discharge — or assess a received proposal for completeness and fairness.
Are you unsure whether your document is legally correct? We would be happy to assess the sensible course of action: drafting, reviewing, or amending.
Request a quote

Why not use a standard document?

A standard document often seems like a quick solution, but usually does not fully align with your company, agreements, risks, and way of working. Our legal experts draft documents that fit your situation.

Standard document
SME Lawyers
Not tailored to your business
Tailored to your company, industry, and working methods
No control over your specific situation
Consultation with a lawyer and assessment of your risks
Possibly outdated or incomplete
Verification of current and practical provisions
No personal explanation
Explanation regarding the use of the document

A standard document seems cheap, until it doesn't fit your situation properly. That is why we provide custom legal solutions tailored to your business.

Tailored solutions for each dismissal situation

Not every termination of employment works the same way. Therefore, we do not draft generic settlement agreements, but tailor them to the reason, position, risk, and negotiation.

Labor dispute

Attention to neutral wording, exemption, confidentiality, compensation, and communication.

Reorganization

Attention to the eliminated position, notice period, compensation, final settlement, and transition payment.

Dysfunction

Attention to the file, compensation, culpability, references, and final discharge.

Long-term illness

Attention to waiting period, reintegration, transition payment, and termination risk.

Management exit

Attention to bonus, shares, confidentiality, non-compete clause, reputation, and communication.

Commercial employee

Attention to customers, non-compete clause, commission, targets, laptop, phone, and accounts.


A settlement agreement must be compliant with unemployment benefit regulations and complete. Therefore, we examine the initiative, end date, notice period, compensation, exemption, final settlement, stipulations, business assets, final discharge, and cooling-off period.

Common mistakes in settlement agreements

Settlement agreements often go wrong because employers or employees use a template without labor law review.

  • Incorrectly formulating initiative, culpability, or urgent cause
  • Do not align end date with notice period and unemployment benefit risk
  • Forgot or incorrectly recorded statutory cooling-off period
  • Not concretely arranging vacation days, bonus, commission, and expense claims
  • Forgot non-compete clause, non-solicitation clause, and confidentiality
  • Formulating final discharge too broadly, too narrowly, or unclearly
  • Do not have business assets, accounts, and data returned
  • Do not make agreements regarding references, certificates, and communication

Draft your settlement agreement carefully and avoid unnecessary problems in the future. Good agreements prevent disputes regarding unemployment benefits, compensation, end date, vacation days, stipulations, discharge, and business assets.

What is a settlement agreement?

An agreement in which employer and employee make arrangements regarding the termination of employment by mutual consent.

Is a settlement agreement the same as dismissal?

It is a form of termination by mutual consent, without a procedure before the UWV or the subdistrict court.

Is a settlement agreement unemployment benefit safe?

That depends on the wording, initiative, culpability, end date, and other circumstances. Have this checked thoroughly.

Does the employee have a cooling-off period?

Yes, a statutory cooling-off period applies upon termination of employment. This must be included correctly.

Can MKB Juristen review an existing settlement agreement?

Yes. We check, among other things, unemployment benefit risk, end date, compensation, vacation days, stipulations, discharge, and cooling-off period.

Contact us

Annelore Hendriks

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