When the news mentions the transitievergoeding, it often sounds abstract. For a small business, it is anything but. It shows up as a real invoice on the day a contract ends, right next to rent, VAT, and payroll. Whether you’re letting someone go, not renewing a temporary contract, or closing a chapter that simply no longer works, the transition payment is a cash-flow moment that deserves attention long before the goodbye conversation.
In plain terms, the transitievergoeding is a statutory payment owed when an employment contract ends at the employer’s initiative. That includes dismissal, and also the decision not to renew a fixed-term contract. Since 2020, employees build this right from day one. There is no minimum length of service anymore. The amount is simple in principle: one-third of a monthly salary for each year worked, calculated proportionally if employment lasted less than a year. “Monthly salary” is broader than many expect, it includes holiday allowance and fixed extras such as a structural bonus or a thirteenth month.
What matters for micro-entrepreneurs is where this cost quietly hides. It is not reserved automatically, it is not spread over time, and it must be paid within one month after the contract ends. Miss that deadline and interest starts ticking. The law does set a maximum amount, adjusted each year, but for small teams the real risk is not the cap, it’s forgetting that even a short contract can trigger a payment.
There are exceptions, and they matter. No transition payment is due if an employee leaves on their own initiative, or if there is dismissal for a serious culpable act by the employee. On the other side, if someone leaves because the employer seriously failed, think of sustained non-payment of salary, the right can still exist. For long-term illness, there is some relief: after two years of incapacity, employers can reclaim the paid transition payment from the UWV. But that refund comes later, while the payment itself must still be made upfront.
I recently spoke with a small agency owner who ended a six-month contract, assuming there would be no additional cost. The work had simply slowed down. Only after the final payslip did the transition payment surface, small in amount, but unplanned. The issue wasn’t the law; it was the lack of anticipation.
The calm way forward is not fear, but habit. Build the transition payment into your mental cost of hiring, even for short contracts. Check what counts as salary before you sign an offer. When ending employment, confirm early whether the initiative is legally yours. These are small adjustments, but they turn a legal obligation into a predictable number, one you can manage without stress, resentment, or last-minute scrambling.
