Independent informationPractical guidanceYour rights come first
Need help?
Choose a language

Which language would you like to use?

Choose your language and stay on the same topic.

NederlandsEnglishPolskiالعربيةTürkçeDeutschEspañolFrançais
Need help?
Draft translation. The rules concern Dutch employment law; have their application to your situation assessed. About our content
← All tools

Contracts 7 minutes

Check renewal notification and compensation

For a fixed-term contract, check the written renewal notification and calculate an indicative proportionate compensation amount.

In your browser only · no account · nothing sent

Sources (3)View the sources usedSources current as of:

Your situation

If your contract runs through 31 December, enter 1 January. This avoids uncertainty about the final day. This model is intended for employment ending on or after 1 February 2015.

Only necessary if you select Yes above.

Use the relevant wage concept; not automatically the same, including allowances, as for the transition payment.

What this tool includes and excludes

Sources and calculation rules

  • Use the first day off work, not the last day of work. A project contract without a calendar date requires a different assessment.
  • The tool does not assess whether the received text is legally valid in writing and sufficiently clear. Holiday allowance and certain components do not automatically belong in this wage concept.
  • Timely notification does not replace other dismissal rules. The outcome does not predict a judicial decision.
  • Calculation example: for a first day out of employment of 1 July, this worksheet uses 31 May as a cautious receipt date, divides partial compensation by 30 days and shows 31 August as a cautious reference for a claim. For a first day out of employment of 15 October, the receipt date is 14 September. Have the actual contract end date and legal counting method checked.
Sources (3)

Sources and editorial notes

These sources relate to the assumptions and calculation rules shown.

Sources current as of:

The source publications are in Dutch. All language editions cover Dutch law.

Have a legal adviser check your contract, collective agreement and any exceptions. If a deadline is running, do not wait for a tool’s result.

Frequently asked questions

Can the employer already indicate this in the contract?

Yes, a clear written notice at the start that no subsequent contract will follow can fulfill the notification obligation. Have the specific text checked.

Is the notice fee the same as a transition fee?

No. They are separate schemes with their own basis, salary definition and expiry period.

Next steps for your situation

DismissalTransition paymentContractsSuccessive contracts

What would you like to know about?

Search for your question, explore a topic or follow a route that fits your situation.

Popular topics

Explore my situation

What is happening at the moment?

Choose the topic that fits your question.

My employer wants to dismiss meA meeting, a formal dismissal application and summary dismissal call for different responses. First identify the procedure and the dates. Then check the reasons your employer gives and the help you need.
I have received a settlement agreementA proposal to leave involves more than the amount of compensation. This guide helps you examine the wording, end date and position after departure together before deciding whether to negotiate or sign.
My wages are unpaid or lateSet out the difference between what appears to be due, what the payslip shows and what reached your bank account. This guide helps you substantiate the shortfall, write a specific request and choose the next step.
I am ill and need to return to workDuring sickness, pay, medical guidance and work arrangements run alongside one another. Use this guide to clarify roles and agreements and to address a disagreement promptly through the appropriate route.
My fixed-term contract is endingStart with the complete contract history, rather than only the latest end date. Then examine the notification of continuation, compensation, final pay and income afterwards. This route keeps those questions separate.
There is a workplace conflict or unwanted behaviourA warning, disagreement about work and report of harassment are different issues. Organise what is happening, what you need and which route fits. This guide helps you prepare a factual, careful account.
I am offered a new employment contractA new contract concerns your future work and restrictions after leaving. Compare the offer, collective agreement and attachments before focusing only on salary. This guide helps structure your questions and your first period at work.
I want to leave my jobA new job, conflict or personal change may prompt you to leave. First check whether and when you can resign and how this affects income, restrictive clauses and final pay.

Can’t find your question?

Search for your question, explore a topic or follow a route that fits your situation.

Knowledge base