In Tilburg, a vibrant hub in North Brabant with many manufacturing companies and logistics employers, the transition compensation is crucial in cases of dismissal. The calculation follows the national formula: for each full year of service, 1/3 of a month's salary, with a maximum of €94,000 or one annual salary in 2025. Use the gross salary including holiday allowance and fixed allowances from your Tilburg pay slip, excluding variable bonuses.
Example 1: A Tilburg factory employee with 6 years of service at a local employer and a monthly salary of €3,000. Calculation: (6 x 1/3 x €3,000) = €6,000. Example 2: A long-serving employee in the Tilburg healthcare sector with 15 years of service and a salary of €4,500: (10 x 1/3 x €4,500) + (5 x 1/2 x €4,500) = €11,250, taking into account the transitional arrangement for older years of service. Partial years, such as half a year at a Tilburg start-up, count pro rata.
Use the calculation tool provided by the Dutch government for precise results, or consult local advisors at the UWV office in Tilburg. In cases of dismissal during maternity leave or illness, protective rules apply, but the calculation does not change. Employers in Tilburg must pay within one month after dismissal. In regional collective labour agreements (CAOs), such as those for the textile or transport sector in Tilburg, a higher compensation may have been agreed, which takes precedence over the statutory minimum.
Tilburg tip: Keep your pay slips carefully, especially in disputes with employers in the Waalwijk or Breda region. Within two months, approach the subdistrict court at the Palace of Justice on Schouwburgstraat in Tilburg for a swift ruling.