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Draft translation. The rules concern Dutch employment law; have their application to your situation assessed. About our content

Practical letter workshop

Turn scattered notes into a clear letter.

Twelve editable drafts for common workplace situations in the Netherlands. Read when each draft fits, gather your documents and prepare wording that reflects your facts. You decide whether, when and how to send it.

Your entries and edits stay in this tab. Nothing is sent or saved in browser storage. A downloaded file remains on your device; closing this tab clears the entries.

12

Choose the situation you want to record

Every draft has its own checks, fields, sources and next steps.

Original editorial draft · adapt before use

Request unpaid wages

Your wages were not received in full on the agreed payment date. This draft records your calculation and payment request; disputed sickness, dismissal or insolvency also require the appropriate advice route.

Sources (2)View the sources usedSources current as of:

Check the starting position first

  1. Compare the contract, collective agreement, payslips and bank credits. Distinguish the gross entitlement from the net payment you actually received.
  2. Check the agreed payment date. A response date you choose in this letter does not change the original due date.
  3. Statutory increases and interest need a separate assessment; do not automatically claim a maximum. Rechtspraak explains different wage-claim procedures.

Enter the facts

Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.

Read and edit the draft

You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.

Download worksheet (TXT)

This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.

03 · Before sending

Make delivery verifiable too.

The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.

  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)

Sources and editorial notes

These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.

Sources current as of:

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

Original editorial draft · adapt before use
Request an itemised final settlement
Your employment has ended or the final settlement is unclear. Request verifiable details without agreeing in advance to a balance or a full and final discharge.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Check the actual employment end date and arrangements for final wages, holiday allowance and other payments. The last working day may be earlier.
  2. Compare leave hours with the leave records and earlier payslips. Unused holiday hours may be paid out when employment ends.
  3. Ask for the basis and calculation of every deduction. An agreed termination payment should remain distinguishable from wages and leave.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Respond factually to a warning
You received a written warning and disagree with certain facts or conclusions. Respond specifically to its contents; this draft is not a dismissal defence or a formal appeal.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Keep the original warning, receipt date and attachments. Identify passages that are factually wrong, incomplete or unsupported.
  2. Link your response to verifiable events, dates and documents. Distinguish factual corrections from disagreement about performance.
  3. Ask for clear future expectations. Information, support and an opportunity to improve are relevant where poor performance is alleged.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Respond to a performance improvement plan
Your employer proposes a process to improve your performance. Record practical arrangements and your comments, including where you disagree with the reasons for the process.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Read the specific shortcomings and when they were previously discussed. Ask for examples if descriptions remain general.
  2. Check whether goals, measurement, guidance, training and available time form a workable plan. There is no single statutory duration for every improvement process.
  3. Record review dates and your comments. If health may be involved, work capacity and medical information belong with the appropriate professional route.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Confirm agreed employment terms
You started work or arrangements changed, but written information is missing or differs from the discussion. This request seeks confirmation; it does not determine which agreements can legally be proved.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Check the legal employer on the contract and payslip. A trading name, client or employment agency may have a different role.
  2. Record only arrangements actually made. Keep the offer, messages, roster and earlier contract versions as evidence.
  3. Employers must provide important employment information in writing, with different duties for different details. Also ask which collective agreement and pension scheme apply.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Request holiday leave in writing
You want to request holiday leave and keep a record of the request and response. Check the specific rules first if collective holidays, sickness or special collective-agreement terms apply.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Check your balance and distinguish statutory from additional leave. State the working days and number of hours covered.
  2. The employer should generally agree; compelling business interests may justify a timely written objection. Additional leave may be governed by different arrangements.
  3. A written objection to an ordinary holiday request should generally follow within two weeks. Check exceptions and do not assume you may stay away where the position is disputed.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Request more or fewer contracted hours
You want to change your contractual hours temporarily or permanently. This differs from holiday, parental leave or a roster-only change; check which route you need.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Check whether the Dutch Flexible Working Act applies, including length of service and possible exceptions for small employers or caring responsibilities.
  2. A statutory request is generally made in writing at least two months before the desired start. State hours, start date and the end arrangement for any temporary change.
  3. The employer must consult and generally respond in writing at least one month before the start. Also check effects on pay, pension and leave accrual.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Request parental leave
You want to plan and request Dutch parental leave in writing. This concerns leave from your existing working hours, not automatically a new contract with fewer hours.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Check entitlement, the child’s age and leave already taken, including with a previous employer. Paid and unpaid parental leave have different conditions.
  2. Generally request parental leave in writing at least two months ahead. State the period and the number of hours to be taken on particular days.
  3. The employer cannot simply refuse entitlement, but compelling interests may require discussion of the pattern. Discuss the paid UWV route and collective-agreement supplements separately.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Confirm reintegration arrangements
You discussed returning to work and want to check the practical arrangements. This draft does not replace the official reintegration action plan or the occupational physician’s professional assessment.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Use the occupational physician’s functional advice on duties and capacity; do not attach a diagnosis, treatment report or medication information.
  2. Employer and employee record and review reintegration arrangements in the action plan. Distinguish agreed points from proposals or disagreements.
  3. Record duties, gradual build-up, contact person and review date. A stalled process may call for a different professional route, such as a UWV expert opinion.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Acknowledge a settlement proposal without acceptance
You received a termination settlement proposal (VSO) and only want to acknowledge receipt. This draft is not acceptance, a counteroffer, withdrawal or a statement that you are fit for work.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Keep the received version and covering message with dates. Check whether anything has already been signed or accepted; sending new wording does not undo it.
  2. Have the initiative, dismissal reason, notice period, payments, final discharge and benefit effects reviewed separately before signing.
  3. During sickness, termination can affect wage and benefit rights. Do not declare yourself recovered merely to allow the proposal to proceed.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Request notification compensation
A fixed-term contract ended and you believe the written renewal notification was absent or late. First check whether the Dutch notification duty applied; the letter does not decide entitlement.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. The duty generally concerns fixed-term contracts of at least six months with a fixed end date. Check for an agency clause and notification already written into the contract.
  2. Keep the notification and evidence of receipt. Late notification may lead to proportionately reduced compensation; distinguish notification from termination notice.
  3. Rechtspraak states a two-month filing period after the contract ends for a separate notification-compensation application. A letter to the employer does not preserve that deadline.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
Original editorial draft · adapt before use
Request missing employment documents
You lack documents needed to check your employment position. Be specific: a general request for every document or a whole file is not automatically the same as a GDPR access request.
Sources (2)View the sources usedSources current as of: 
Check the starting position first
  1. Identify document type, period and purpose: for example a contract version, payslip, hours record or meeting note. Keep the material already received.
  2. Employment information duties and GDPR access have different bases and scope. GDPR access concerns your personal data and may be limited to protect other people.
  3. Request secure delivery and do not send an unnecessary ID copy. Check the process and response period separately if you also want formal GDPR access.
Enter the facts
Enter only information you can support. Empty fields remain visible in square brackets. Medical details and a citizen service number are unnecessary.
Read and edit the draft
You can change every sentence below. Updating from the fields again replaces manual edits. Download your own version first if you want to keep it.
Download worksheet (TXT)
This is an editorial aid, not reviewed advice on your individual case. A letter to your employer does not replace court proceedings or preserve a short court deadline. For dismissal, a wage sanction or an approaching deadline, obtain a timely assessment of the correct step.
03 · Before sending
Make delivery verifiable too.
The workshop sends nothing. The export contains guidance and sources for your own records; use only the checked letter text for the recipient.
  1. Check names, dates, amounts and every bracket. Remove instructions that are not meant for the recipient.
  2. Check the correct address and choose a delivery method allowing you to retain the content and evidence of receipt. Sending alone does not prove receipt.
  3. Keep the final letter, attachments and receipt together. Record a follow-up date and check statutory deadlines separately.
Sources (2)
Sources and editorial notes
These official publications support the legal starting points in the guidance. The editable draft is original editorial work, not an official form issued by these organisations.
Sources current as of: 
The source publications are in Dutch. All language editions cover Dutch law.
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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.
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